Bai: How to get rid of the dilemma of immature mentality and dare not express it?

For many young graduates, 2020 may be a very difficult year: the scale of recruitment demand for fresh graduates by enterprises has dropped by 22% year-on-year, and the "adventure island" is no longer a self-mockery and joke of previous years, but a reality that has to be faced.

Recently, 36Kr launched a small survey, inviting young people who are about to graduate to leave their most puzzling questions at the moment. One of them is: how to break the dilemma of being nervous and afraid to express? How to get rid of the immature mentality of "always feeling like a child"? CCTV commentator Bai shared his views on these issues.

Bai believes that most people's poor expressions can't break through their inner barriers. Rather than being timid, I care too much about other people's reaction to my expression, so I'm afraid, so I don't express it. In fact, each of us is not that important in other people's minds. You can talk to acquaintances more first, and then gradually expand the objects you can communicate and express.

Next, Bai said that if you feel like a child, your expression and many ways of dealing with people are doomed to be immature. If you clearly realize that you are not only old enough to be a soldier, but also old enough to get married, you will know that you are not a child, but an adult. There is no excuse for many immature practices. On the other hand, people who treat themselves as children must be very happy, and many adults take care of your life properly, that's all.

Besides, how can people succeed without resources and background? Bai pointed out that from the final result, being a "rich second generation" is happier and more fulfilling than being a "rich second generation". But from the point of view, it may be much easier to be a "rich second generation" than a "rich first generation". Starting from scratch is the most important motivation for the "rich generation". If no one can help, go by yourself.

If you disagree with your boss, how can you say that the risk is the lowest?

At work, we often encounter times when we disagree with our superiors. What should you do when you disagree with your superiors? If you want to raise an objection, what should you say specifically? An article in Harvard Business Review, the official WeChat account, introduces several ways to express different opinions to people who are more capable than you.

First of all, be realistic about the risks. In other words, don't deliberately exaggerate the risks when expressing orally. Jozsef Gelei Ni, the founder and best-selling author of Vital Smarts, a well-known enterprise training institution, suggests that you should first consider the "risks of not expressing opinions", such as the derailment of the project or the loss of team trust, and then weigh these risks and the potential consequences of taking action.

Second, decide whether to wait. After the risk assessment, you can not express your opinions. Wilkes said, "Maybe you haven't thought about it enough, or you want to know more clearly what your colleagues think." "If you think others will disagree, then you can join this team. Everyone can contribute experience or information to your idea. " Besides, if you are in a meeting or other public places, you'd better postpone the conversation. Discussing this problem in private will make the boss feel less threatened.

Third, determine the goal of * * *. Before sharing your thoughts, you can put yourself in the other's shoes and think about what the leaders care about. If you can relate the differences with the "things that leaders care about", your opinions will be taken more seriously. It is worth noting that you need to explain clearly and state concretely, so that you will not be regarded as an unlovable subordinate, but as a colleague who strives to achieve the same goal.

Fourth, ask for consent before expressing objections. In Gregni's view, this can give capable people a sense of "psychological security" and control. Moreover, if they agree, it will give you more confidence to express your different opinions.

Fifth, keep calm. Gregni said that when your body language conveys nervousness or anxiety, it weakens the information. Speaking in a steady tone can calm both sides down. Even if you are not confident enough, it makes you look confident.

Sixth, clarify the original point of view. In other words, when you speak, first explain how you understand the leader's point of view, and then express what ideas, opinions or suggestions you disagree with. Wilkes explained, "Let the other person know your understanding, instead of arguing whether you understand his point of view."

Seventh, no comments. When expressing your doubts, you should avoid using any "judgmental words" that may offend the other party, such as "shortsightedness", "stupidity" and "harshness". Gregny suggested deleting all adjectives and sharing only the facts, because "adjectives may be misunderstood or considered personal".

Eighth, remain modest. In other words, you should emphasize that you are only expressing your opinion, not that your opinion is the truth. Weeks suggested adding a lot of "leading words" when expressing opinions, such as "My idea may be immature", which would leave room for dialogue. In addition, Gregni believes that it is also important to be open to other opinions. You can show equal curiosity about other opinions, remind each other that this is your personal opinion and accept criticism.

Ninth, recognize the authority of the leader. You can say, "This is just my personal opinion. Of course, the final decision still depends on the leader. " This not only shows that you understand your position, but also reminds them that they have the right to choose.

How do enterprises gather the power of "post-wave"

Recently, a promotional video "Houlang" was screened in a circle of friends, which triggered a heated discussion. Undoubtedly, the power of young people is becoming more and more important, especially for enterprises. Investing in young employees has many benefits, such as filling the gap in key skills and stimulating innovation. Many companies actually want to build a strong pool of young talents, but they don't know how to start. Harvard Business Review, the official account of WeChat, shared practical methods recommended by five top companies.

First, let outstanding young employees participate in important business strategies. This requires managers to assign young employees to areas where they can display their talents and create value according to business needs and employees' specialties. For example, Medtronic, a medical technology and service company, once entrusted a cost-saving task to a young intern, who successfully saved $340,000 in equipment maintenance fees.

The second is to expand the source of young talents. To do this, you should go where young people are, or cooperate with experts who can help. Some companies will set up recruitment centers in big cities, or reach cooperation with talent agencies, so that they can help with talent audit, transport outstanding talents and cultivate these talents within the company.

Third, adjust business policies that are not conducive to hiring young people. An American company found that less than 20% of administrative assistants have a four-year college degree, but 65% of the job information requires a college degree. Therefore, enterprises should reconsider which skills or certificates are really needed for a certain job, and check and adjust the existing recruitment policies and processes.

Fourth, give priority to developing employees' soft skills. Because many young people lack soft skills, there are problems in teamwork, professionalism and communication skills. Therefore, it is necessary for young employees to participate in seminars related to developing soft skills and give one-on-one guidance.

Fifth, evaluate and improve over time. Although everyone knows the importance of young employees, few companies specifically track the positive effects of hiring young employees. If it can be strengthened in this respect, it will not only contribute to the society, but also be conducive to the dynamic adjustment of enterprise recruitment policies.