Middle-level cadres play the role of setter. A good setter can turn a dead ball into a live ball; If the setter is not in place, the good ball may turn into a smelly ball. It can be seen that being a middle-level cadre is very important for doing a good job in a department. To be a good middle-level cadre, we should handle the following relations:
(A), the relationship between responsibility and power
Being a good middle-level cadre and having a sense of responsibility is the premise and ideological basis for being a good middle-level cadre. Middle-level cadres should take the initiative to be responsible, dare to be responsible, and be good at being responsible for their own work, that is, "seeking their own government in their place."
(2), the relationship with the superior leadership
To be a good middle-level cadre, while adhering to the organizational principle that subordinates obey their superiors in their work, we must maintain our independent personality and dignity, get along with superiors as comrades, learn from each other's strong points and promote each other, which will not only gain the respect of superiors, promote the relationship between superiors and subordinates, but also help to establish a good style and promote the healthy development of unit work.
(3) the relationship between accepting work deployment and leading research work.
Accepting the leadership's work deployment is not the same as learning from the leadership, so we should distinguish it. When accepting the tasks assigned by the leaders, we should follow the tasks assigned by the leaders. If they are wrong, the superior is responsible; As a mistress, you can only obey, and you can't say that I won't do it, or that I can't do it. If you do this, it will violate the organizational principles, and such people are not suitable for middle-level cadres. Research work is to discuss problems with leaders, or leaders have a basic idea, but they haven't made up their minds yet, and they still want to hear the opinions of subordinates, especially different opinions. At this time, you can put forward any ideas and objections. After discussion and finalization, different opinions can be reserved, but actions must be obeyed. If you don't obey what has been decided, you will do something else, thus violating the organizational principles.
(four), the relationship between asking for instructions from the leadership and reporting.
There are also differences between asking for instructions and reporting. Ask for instructions, first of all, talk about procedures, first ask for instructions directly in charge of the leadership, do not go beyond the level, and then ask for instructions with the consent of the leaders in charge. Second, don't ask the bulls for instructions, especially for pragmatism. Third, we can't just say that the problem is not solved. . Fourth, the deputy of middle-level cadres should consult with the principal first, and can directly ask for instructions from the leaders in charge after obtaining the consent of the principal, otherwise it does not conform to the organizational procedures. The report should also be about procedure, but it can be less strict. In addition to reporting to the leaders in charge, under special circumstances, you can even report directly to the leaders in charge. But when reporting and asking for instructions are both, you must report to the leader in charge first, and then report to the competent leader; When reporting, if the main leaders put forward opinions on the work of the department, the reporter must convey them to the leaders in charge in time to facilitate implementation.
(5) The relationship between being responsible to superiors and being responsible to subordinates.
Being responsible for superiors is consistent with being responsible for subordinates. Only responsible for the superior, not responsible for the subordinate, indicating that it is not true to be responsible for the superior, and there is a personal attempt. Being responsible only to the lower level, but not to the higher level, is not really responsible to the lower level, but to compete with the higher level under the guise of the masses to achieve some personal purpose. These two tendencies occur from time to time in our work and should be corrected according to the actual situation.
(6), meetings, face to face and behind the relationship.
Middle-level cadres face the masses directly and have a certain influence among them, so they are the first in the department. Whether the unit leadership intention can be realized depends not only on whether the leadership intention is correct and realistic, but also on the ideological style of middle-level cadres, and on whether the middle-level cadres can be consistent at the meeting, face to face and behind the scenes. If middle-level cadres speak well at meetings and in front of leaders, and return to their own departments and departments, they will consciously or unconsciously reveal their dissatisfaction in one way or another or even openly spread it. This is a very bad style of work and must be corrected, otherwise it will affect unity and work.
(7), the relationship between local and global.
Middle-level cadres must establish a global concept, base themselves on their own duties and have a global thinking. Some work can be done under the overall view, but it must be done under the local view; You can't do what you can't do globally and what you can do locally. This is called local obedience to the overall situation, which is the overall concept. Sacrificing local interests and obeying the overall interests, some employees may have opinions and may not understand them for a while. This requires middle-level cadres to do ideological work well, clarify the relationship between local interests and overall interests, and clarify the consistency of fundamental interests, long-term interests and overall interests.
Implementing the relationship between superior spirit and creative work
As middle-level cadres, we must conscientiously implement the decisions of our superiors. It is necessary to carry out the decision of the superior, but it is not the best. The best thing should be creative work and create a new situation in work.
(9), the relationship between work and study
To be a good middle-level cadre, you should work hard and be good at learning. We should be good at learning from practice, from the masses and from books. To learn from practice is to be good at summing up practical experience, not only to sum up successful experiences, but also to pay attention to summing up lessons from failures. To learn from the masses means to respect their opinions, respect their initiative and adhere to the working line of "from the masses, to the masses". Learning from books means developing good reading habits, learning what you need in combination with work practice, and constantly improving the basic theoretical level and cultural knowledge level of Marxism. Only those who are good at learning can be good at work.
Second, the psychological quality that middle-level cadres should have.
As we all know, the internal cause is the main driving force that determines the direction of things, and the internal cause of doing a good job of middle-level cadres is the psychological quality of individuals. Only with the corresponding psychological quality can we achieve our goals smoothly. Psychological quality includes the following aspects:
First of all, as a middle-level cadre, we should have a sense of pioneering and innovation. Try boldly and look at the problem with a forward-looking eye.
Secondly, in daily work, middle-level cadres should have the spirit of seeking truth from facts. As the leader of a department, he is both a commander and a combatant, and he should show his ability and level. The more he faces difficulties, the more he should be calm and face them.
Third, we must have the spirit of struggle. This is a principle that must be observed. We should keep in mind the purpose of "serving the people", do a good job in a down-to-earth manner and do things diligently, regardless of difficulties and hardships.
Fourth, middle-level cadres should have an inclusive attitude. We should be broad-minded, broad-minded, and stress morality in small matters and principles in big ones. No matter what you do, you should try to put aside personal factors, and you can't just consider your own interests and ignore the interests of the collective and others. If necessary, you should sacrifice the ego and fulfill it. "Be the official first" and "Be the right person first".
Three, middle-level cadres should have several conditions.
First, we should have good ideological and political quality and theoretical level. Practice has proved that China is the guiding light on our way forward. If we want to keep moving in the right direction, we must constantly improve our ideological and political quality and theoretical level.
Second, there must be more significant work performance. As a middle-level leader, you should set an example in your work and do better than ordinary people. Only by making convincing achievements will the people be convinced.
Third, we must have strong organizational and coordination skills. This department is a whole. If a leader does not have a strong ability of organization and coordination, then the whole will become fragmented, and there will be a lack of tacit cooperation among department members, leading to the failure of normal work. Therefore, it is one of the necessary conditions for middle-level leaders to learn how to fully mobilize their respective strengths, unite and cooperate, and achieve the effect of mutual support and complement each other.
Fourth, we should strive to carry out criticism and self-criticism. Everyone will have their own advantages and disadvantages. Only by recognizing our own shortcomings can we find ways to make up for them and achieve the goal of fostering strengths and avoiding weaknesses. While doing self-criticism, we should also criticize the problems existing in others, so as to continuously improve the overall quality.
Fifth, we should have knowledge related to this position. As a middle-level cadre, if you don't know anything about business, directing others is empty talk. If you want to play a leading role, you must be familiar with relevant business knowledge.
Sixth, we should be good at uniting comrades, especially those who are wrong and those who disagree with us. Any comrade who has made a mistake is a good comrade as long as he can correct it. For comrades who once opposed themselves, we should find out why others opposed you. It's normal for people to have conflicts. Once there is a contradiction, we should face it squarely, avoid it and intensify it. Only in this way can the problem be fundamentally solved.
Seventh, we must have a strong ability to summarize words. Middle-level cadres should not only do specific routine work, but also make a macro summary of all aspects of work, learn relevant experiences and lessons, and reflect them in the form of reports to provide reference for future work.
In addition, middle-level cadres must have some knowledge to meet the needs of the situation in order to assess the situation. Generally speaking, as a middle-level leading cadre, since he has been appointed, he must make unlimited efforts and create unlimited achievements within a limited term. Listen, watch and learn more; We should investigate, study and think more; Encourage, praise and praise more; We should also learn more from brother departments, communicate with brother units and promote each other; Pay attention to giving full play to one's own ability, initiative and creativity, so as to be an official and not be moved by the world!
Otherwise, if you are not qualified for the middle-level leadership, you should try to manage yourself well, and don't make mistakes of the country and the people without asking for your own government.