Managers how to let their subordinates of pressure as the driving force

We all know that the survival and expansion is to establish a "result" basis, so we in the day-to-day operation and management process is typically used to result-oriented management style, this is not wrong, I absolutely support to do so, and it should do so. The crux of the matter is that when you tell the subordinate want you to take those actions to help him achieve this result.

Very often, we believe in pressure generation of power management concept, considered subordinate to their own requirements is due to the pressure is not big enough, so long as the pressure is sufficiently large, his power is generated, the outcome? numerous facts prove that one is in charge of wishful thinking. Under the pressure of the motive power is indeed and a great relationship, from the management perspective it is no exaggeration to say that the subordinate was not possible without pressure to produce dynamic, that is why there will be so much stress not produced power failure case?

To find the cause of the problem lies, first of all to clarify the relationship between the two. Then the pressure and power of a relational? pressure and power is a dynamic relationship, mainly three: subordinate affordable range, the pressure and power is proportional to the relationship between the pressure, the greater the greater motivation; far beyond subordinate bear range, the pressure and dynamical inverse relationship between starting to render that pressure, the greater the larger the rebound. Beyond the subordinates must bear range, the pressure and power between a non-regular features.

Beyond the subordinates must bear range start showing confidence in the subordinate is insufficient, irritability, depression, no clue; far beyond subordinate bear range began to become listless, emotional freak, either on your questioning strongly argue, or what is not said there's also; appears "you find someone else to do it, I quit quit" (thrash your gas).

How to let their subordinates to accept his seemingly unable to complete the task and produce the results we want? it is not too difficult to achieve, in the us for pressure (tasks) and at the same time give him dissolve stress method (guidance).

Through the survey found that in fact most of subordinates or want to complete some of the "task" to prove his worth, just missing it (inexperienced) powerless. At this point, as a supervisor on subordinate merely examining the results, but also for process monitoring and methods of instruction, through our help increase his confidence, find ways to achieve objectives, the pressure is converted to dynamic, happy to accept the task and went towards the goal.

Many managers actually do this, but ultimately rendered result or subordinates worse and far between. Through the careful observation found are usually in the form of two types, one is huyou type: as I'm sure you can do it, believe in yourself a certain row, work hard (or patting subordinates on the shoulder)! a nanny type: usually directly inform the subordinates to do, how to do it.