1. Action in front of the leader

Action in front of the leader, means that we report work, not only to meet the requirements of the leader, but also to exceed the expectations of the leader.

When reporting on our work, we should demand the same attitude from our leaders. Know how to think differently and provide the leader with unexpected gains.

For example, Xiaojun and Xiao Luo are both employees of a company. The leader said to Xiaojun: "Help me investigate, we produce toothpaste sales?" Xiaojun quickly ran downstairs to the supermarket, and two hours of observation. After returning, he reported to the leader, "Good Leader, through my nearly two hours of observation, our toothpaste *** sold 10." The leader asks, "What is the age distribution of the buyers? What's the male to female ratio?" Xiao Jun was dumbfounded and had to return to work to continue the investigation.

However, Xiao Luo received the same instructions, and he went into the supermarket downstairs and began to record consumer behavior with pen and paper. After two hours, Xiao Luo arrived at the leader's side. And reported, "Good Leader, through my research for nearly two hours today, I found that our company's toothpaste *** sold 10 units, ranking second among all toothpaste brands. I analyzed the first-ranked toothpaste products and found that their toothpaste cover design is attractive and diverse flavors, our company can work on copywriting and flavor diversification in the future. I also found that most of the toothpaste buyers are young people, and most of them are girls, accounting for 80%. I think we can add children's toothpaste and special toothpaste for the elderly in the future, and we can make more efforts to develop the men's market."

The result is predictable, Xiaoluo a few years later rose to market sales manager. Because Xiaoluo action in front of the leadership, the leadership did not express but favorable to the company's data for statistics and analysis. This to the leadership of their own research attitude to require their own, and can think differently about the leadership of the report needed, is an excellent work report.

Acting in front of the leader requires thinking about what the leader needs, holding yourself to a high standard, and reporting effectively.

2. Pay attention to the timing of the report

The timing of the report has a significant impact on the results of one's report. Some people, if they have a problem, they just go to the leader to report it randomly. You do not realize that your capriciousness will deteriorate the impression in the mind of the leader again and again.

The timing of the report is divided into two aspects: A. What day of the week to report? B. What time of day is it?

Canadian psychologist Debbie Moskowitz has done a study on the timing of reporting. Moskowitz, a Canadian psychologist, has done a study to draw a picture of the work week rhythm based on the behavioral patterns of the human week. She argued that there is a regularity to the human week. Monday through Friday, the work rhythm is very different, the first half of the week, people's energy, attitude and behavior is more aggressive; the second half of the week, people's energy gradually decline, but also more accommodating.

Monday, when work piles up and leaders have to deal with the business that has accumulated over the weekend, it's best to cut back on reporting when you're in an irritable mood.

Tuesday, the leader has adapted to the day's work and dealt with most of the business, at this time has gradually into the work state. He urgently needs to know the progress of his subordinates' work last week and the arrangements for the following week, so this is a good time to report.

Wednesday, according to Derby's analysis, the leader receives more information at this time, which is very likely to cause information anxiety. But at this time the leader's experience is the most vigorous, active and creative thinking, this time is suitable for discussing new programs with the leader, rather than a lengthy summary report.

Thursday, the leader is physically and mentally exhausted, belonging to the "darkness before the dawn". According to Derby research, this time the leader of the highest submissive type, the best to talk, you are to go to the leader to sign, the leader is easier to compromise.

Friday, in the face of the upcoming weekend, the leadership in this day happy, like to communicate with subordinates, so this time to report the effect is also good.

So, we can choose to report on Tuesday or Friday, so that the leadership is more likely to interact and communicate with you. Of course, this is just a general rule, the specific issues need to be observed. In short, when the leader is in a happy mood, the report is more effective.

What time of day is better for reporting? Practice has shown that more than 10:00 in the morning is the best time to find the leader, when the leader has just finished dealing with urgent matters, to make time for rest, the mood is more relaxed. At this point, it's easier to get a listening ear and be accommodating.

Never look for a leader before work, when the leader after a busy day or after work there are private matters to deal with. If you suddenly appear in front of them, you will only upset them.

In short, it's better to report when the leader is in a good mood. If you can not know the mood of the leader, according to practical research, generally Tuesday or Friday morning at 10:00, the report better.

3. Getting to know the leader's personality

Different leaders have different personalities, and we report them in different ways.

If your leader is a fault-finding type, you must pay attention to the wording and expression when you report. If your leader criticizes you, don't give up on yourself, but understand that this is the leader's usual style. Accept the leader's criticism with an open mind, and try to dig out the needs behind the leader's criticism, and strive for the next report in accordance with the leader's preferred way of reporting. Of course, the fault-finding leader may pick faults every time, but we ourselves should not panic and try to improve ourselves in every report.

If your leader is an extroverted warmonger, don't get carried away with the constant praise from your leader when you report. Of course, the leader will not focus on your details and shortcomings, but you have to take the initiative to express the frustrations and difficulties you encountered during the work process, so that the leader will take the initiative to give you a solution strategy. When your leader is an extroverted warmonger type, and you are complacent not to take the initiative to put forward the shortcomings and difficulties, then you workplace ability to enhance limited.

If your leader is a rational and cautious type, you must pay attention to the arguments and organization when you report your work. Can not just tell the point of view, try to come up with a point of view of the supporting data as an attachment for the leadership review. Work report, to consider exhaustive, clear and logical expression, so that the report is more likely to win the trust of the leadership.

See, when we face different leaders, we need to have a different reporting mentality and skills. When we first report to the leadership or do not understand the leadership character, you can consult the old staff in advance, so as to better grasp the initiative of reporting.

4. ? Adapt to the style of leadership

Leaders have two different styles, listening and reading. Only by mastering the leadership style, we can better report work.

Listening type, that is, the ability to adapt immediately, in the face of things can immediately come up with countermeasures to solve the problem, and thoughtful, a hit; reading type, that is, through the text to express feelings more comfortable, more inclined to compare the various methods and possibilities in the mind, and will not be in a hurry to make a decision.

From this we can see that in the face of listening leaders, we are more suitable for verbal reporting; and in the face of reading leaders, we are more suitable for writing a work report.

For example, President Lyndon Johnson was a listening leader, not a reading one. He liked to listen to people and make decisions instantly, rather than read written information. So when confronted with such a leader, we need to take the initiative to verbalize our reports and listen attentively to the leader's instructions.

President Eisenhower, on the other hand, was a reading leader, not a listening one. When commander in chief, he would have his aides write out reporters' questions before a briefing, so he was in control. When faced with a live oral presentation at a briefing, on the other hand, he became incoherent. In the face of such a leader, we should take the initiative to submit a written report on our work, not an oral presentation.

Adapting to the leader's style is important because it determines whether the leader can listen to your needs and give you the right advice. At the same time an incorrect reporting style can be distracting to the leader.

5. ? Results, less details

When we report, we first report the results to the leader, and then give details when the leader asks for details. Do not talk about the details, so that the leader's head is dizzy.

For example, the leader gave Xiao Xi a task to go to the headquarters to collect a document. As a result, Xiaoxi took the bus to the headquarters, just in time for the custody of the document Xiaofei in a meeting. After waiting for more than an hour for the meeting to end, Xiao Xi found Xiao Fei and collected the document from him. He said he had left the documents at home and would need to bring them back tomorrow.

At this point, Xiao Xi hurried back to the company to report to the leader. "Good leadership, today is really bad luck, take the bus jammed on the road, arrived at headquarters and waiting for Xiaofei for more than an hour. That's not all, after seeing Xiaofei, he even left the file at home. Leader you see this morning I ran enough, sweating." Originally the leadership on the urgent need for documents, listening to you a long-winded and did not bring back the documents, the mood is more irritable, and finally you can only be the leadership blasted out of the office.

At this point, we should report on the highlights, details and other inquiries after the statement.

For example, "Good day, I couldn't get the documents back today, but I left them at home. If the documents are urgently needed, I contacted Xiaofei and went home with him to pick them up, what do you think?" The leader may easily say it's okay, it won't hurt to go back tomorrow or let you just implement the solution. In any case, the leader will not be angry with you.

This is a great way to save the leader's time by focusing on the results and not on the details. When the leader wants to know the details, we then inform the details, so the leader will also have more trust in us.