The "partner" status of a startup company is actually ≠ position. I have misunderstood it before, thinking that the highest position is a partner (may be affected by the rank system of the consulting company). In fact, partners are those brothers who are willing to live and die with you, have no regrets when the company changes direction, and are willing to start all over again together. They should own shares and long-term bonds in the company. An executive is a person who is in a high position and has a business line to manage a department, but he is not necessarily a back-to-back person, but a manager who can complete the task in the current position. If the direction of the company changes.
A CEO may not be a true partner, but a professional manager. Nonviolent Communication for Managers: Turn the "Why can't you accomplish this task?" question into a pre-communication "What do you think I can do to help you accomplish this task? What problems do you foresee? What support do you need? What do you plan to do when you encounter unforeseen problems?" The former is to question the ability and work attitude of the special leads other party. The latter is to provide resources and help to help predict. To manage people is actually to manage yourself : Do you care about your own expectations , are you right about your business and about others, not up and down? Regardless of your own business understanding , can you patiently dismantle the business and set clear priorities.
Regardless of my own leadership , is it that the other party has no willpower at all, or that I have not inspired his will? 80. Whether it is leading a team or taking care of children, the time to develop habits is not the time when the other party "makes mistakes", but the time when the other party "does well". In fact, many people do not know what they are "doing well" or "why this is good". The so-called positive feedback is actually giving detailed (emphasized) feedback based on "why is it good" when the other party is doing well. For example, don't just say "you're awesome" and "you're doing really well", but make it clear what you did, what it's worth, and why it's good. For example, "You have done which is very good. You have brought to the company by putting your mind