5 levels of self-confidence of CEOs and employees
Confidence is a positive self-image, self-image is a must-have mental positive image for CEOs or their staff.
Two keywords to describe this capability are ‘the real person CEOs are’ and ‘the person CEOs aspire to be’. Many CEOs have a goal to bring ‘what they are now’ and they tend to build and become the person they ‘want to be’.
For example, you actually ‘forget all your commitments when you meet a client’, while ‘the person you want to be is calm, confident, and articulate’.
Example 2: You can set very high standards for your employees to become your successor CEO. Whatever the reason why they don’t meet this standard makes you think they’re not good even though they’re actually pretty good, even a small incident can affect other aspects of your life. they (because they have low self-esteem), so they start to believe that… they are weak at everything.
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Positive thinking is important, but your behavior (CEOs) is just as important. Their self-image (Employees) will be affected by the way you treat them and will also be affected by the way they treat you.
So this ability is divided into 5 levels as follows:
L1: Have talent but don’t believe that they can do the job or don’t know if they can do it
L2: Has had small-scale prestige and achievements, continuously leading to its growing confidence (regarding sales, costs and profits)
L3: Always carry a leading image, confidently complete the job even if you do not know and have no experience at that job. (Regarding sales, costs, profits)
L4: Confident, stable and earns trust and respect from members of the organization because of their commitment to completing strategic and financial plans.
L5: Spreading confidence or encouraging self-confidence in terms of competence (Germany, talent) to other members of the organization tends to become the image of leadership that they aspire to develop in the future. future.
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Conflict Management
The conflict is not on the financial statements for investors to refer to or even easy to feel even during the Due Diligence phase.
So the biggest consequence is… loss of capital.
So how should we understand conflict from the perspective of investors, managers, or Founders/CEOs in the development process?
Conflict resolution is a required competency in the Required Proficiency level at Manager level or higher.
In order to resolve conflict, the first thing is to define what a conflict is. What do they mean in the running of the organization?
However, in essence, conflict should be understood as a necessity to exist in the development of any business or organization. Without conflict how can development?
Only a company that stands still does not have a conflict. Conflict is the premise of development, if there is no conflict, either the management has no culture or guidance to handle the conflict, the other is they do not see the hidden conflicts in the organization. , it can be … communication attitudes, word usage, hierarchical status, culture of exchange of information or views on language, sometimes the complexity of the native language itself, specifically, is Vietnamese. (Too many thrones and ranks)
Therefore, when management understands that conflict is an inevitable thing rather than conflict as ‘consequence handling’, then conflict resolution does not lie in that conflict… what is (because it always happens) , in the process of operating businesses of any size.
But conflict handling is training on the code of conduct and principles of information exchange in the company so that when there is a conflict, management can handle, resolve and thoroughly understand the hidden conflicts that are taking place. In addition, it requires management to have enough experience to foresee (forsee) the events that could happen if they do not communicate and handle thoroughly before.
And if there is a conflict, they will behave and based on what cultural principles to bring them all back to a previously agreed upon common ground of behavior. (Enterprise culture)
Often, conflict is perceived as a negative and should not be present in the organization.
That means Culture comes first, conflict resolution comes later.
The stronger the culture, the more conflict, the faster the improvement, the deeper the problem, the more the company grows.
The next lesson is the 5 levels of CEO competence in Conflict Management.
Professional CEO competency dictionary developed exclusively by Equitix Investing for its watch portfolio.
We make it happen, not wait it happen
Written by:
Chairman of international investment Equitix Investing company limited.
Investment Director of Equitix Investing.
Equitix Investing is currently an investment company and main shareholder for startups & SMEs with a diversified portfolio focusing on businesses that can be strong in Vietnam’s raw material areas.