Have the basic standardization work been done well?

misconceptions

Either chicken soup, inspiration, or destiny. There is no scientific thinking system such as logic, methods, derivation, and probability judgment.

As social intelligent creatures, humans have a strong ability to transform themselves.

Believe in the validity of the methodology, build your own scientific thinking logic, and then you can acquire the desired abilities through deliberate practice.

Whether you can make money has a greater relationship with opportunity, courage, and emotional intelligence.

Society is a copy of education

Accept that you can have both happiness and wealth

Growth experience determines the source of leadership

Problems faced by entrepreneurs

How to break the situation?

Leadership is one of the important indicators of how far a team can go.

Leadership is the toolkit

Provide employees with a learning environment and the opportunity to become a better person.

Is leadership learned?

"Six Sigma" in the field of quality management

western education

Confucius’s Views on Talents and Educational Methods

There is still huge room for improvement in Eastern educational concepts and talent development concepts.

What the East lacks is not rich people and smart people, but the overall quality of its citizens.

The devastating consequences of manager resignation

Western Seven Masters advocates that management capabilities are composed of tools that can be standardized and can be easily acquired by ordinary people through training.

The weak executive ability of employees means that the management ability of the business owner is not up to standard.

Improving leadership requires a step-by-step, step-by-step process of practice.

1. Build trust

2. Build a team

3. Establish a system

4. Build a culture

Give a direction, set a goal, and let everyone play freely. Leaders must determine the layout work related to the development direction, determine strategies, etc., to provide more possibilities for future development.

A good manager should restrain his "worry" about things, give employees more opportunities to perform, and try to delegate power to employees so that they can complete their work independently.

"Be better than the people under you in everything you do" is a very common manager's thinking.

It is very important for managers to position themselves, and it is even more important to understand "through others".

Manager's mission

Managers allow things to go wrong.

In order for the team to achieve sustained and healthy development, the potential of each team member must be stimulated.

Enthusiasm for work is very valuable, and once it is damaged, it will be difficult to make up for it for a long time.

If you want to fully mobilize employees' enthusiasm for solving specific problems, you should let them build their own work system.

If something goes wrong, I will not blame him for perfection. The premise is that I must maintain a serious and responsible attitude, so that I can trust him to do the work and let him quickly grow into a talent who can take charge of his own role.

Managers must use standardized rules to significantly transform the business management model. Only in this way can the company maintain continued competitiveness

Lower level execution

middle management

upper level leadership

As a manager, you should pay attention to your words and actions.

The core principle of creating a team atmosphere is to mobilize employees' willingness to work and stimulate their enthusiasm for work.

When managers create an atmosphere, they should pay more attention to the inner needs of employees, and use practical means to truly engage employees and allow them to truly integrate into the team.

Case

Gamify the workflow, that is, use the structure of the game to organize the workflow

Set Hongda’s corporate vision

good vision

One of the necessary conditions for building an exponential organization

The best way to sort out the vision is to involve everyone.

good case

The popularization of mobile Internet can infinitely amplify personal abilities

The starfish model of turning employees into business sites is the future development direction of Chinese enterprises, and the responsibility of enterprises is to provide employees with clear and attractive rules. Once such rules are determined, companies that implement the starfish model can achieve rapid expansion. In this process, team managers need to continuously optimize the rules, including the team's incentive mechanism, financial settlement methods, and authorization methods, which all need to be continuously improved.

Under the new management method, employees only need to be responsible for the rules of the game and do not need to deliberately try to please managers, and work efficiency will be greatly improved.

Few people can resist the urge for instant gratification.

Case

Team leaders need to understand human nature, that is, the primitive person inside everyone needs recognition from the group.

The last important feature of the game is that you can participate voluntarily and quit at any time, and there is no compulsion.

Enterprise Screener

The existence of a team is to achieve its mission, which requires the concerted efforts of every member.

When managers deal with less active members of the team, it is still for the better development of the team.

The statement "the team is home" can put managers in an awkward position when dealing with team issues.

As a team, we should advocate "this is our ship" and "we are a team". This formulation is very clear. Everyone comes together to make progress, to win the final victory, and to make the team better. excellent. This goal is the common interest of everyone. In order to achieve this goal, every member must make progress, and some adjustments are completely normal.

Consistency is always a very important topic within a team and cannot be overemphasized.

Create team consistency

Based on the premise of consistent goals, leaders will achieve twice the result with half the effort in managing their teams, and team members will also demand continuous improvement to avoid lagging behind.

When employee metabolism becomes the norm, leaders will find that the remaining members are the most elite. With consistency guaranteed, the team will grow at the fastest speed and achieve its goals faster.

Cherish the time we spend working together with each other, and make our best efforts to improve the professional skills and professionalism of our employees during the days we work together, so as to build the team into an excellent "team". Even if an employee leaves the team, everyone is still friends and wishes each other the best development.

In the East, every team believes in a group mentality called "harmony is the most important".

In the West, the goals of employees must be consistent with the team: as a team, the goal is to win, "game first, friendship second." Each member must do his best for this goal and needs to be a tiger or wolf, not a sheep.

When members all recognize the principle of goal consistency, 1 1 will produce an effect greater than 2.

This consistency can effectively inspire team members to tap into their own potential, constantly push themselves to make progress, and ultimately achieve a "win-win" between team interests and personal interests.

The progress of employees has a lot to do with the strict management of managers. Managers must know that making employees progress is not only their own business, but also the team's greatest achievement and the confidence of the team. As long as the employees continue to improve, the team will make great progress and ultimately win the game.

From now on, manage your employees with confidence!

Let employees realize that it is their own business to strive forward, and then help them from the front, then employees can often burst out with amazing strength

Turn what you want employees to do into something they have to do themselves, and employees will burst out with greater enthusiasm and motivation, and team management will be much smoother.

Three-stage rocket management system

Treat former employees well

How to treat former employees well and bring about business opportunities

To become an excellent manager, the first condition is to value people and cultivate them.

What is a goal?

Goals and goal management are equally important.

Management by objectives runs through all levels of the enterprise and plays a positive role for every member.

Management by objectives is to mobilize the enthusiasm of team members from the goal level to complete a common mission.

Due to the different levels of personnel in the team, the methods of setting task goals are also different.

Three types of team goals

Summarize

1. Members’ participation is not enough and their enthusiasm is not high.

2. Lack of resources

3. Unreasonable splitting of goals

4. Goals are always changing

There is a very famous SMART rule in the field of management by objectives. Through this rule, managers can more easily set scientific, reasonable and achievable goals for team members.

1. S=Specific (clear and specific)

2. M=Measurable (quantifiable)

3. A=Attainable (acceptable, achievable)

4. R=Realistic (relevance, reality)

5. T=Time-limited (with time limit)

Goal writing = verb task indicator goal

1. Verb task

2. Indicators

3. Goal

Setting reasonable goals for team members does not mean the completion of goal management

The goal management model can help us filter out emotional interference, sort out our personal thoughts, and find the direction of our efforts. Establishing this goal management model can be divided into the following five steps:

If poor goal management manifests itself in a variety of ways, then successful goal management has something in common, which is what we call a standardized process. Team management is actually such a process

The communication window, also known as the Johari window, is a technique and theory about communication, also known as the "self-awareness discovery-feedback model." The communication window can be divided into four major areas: privacy quadrant, blind spot quadrant, potential quadrant and public quadrant, covering all content of managers’ daily communication.

The first area of ​​the communication quadrant is called the privacy quadrant. In layman's terms, it refers to things that you know but others don't know. As the saying goes, I know that you don't know.

The Chinese meaning of "privacy" emphasizes the subjective aspect of privacy, while the English meaning of "privacy" emphasizes the objectivity of privacy. This reflects the difference between the emotional Eastern civilization and the rational and rational Western civilization.

The content of the privacy quadrant can be partially disclosed. Whether it can be disclosed is related to the degree of privacy of the information, which is divided into three levels:

1. DDS

2. Sorry to say

3. Forgot to say

The blind spot quadrant is the second area of ​​the communication window. Simply put, you don’t know it, but others know it.

After the blind spot quadrant expands, people will feel that they are in danger.

If a person has a character flaw, his blind spot quadrant will be very large.

In the daily operations of a company, blind spot quadrants often appear.

It is often difficult for managers to realize the problems when making some major decisions of the company. In this case, if no one else points out the manager's problems in a timely manner, the company will go astray.

Learning the Blind Spot Quadrant has been very helpful to me personally. I often think that there are still some things in my life that, although they really exist, I have no feeling at all.

If you first learn that you are happy when you have heard about it, and you are defeated when you hear about good things, then when team members point out some shortcomings, you will not have negative emotions, and the atmosphere of the entire team will be completely new. From this perspective, managers play a greater role in setting an example. As the saying goes, the power of role models is infinite.

Ask after hearing it, that is, when others point out your shortcomings, ask yourself whether this problem really exists and whether this problem belongs to the blind spot quadrant.

As we grow older, our status and income gradually increase, there are fewer and fewer people around us who are willing to reveal our blind spots, and we are less and less able to gain a correct understanding of our own shortcomings in a timely manner. What's more, even if someone does reveal their blind spot quadrant, they don't pay attention to it, which ultimately leads to serious consequences.

The Blind Spot Quadrant has an important channel for complaints and feedback.

Blind Spot Quadrant. Is it necessarily a shortcoming? This is not necessarily the case.

The third part of the communication quadrant is the area that neither you nor others know, and is called the potential quadrant.

The potential quadrant has the most information among the four quadrants because it belongs to the future and is an unknown possibility.

What is the significance of understanding the potential quadrant for daily management of the team?

In enterprises, team members are restricted by their own limitations and often make some subjective judgments on employees' work abilities. Although managers get along with employees day and night, in fact every employee has huge potential, and it is impossible for managers to fully know the actual abilities of each employee.

Every team manager should not underestimate the ability of any employee, but should try his best to help them stimulate their potential and provide a steady stream of motivation for the future development of the team.

When the number of people in the team is small, the manager's vision is very important. When the number of people is large, the most important thing is for the manager to create a fair competition and positive atmosphere and pay attention to the suggestions of the horse racing mechanism.

As a manager, you need to overcome the bias caused by your own subjective will, treat every member fairly with standardized processes, and allow every team member to enjoy the opportunity to compete fairly. Only in this way can everyone's work enthusiasm and potential be stimulated, so that talented people can stand out.

Managers are asked to think about two major questions:

In the book "High Performance Coaching" by British John Whitmer, in Whitmer's view, the prerequisite for being an excellent manager is to believe in the potential of every employee.

One of the core ideas of this book is that a good team is one in which 80% of the people in the team can score 80 points.

Summarize

The last quadrant of the communication window is the information that we know and that others also know, such as name, gender, etc., which is the most important public quadrant in team management.

One of the great benefits of the public quadrant is that it has a strong social impact and creates a sense of trust among people.

The process of personal work is actually the process of continuous enlargement of the open quadrant.

As a team manager, is it better to be feared by members, or to be respected and trusted by members?

How to increase your public quadrant? The answer is to cut some parts from other quadrants and add them to the public quadrant.

Listening is the basis of communication. Only those who are good at listening can be good leaders.

Liu Bang was self-aware and knew that he was not strong enough and had poor resources. He was particularly good at listening to other people's advice.

Liu Bang's success cannot be summed up by the word "luck". More importantly, he is very good at controlling his emotions at critical moments and can listen to other people's advice, so he has the last laugh and achieves the great legacy of the Han Dynasty.

The number one most popular quality in managers is being a good listener, and the number one most disliked quality is being a good listener. Black wall it is a blank wall.

When you are with a good listener, you can't help but talk a lot, because he has a way to make you say more, which will greatly improve the efficiency of the conversation and benefit the overall management of the team. Work goes smoothly

People who are good at listening can accept the expressed and unexpressed information of the other party as much as possible, improve the communication efficiency of both parties, build mutual trust, and lay a solid foundation for the smooth progress of management work.

But in fact, there are very few managers in the enterprise who can do this.

Listening can be divided into the following three steps:

1. Take a deep breath

2. Ask questions

3. Retell

The scope of listening includes what is said and what is not said, and the unsaid body movements are a very important component.

A good manager not only listens to words, but also observes behaviors, solves problems, and interprets the importance of body movements. To some extent, it even transcends language itself.

A study in the United States shows that in daily communication, language only accounts for 7% of the information transmitted, and other information such as tone, expression, etc. account for 93%

There are three known ways of communicating information: oral language, written language and body movements. Communicating with body movements was the earliest form of communication used by our primitive ancestors.

The author also needs to learn to control his body language movements to avoid making the following 9 common mistakes when communicating.

Many managers are good at using KPIs (key performance indicators) for evaluation. The most important reason is their limited ability to deal with difficult conversations. Appearing. When you have a difficult conversation and don’t know what to do?

When managers listen, they often encounter situations where the other party loses control of their emotions. This kind. The most effective way to handle a situation is to "reflect your emotions."

"Reflecting emotions" means to make the other party realize that they are out of control through a series of inquiries when the other party's mood fluctuates.

"Reflecting emotions" is the most important foundation for communicating with others. If we face the other party's loss of control and just repeatedly say calm down, be sensible, be sensible, and do not take care of the other party's emotions at all, then the other party's mood will become worse and worse, and eventually the matter will not be reached. Therefore, the first problem to deal with is emotions, not the so-called serious matters at hand

If the other party says no, it means that his emotions are not what we described, and he needs to change direction and continue to adjust. If the other party says yes, his mood will become better.

However, no matter how emotional you are, if you can say yes and acknowledge your emotions, the atmosphere will calm down.

People's behavior does directly affect their thoughts

There are very clear gender differences in the acquisition of a sense of identity. Women are much stronger than men. Many women’s purpose of talking to others is to seek empathy. In this regard, male managers may wish to learn more from women

Of all the so-called difficult conversations, the hardest part is often the first step, which is recognizing the other person's emotions. If you cannot pass this level, other communication skills will not work. The core is to deal with emotional issues.

This principle is not only very applicable in business management, but also generally applicable to any difficult situation where communication is required

Once managers recognize employees' emotions, they can help employees gain a sense of belonging in the team. This sense of belonging is an important source of team cohesion and a vital component in team building.

The most important thing in management work is communication with employees, that is, how to talk to employees. A good manager should regard timely feedback as an important part of daily management work. He can confirm employees' past work results, guide future work directions, and keep employees in a positive working state.

Employees need feedback when they do something wrong, and they also need feedback when they do something right. However, in daily operations, most companies have a very bad tendency, which is to use evaluation instead of guidance and communication, and do not pay enough attention to direct communication and feedback.

Why don’t managers pay enough attention to positive communication and prefer formulaic evaluations? In fact, it’s because managers themselves are slacking off and avoiding difficult conversations.

Remember, trying to replace feedback with performance reviews is likely to backfire. As managers, our task is to help employees complete their tasks and provide daily guidance, rather than punishing them when they do not meet the standards and leaving them at a loss.

Performance reviews are part of feedback. The results of performance appraisal can be interpreted in two aspects:

Poor employee performance means that managers’ work results are also flawed.

Managers cannot simply attribute poor performance appraisals to employee problems, but they must also reflect on whether there are problems with their own management methods.

Replacing work feedback with simple performance appraisals and measuring employees' work with some cold data and indicators will hurt the enthusiasm of employees and sacrifice the development time of the original enterprise, which will do a lot of harm to the enterprise without any benefit.

We need to realize that the responsibility of managers is to help employees grow and complete their work smoothly, not just to formulate various performance appraisal indicators to measure employees, classify them into three, six or nine grades, and make judgments.

If we can put ourselves in the shoes of employees, it is not difficult to find the fact that employees have a very urgent need for guidance and feedback.

Fear is human nature. Human beings will always feel worried and afraid of unknown things.

Winning the respect and trust of employees is the emotional basis for managers to shape employee behavior. If enough respect and trust are established between managers and employees, management costs will be greatly reduced. Even if the performance appraisal requirements are relatively strict, employees will not mind and will do everything possible to pass the appraisal. If there is not enough respect and trust, performance appraisal will become very sensitive, and management costs will naturally increase greatly.

So, how can we build mutual respect and trust?

Why do we always see other people’s flaws first?

Employees will clarify their work direction through constant positive feedback and have more courage and strength to bear the results of performance appraisals, which means that management work has achieved gratifying results.

Generally speaking, feedback is divided into two categories,

As the name suggests, encouraging feedback is when an employee does something right. Managers give feedback, commonly known as praise.

Corrective feedback means that when employees do something wrong, managers give feedback and complain about criticism.

In daily life, individuals’ judgments are mostly based on their own subjective understanding rather than facts, which can lead to many misunderstandings.

The root cause of many team conflicts is our habit of using self-reasoning rather than communication to solve problems.

Generally speaking, reasoning has the following three steps, which I call the "reasoning ladder":

Before we make a decision, we must ask ourselves, is it possible that this is just an inference? This is not the case.

Changing criticism to feedback means that before the conversation, managers will not make any subjective conclusions about what employees have done, but will only state the phenomena they have seen and their concerns about this phenomenon. In this way, employees will When managers hold some initiative and change from command to negotiation, not only the content of the conversation changes, but also a subtle impact on employees' psychology. Through such conversations, managers and employees can further understand each other's ideas, and management Managers can feel more confident in allowing employees to exert themselves. So can employees. If the manager understands the requirements better, he will be respected accordingly, and his subjective initiative will naturally be greatly improved.

Feedback is divided into two types: positive feedback and negative feedback.

Among them, positive feedback on employees' work is what we commonly call praise.

Today’s employees value working environment even more than salary.

An important means for managers to retain employees is to create an attractive working atmosphere and do everything possible to maintain and strengthen employees' work enthusiasm. Find the shining points of employees in their daily work and give positive and powerful feedback. It's creation. The only way to create a harmonious team atmosphere

Positive feedback from managers can be divided into three levels:

Giving negative feedback to employees is the trickiest part of a manager's job compared to positive feedback.

Sandwich feedback mode

The flaw of this communication method is that employees will selectively accept those words of praise and forget about the issues that really need reflection.

Although unpleasant, negative feedback is an integral part of managers' daily work. Through negative feedback, we can make employees clearly understand the problems they have in their work and help them correct them in order to achieve team goals.

Negative feedback is not terrible. The key to avoiding employee emotional rebound is not the content of our feedback, but the method of feedback. Managers should try to avoid using overtly subjective terms

Know the truth no matter what. Once you bring this. Subjective words will become the subjective feelings of managers, causing employees' emotional rebound.

I have summarized the four major processes of negative feedback for your reference.

Summarize

As team managers, we need to get out of this vicious circle of busy work. Our time must be spent on overall planning and solving fundamental problems, and good steel must be used on the blade.

What managers have to do is to train employees to solve specific problems and save themselves from busy work, so that they can stand at a higher place, discover better opportunities, and direct the direction of the enterprise. Only by being separated from specific work and allowing employees to assume their share of responsibilities can business leaders be truly successful. The role of a leader in a team can be summed up in six words: identifying key tasks.

As a manager responsible for the future of the team and all members, among the many complex tasks, you must know which one is the key task that you must go all out for at the moment.

If all the work of the entire team is to constantly patch, then the most critical development period will be missed.

In each subsequent development stage, we will continue to look for the key issues at that stage and concentrate on solving them. It now seems that it is precisely because of the accurate understanding and rapid solution of key drugs at each stage that the Fan Deng Reading Club is flourishing today.

Be as careful as using a mirror, don't worry about him before he comes, don't reluctantly keep him when he is gone, only focus on the current things, only in this way can you overcome external pressure and gain a free state in life.

In Buddhist scriptures, pearls represent a person's clear and clear heart, which truly reflects external things and is not restricted or involved by external objects. This is the highest state of team management.

It’s a lot of management work. But they are generally divided into two categories:

We often overlook the part of managing people. In fact, this is the most important part of management work.

Everyone thinks that managing people is a slow job and is not as direct and effective as being a director. In fact, this is an illusion. Among the four types of time management, managers and directors belong to the categories of important but not urgent, important and urgent respectively.

Management ability is judged by whether employees have grown

The most important task of a manager is to train and lead employees to grow. Only in this way can you have hope of promotion and be able to cope with more complex tasks in the future, and the entire team will also expand and develop rapidly.

Legendary CEO Jack Welch once said that if you think something is important, you must allocate enough time to it. The most important thing in team management is to manage people, but we did not allocate enough time to this matter, which is undoubtedly a mistake. Team management direction

Whether it is team development or personal development, managers do need to change their work focus. Shift from director to management, so as to avoid the intensive occurrence of important and urgent matters. Statistics show that an average professional manager spends 80% of his time dealing with important and urgent matters, while a highly effective professional manager spends 70% of his time doing important but not urgent matters. Whether you are willing to spend more time managing people has also become an important measure of manager effectiveness.

The heart-to-heart talk that managers most easily overlook is precisely the core work content

A very popular efficient work method in the United States is GTD (getting things done), getting things done. The core concept of GTD is that you must record what you want to do, and then organize, arrange and execute it one by one. It can be roughly divided into five steps: collection, arrangement, organization, review and execution.

The Hollywood film industry is very developed, and the key factor supporting it is standardized processes

Brainstorming plays a very important role in team management, especially team meeting management.

When the meeting atmosphere is dull and inefficient. The root cause is that managers did not pay attention to or fully stimulate the creative thinking of team members, nor did they fully encourage them to express their ideas. To solve this problem, brainstorming is our most recommended method and it is also a more effective method.

You must know that human thinking has its own inherent limitations, which are difficult to overcome artificially, and brainstorming can just make up for this.

1. Inertia

We often give up our efforts to find more effective solutions. In other words, the cost of finding a solution is to kill other possibilities for creating better results. This is undoubtedly a very regrettable thing in creative collection.

2. Limitations

The brainstorming process is as follows:

Collecting enough solutions is the first step in brainstorming. Next comes the decision-making phase of the meeting, which is also the most prone to conflicts in the traditional meeting process.

At this stage, team members are usually divided into two categories, those who agree and those who oppose.

British innovative thinking master Edward. Dr. DeBono wrote a book called Six Thinking Hats. In the book, he divides people's thinking into six angles, and each angle is represented by a hat of a certain color.

Most roles in the team meeting room can be identified through 6 thinking hats. This method can effectively shorten decision-making time and improve decision-making efficiency. So, what impact does this way of thinking have on meeting quality? This is specifically reflected in the following four aspects:

Summarize: