How To Apologize To The Leaders For Being Wronged?

I remember once when I was training for a furniture enterprise in Shunde, an employee told me that she had been scolded by the leader yesterday, but she insisted that the leadership was wrong.

She was anxious to clarify for herself, but how to explain it in order to solve her misunderstanding?

I told her that it was not important to be misunderstood and clarified by your immediate superior. You need to figure out what the purpose of your clarification is.

Just for your sake or for the company, or do you just want people to be unfair to you?

Many people only focus on communication skills to achieve their goals by thinking that they have finished the conversation, the leaders do not blame you or you feel comfortable.

But it is easy to fall into the vortex of communication, such as the whirlpool of emotions and the whirlpool of harmony between supervisors. If you think these are important, it is easy to ignore the real purpose of communication.

For example, some leaders forgive you after scolding you, and even like you to echo him, saying that he scolds you well, but maybe one day he will misunderstand you, but he will like you more.

When you encounter such a type of leader, if you explain very clearly to him, he thinks you are very annoying, because you think he is wrong, even though he is acceptable to the fact at the end, but he hates your whole person.

So understanding leadership type is more important than communication skills.

Therefore, the understanding of leadership is very important.

Generally speaking, there are 4 types of Leadership:

Commander in chief.

This leader's subjective opinion is very strong.

Obedient subordinates communicate with him very well. If your personality does not belong to obedience type, you will be frustrated because of personality, because of disobedience, not because of poor communication skills.

Resourceful.

Such leaders are cautious, careful and careful in their work.

He likes his subordinates to be smart, even good-looking, intelligent and inner. If you work hard, you will be silly and ungrateful.

Tolerant.

Although this leader values people, he may still misunderstand you, and this kind of leader prefers a flattering subordinate.

Careless.

This kind of leader likes his same careless subordinates.

We often encounter the first two types of leaders. They are most concerned about the company's business objectives and profits, and therefore often criticizing or challenging your performance.

The latter two are more concerned about their faces.

When you really need clarification, you decide to talk about your grievances with the leaders. You should talk privately with the first two types of leaders, because they are very strict. If you tell him on the spot, he will only take insult.

If you encounter two types of leaders, you can make suggestions in front of people, so that he can understand your grievances and let everyone feel his leniency.

However, before clarifying the leadership, we must confirm the following 3 things:

First, be sure that you are not wrong.

If you do things right, you feel very successful, but this does not mean that you have done the right thing on the whole.

Two, confirm that leaders and your own assessment gap are not due to different levels of relationships.

Do leaders really misunderstand you?

Or is it because his vision is higher than yours?

If it is because of different horizons, you and him do more to explain, it is very likely that the same duck, and may even make the leaders feel that you are not sensible.

Three, after confirming the above two points, you have to confirm what time, advance or retreat is a relatively acceptable way for leaders.

For example, a commanding leader, you'd better let him discover his own mistakes and speak ill of you. You must not give him face; a resourceful leader should follow his logic and quote evidence to convince him; in the face of tolerant leadership, don't forget to uphold his principles in front of others.

Many of my employees are often wronged by me. I often tell them that I have wronged you, but do not affect my opinion of you. You have clarified and will not score extra points for yourself, because I never thought you were perfect, I just told you that you were wrong.

Therefore, many times, employees do not need to care too much about a small flaw in their personal image.

For example, the first two types of leaders only care about the goals of the whole company, you only clarify for the sake of personal image, leaders do not care about them; the latter two leaders only want to be more flatter, and you only pay great attention to personal innocence, and you will also be hurt.