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Tips for a young entrepreneur

Tips for young entrepreneurs try to speak slowly and quietly.
At the beginning of the argument, emphasize that your views on some issues partially coincide with the views of your interlocutor.
Do not” get started ” and try to react calmly to the statements of your interlocutor. Try to understand instead of blaming.
Never impose your own opinion.
Stick to the main idea and don’t get distracted by specifics.
Do not show superiority over the interlocutor in the dispute.
Move away from direct confrontation. Try not to give in to the imposed conversation in high tones and not to ” get involved” in an argument at the beginning of the conversation. Find matches in your points of view.
Do not try to rush into a “counterattack”. Remember: listening to your opponent’s criticism and agreeing with them is not the same thing.
Build dialogues based on the character of the person, do not reduce them to tedious and edifying moralizing.
Respect the person’s desire for their own point of view and independence.
Try to see yourself through the eyes of your interlocutor.
Try to understand the reasons for the interlocutor’s deviant behavior.
Carefully monitor the intonation of your own voice, gestures, facial expressions, do not allow rudeness, disrespect, ill will.
Do not forget: to lead means to instruct employees on self-realization and success. When people are interested in their own goals, they mobilize a huge internal energy. They always strive for results.
With the right Manager, subordinates look for responsibility. The joy of winning and being recognized by their Manager has a more effective effect on their desire to work than raising salaries and cash bonuses.
The Manager, who sees only “donkeys” in employees, instills in them stubbornness and stupidity.
Without the authority it is unlikely that anyone will be able to manage — not through the General corporate discussion or in the form of an order.
Use a polite form of order and then the subordinate’s interest will focus on the content of the order.
Don’t personalize orders. Try to eliminate the pronouns “me”,” me”, ” I” , etc.
Use a question form like: “What do you think?”; “Can you?”; “What do you think?”; “Would you agree?”; “Do you have an option?”; “Don’t you think?”; “Okay?”; “Good?”; “Agreed?”. This significantly reduces the likelihood of failure to execute your order.
Do not forget that the higher your victory over the individual, the higher will be the opposition to your orders from the “defeated” subordinates.
Condemn not the person, but the unfavorable act.
Get the person to accept your assessment and the preferred line of condemnation of her negative action.
You don’t need to keep your conclusions to yourself. Try to assume that all bad actions should be the topic of discussion.

 

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