Hello!
In my last blog, I've discussed the part 3 of the Dale Carnegie book, How to win friends and influence people. In this blog, I'm going to discuss the part four of the book that is on how to be a leader and change people without giving them offense and stirring up resentment in them for you. Well, this is the last part of the book, and personally my favorite one.
Part IV: Being a leader and changing people without giving offense and resentment
Most of the people in their leadership forget that their action and emotional decision and give people offense and stir up resentment for them in people. In this part, the author has described nine principles which every leader should follow if he does not want to give people offense and stir up resentment for himself in people. In this blog, I'm going to discuss remaining five principles, the first four are in my last blog.
Principle 1: Let other people save face
When you find a mistake in any person, the one you are leading or not don't rush to fire him or banish him from your site. Whenever we find a mistake in someone we get emotional and right away punish that person and that guy ends up hating you.
Even if it is necessary for you to fire him, at least do something to help him further, acquire another job or help him by giving him some cash or something. All of that would make him save his face and both of you would be happy even after firing him
Principle 2: Praise the slightest improvement in someone
When you are leading or mentoring someone, all of the people who you lead or mentor are looking for your approval that they are doing good and they have done good and they can also do great. Whenever you see someone, you are mentoring who has made even slightest improvement in himself, praise him for that. And you'll see that simple praise which is from the heart is going to light up a fire inside him, that fire that will make him do continuous improvement on himself.
Principle 3: Give the other person a reputation to live up to
Whenever you want a person to do something, he does that in accordance with the way you define him. The performance of a person is, the way he is defined. If you want someone to work efficiently then give him a name that would motivate him to do more work even more quickly.
Principle 4: Make encouragement and make fault seem easy to correct
Whenever you find someone doing a fault, instead of punishing him for his mistake try to rectify his mistake. When you are going to encourage him and make is fault look like that it is easy to correct then he will surely start to admire you and he is going to make sure that he doesn't do any other kind of mistake.
Principle 5: Make other people happy about doing what you suggest
No one likes to take an order from anyone, not even an employee from his boss. Next time you want someone to do something for you, try to make him happy about doing what you have suggested. Try giving incenitive to that person, if he does as you ask and he will happily do it for you.
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