常听新提拔的领导干部倾诉苦衷,反映一些下属不支持、不尊重自己,或敬而远之,不好沟通,觉得自己威信不足,权威似乎受到了挑战。这种情况,实际上每个新任领导干部都不同程度地遇到过,究其原因有: 一是主体的因素。管理是一门学问,必须经过长期艰苦的学习、探索和积累,才能精通。走上领导岗位,并不意味着领导能力和经验在瞬息之间就发生了飞跃。新任领导干部大多都需要补好管理知识和领导经验这一课,性格、气质、个体素质、适应性上的个别差异,还将影响补课的时间和效果。故新任领导干部的能力和水平尚未完全表现出来、尚未被他人充分认识之前,不信任感或逆 Often listening to the newly promoted leading cadres talked about difficulties and difficulties, reflecting that some subordinates did not support, did not respect themselves, or stayed away from each other, did not communicate well, felt that they lacked prestige and authority seemed to be challenged. In this case, virtually every newly-appointed leading cadre has met with varying degrees of success. The reasons are: First, the subject’s factor. Management is a science and must be proficient after long and hard study, exploration and accumulation. Taking leadership positions does not mean that leadership and experience have taken a leap forward. Most newly-elected leading cadres need to make up for the lesson of management knowledge and leadership experience. Individual differences in personality, temperament, individual qualities and adaptability will also affect the timing and effectiveness of remedial classes. Therefore, the capacity and level of the newly appointed leading cadres have not yet been fully demonstrated. Before they are fully recognized by others, the sense of trust or reversal