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你的领导潜能
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你的领导潜能

超凡的高管风度

McGraw-Hill, 2016 more...

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关键特征

  • 实用性

导读荐语

大多数商业人士在定义“高管风度”时会说“我看到它时就能明白!”高管风度的准确定义可能不是对每个人都很重要,但是对于在晋升时受阻的管理人员而言,如果老板认为他们缺乏这一关键特质,那么他们得知道该怎么做才行。老板们说不出具体是什么原因阻碍了你的晋升,但他们可能会这样想:“我不能提拔你是因为你缺少一种特质,但我说不清是什么。”咨询师苏珊·贝茨(Suzanne Bates)在本书中阐释了高管风度的本质、重要性和培养方法。她将高管风度划分为3个“维度”,共15个行为“方面”。getAbstract将这本富有启迪性的实用手册推荐给以下人群:

  • 志存高远的管理者
  • 寻觅投资的创业者
  • 以及不知如何界定自己所需的人力招聘专员。

浓缩书

舞台更大

高管的职业生涯每前进一步,面对的舞台就会更大,风险也更大。他们先前行之有效的优点在更高的职位上可能就不够用了。作为一个“拐点”,新角色或晋升的挑战需要“高管风度”或者说“影响、吸引、匹配、动员和激励人们行动的能力”。

某些商业人士以为,高管风度只是锦上添花之物。但是这种观点忽略了高管风度在现实中的力量。高级管理职位要求管理者具备相应的高管风度。如果老板符合人们对高管的公共认知,那么员工会更加卖力。纯粹从个人层面而言,在大多数公司里,你必须展现出高管风度才能获得加薪或晋升。虽然行业知识和管理才干是进入企业高管层的基本要求,但是如果缺乏高管风度,晋升是不可能的。高管风度将更多明确的技能作为高级管理职位的基本要求。

“神秘的未知因素”

几十年来,高管风度一直是领导力中的未知因素。大多数商业人士根本无法定义它。为了定义高管风度,一大批专家(包括管理心理学家)在数年内进行了广泛的研究。他们发现,高管风度的属性来源于软技能——“社会情感特质”。这些特质同技术专长和商业敏锐度一样,对企业成功至关重要。

关于作者

贝茨通讯CEO苏珊·贝茨(Suzanne Bates)是一位作家、CEO指导师和领导力专家,著有《像CEO一样说话》《发现你的CEO特质》《像CEO一样行动》。


恭喜你又学完了一篇干货!复述、评论及做笔记是对知识最大的致敬↓

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