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How to become a qualified manager
Management plays an important role in improving efficiency and effectiveness, stimulating employee potential, promoting teamwork, responding to challenges and changes, and enhancing the organization's image and competitiveness. Therefore, both enterprises and other types of organizations should pay attention to management and continuously improve management levels. Personal learning management is of great significance for improving learning efficiency, enhancing independent learning capabilities, cultivating lifelong learning habits, improving problem-solving abilities, and promoting all-round personal development. Therefore, everyone should pay attention to learning management and continuously improve their learning management capabilities.
Edited at 2024-03-23 16:50:25
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How to become a qualified manager
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- Outline
How to become a qualified manager?
What is management?
Management is to lead the team to get things done and to use things to cultivate people.
What are the current management dilemmas?
Managers often get bogged down in implementation details and lose sight of their true management function
Traditional management concepts, methods and tools are no longer able to adapt to the rapidly changing market environment and corporate needs.
Insufficient management capabilities of managers themselves lead to low operational efficiency of enterprises
The company lacks an internal talent training mechanism, causing the management echelon construction to lag behind
Management, what exactly is it?
1. Pipe direction
Kazuo Inamori once said: "If managers cannot point out the direction of the company, employees will be at a loss and do their own thing. The direction of action is confused, and as a result, the power is dispersed, and the joint force of the organization cannot be exerted.
As a manager, you must be able to effectively set goals for your subordinates, secure resources, and arrange and direct them reasonably.
Expand and talk about it?
Set goals
Everyone needs to be driven by goals. When a company has a clear goal and employees agree with this goal, it will give everyone a strong driving force and go all out for this goal.
What project are you working on?
What kind of performance is achieved?
specific goals
What will the business look like?
The value and significance of enterprise existence
Vision and Mission
The more reasonable and unified these goals are, the more they can impress people, and the more people will follow you.
fight for resources
Misunderstanding
After some managers set goals for their teams, they will treat their subordinates as "supermen" and believe that once the tasks are assigned, employees should complete them on time with quality and quantity.
contradiction
In fact, this kind of "magic subordinate" is very rare. Most people are limited by their abilities and authority, and they still need leaders to fight for various resources in order to cope with various challenges in the work process.
What resources?
human Resources
Sometimes managers cannot complete the tasks assigned to their subordinates by themselves. However, due to position authority issues, subordinates cannot get suitable candidates to cooperate with them. At this time, managers need to coordinate or apply, organize or recruit suitable candidates to participate in the completion of the task.
financial resources
In the process of completing certain tasks or goals, some expense support is required. For example, a manager arranges for subordinates to secure a new customer. Some business entertainment such as meals and tea is usually unavoidable. This requires managers to obtain this for subordinates. financial support. Avoid the embarrassing situation of letting the horse run but not wanting the horse to eat grass.
Command and Control
Drucker believed that the purpose of an organization is to "let ordinary people do extraordinary things." For "ordinary people" to achieve such good results, it is inseparable from managers' excellent command and dispatch capabilities.
How to direct and dispatch?
Managers must first fully understand their employees, know what these people are good at and what tasks they are suitable for, and put these people in the appropriate positions to ensure that 1 1 > 2 is possible.
Find ways to create a good atmosphere and environment for employees to stimulate their maximum potential. In the process of command and dispatch, we should pay attention to whether this arrangement has inadvertently created "department walls" or some disharmonious factors.
2. Management process
contradiction
Many business managers often say: "Why do some things that have been planned never come to fruition?"
question
It is very likely that there is something wrong with the process management.
What is the core of process management?
grasp execution
Why should we enforce it?
Execution ability is the ability to effectively utilize resources and promote the completion of goals with high quality and quantity. It is the key to transforming corporate strategies and goals into actual benefits and results.
personally
Execution ability is a person's ability to deal with problems
for the team
Execution ability is the overall combat effectiveness
From what aspects does enforcement need to be carried out?
Create a culture of execution
As the saying goes: Thoughts determine behavior, behavior determines habits, and habits determine destiny.
Creating an execution culture can promote employees' ideological awareness of conscientious execution, thereby strengthening employees' execution behaviors and forming an atmosphere and atmosphere of efficient execution. Everyone will be proud of efficient execution and ashamed of shirk, which will naturally create strong team fighting capacity.
How to create a team execution culture?
Clarify goals and expectations
First, the goals and expected results of implementation must be clearly defined. Ensure that all relevant personnel clearly understand the purpose, requirements and expected outcomes of the assignment.
Monitor and follow up
Regularly monitor task execution to ensure that plans are implemented effectively. Follow up and resolve problems in a timely manner and adjust plans to adapt to changing needs and circumstances.
Strengthen leadership
Leaders play a key role in the execution process. Leaders must actively participate, lead by example, and set an example for the team to ensure effective execution.
Make detailed plans
To achieve goals, develop detailed execution plans. This includes assigning tasks, setting timelines, identifying responsibilities, and establishing monitoring mechanisms.
Establish an effective communication mechanism
Ensure smooth flow of information within the team and between departments. Hold regular meetings to share progress, discuss issues and solutions, and make necessary coordination and adjustments.
Strengthen team building and training
Improve the execution ability and professionalism of team members. Ensure team members have the skills and knowledge needed to complete their tasks through training, shared experiences, and regular evaluations.
Set up a clear reward and punishment system
In order to motivate employees to actively perform, set up a clear reward and punishment system. Reward and recognize employees who perform well, and provide appropriate punishment and coaching to employees who perform poorly.
Encourage innovation and continuous improvement
During the execution process, employees are encouraged to come up with innovative ideas and solutions. At the same time, we pay attention to the room for improvement in the process and continue to optimize execution processes and methods.
Cultivate employees’ sense of ownership
"The Art of War" by Sun Tzu says: "He who has the same desire above and below wins."
What does upstairs mean?
The team is united, and everyone regards the team's affairs as their own business. With this awareness, it is difficult to imagine whether the team's combat effectiveness will be strong.
What's the difficulty?
Things belong to everyone, and the results must also belong to everyone, so that the "ownership" spirit can be sustained for a long time.
Give me a chestnut?
Dell has such a tradition. It is accustomed to attribute the company's achievements to all employees, so that everyone has a sense of participation, responsibility, honor, and a real sense of gain, thus further strengthening their own ownership spirit.
How to improve employees’ sense of ownership?
Emphasis on corporate culture and values
Clarify and emphasize the company's core values and cultural concepts so that employees understand how their work is connected to the company's overall goals. In this way, employees will be more motivated to contribute to the development of the company.
Provide training and development opportunities
Provide employees with ongoing training and development opportunities to help them improve their skills and capabilities. This not only improves employees' job satisfaction, but also makes them feel that the company values and trusts them.
Encourage employees to participate in the decision-making process
Involve employees in the company's decision-making process so they feel their opinions and ideas are valued. Employees can be encouraged to share their insights and suggestions through regular staff meetings, group discussions, etc.
Give employees more autonomy
Where appropriate, give employees more autonomy and decision-making authority. This allows employees to feel their responsibilities and missions and become more actively involved in their work.
Establish an incentive mechanism
By establishing incentive mechanisms such as reward systems and promotion opportunities, employees are encouraged to make greater contributions to the development of the company. At the same time, it is necessary to ensure that these incentive mechanisms are fair and transparent to avoid unnecessary conflicts and dissatisfaction.
Create a positive work atmosphere
Create a positive, open and inclusive working atmosphere so that employees feel they are an indispensable member of the team. Employees' sense of belonging and cohesion can be enhanced by organizing team-building activities and celebrating important festivals.
Strengthen the construction of systems and standards
Management work also requires both soft and hard guidance. While having the above two types of soft guidance, there must also be hard system management and reference standard constraints.
For example?
In the management system, employees’ rights, responsibilities, rewards and punishments must be clearly explained and defined;
Establish business execution standards, including the dismantling of business processes, requirements for time nodes, and dimensions for result assessment.
focus
There should be a system for implementation, steps for implementation, and standards for evaluation.
Interject a sentence
With the support of systems and standards, if 80% of people can achieve a score of 80 or above in 80% of cases, it can be considered a stable, mature and capable team.
3. Management efficiency
Peter Drucker believes that the core of management is not to improve efficiency, but to improve effectiveness.
How to understand the meaning of "improving efficiency" by a master?
In a complex and ever-changing work environment, managers must be able to help employees identify the really important things, and then focus their time, energy, and resources on these things, and use the "right method" to do the "few but right" things. Really make it good.
In what ways can efficiency be improved?
Identify important matters
Everyone's energy is limited, and they must focus their limited time and resources on one or a few important and limited things, rather than scratching their eyebrows and beards and doing nothing well.
There are many tools and methodologies that can be used to achieve this, but they must be combined with the actual situation of oneself and the team to have more practical reference significance.
Reduce distractions
There is a "sawtooth effect" in management, which means that in the process of work or study, even if there is only a brief interruption, it will take a certain amount of time to reconnect from the interrupted point. situation. Adding up these capacity losses, up to 28% of time is wasted.
Grasp the big picture
grab the center
get the point
seize the key
Maintain personnel stability
What are the benefits of employee stability in a company?
Reduce corporate recruitment and training time and money costs
Contribute to the reform, innovation and continuity of enterprise management systems
Affect the work efficiency of employees and reduce the production efficiency and economic benefits of enterprises.
Conducive to the formulation and implementation of corporate talent strategies
Conducive to the formation of a good corporate spiritual culture
Stable employees can also increase corporate morale, improve employees' work enthusiasm and sense of belonging, thereby better meeting customer needs and gaining customer trust and support.
How to maintain the stability of company personnel?
Provide a good working environment
Ensure the company's work environment is safe, comfortable, and conducive to productive work. This includes the physical environment (e.g. office facilities, equipment) as well as the work atmosphere (e.g. teamwork, communication).
Fair and transparent remuneration system
Ensure that the company's remuneration system is fair and transparent, in line with market levels, and adjusted based on employees' contributions and performance. In addition, providing competitive benefits and reward systems can also increase employee satisfaction and loyalty.
Provide development opportunities
Employees often want to grow in their careers. Therefore, providing training, workshops, and career development opportunities to make employees feel invested and supported by the company can enhance their sense of belonging.
Establish good communication channels
Maintain regular communication with employees to understand their needs and expectations. Employees are encouraged to provide suggestions and feedback, and their opinions are valued.
Provide challenging work
Give employees challenging tasks so they feel their work is meaningful and contributes to the company. This helps improve employee satisfaction and fulfillment.
Establish an incentive mechanism
Motivate employees to work toward the company's goals and vision by establishing reward systems, promotion opportunities, and other forms of recognition.
Strengthen corporate culture
Shape and strengthen a positive and inclusive corporate culture so employees feel like they are part of the company family. Enhance cohesion and sense of belonging among employees by organizing various activities, such as team building, celebrations, etc.
Provide stable job security
Where possible, provide employees with stable job security, such as long-term contracts, benefits, etc. This helps reduce employee worries and increases their sense of security.
Pay attention to employee health and welfare
Pay attention to the physical and mental health of employees and provide necessary health insurance and benefits. At the same time, employees are encouraged to maintain a work-life balance to reduce work stress.
How to become a good manager?
1. Stop it
As a good manager, you must control your own hands and not interfere with your subordinates' work behind your back. This requires managers to change their inherent thinking: as a leader, I should be the ceiling of the team, and I have the obligation to solve their problems for my subordinates.
What are the dangers of managers arbitrarily interfering in the work of their subordinates?
Deprive subordinates of their autonomy and responsibility
Subordinates need to have a certain degree of autonomy and responsibility and be able to complete work tasks independently. If managers often interfere in the work of their subordinates, they will deprive their subordinates of their autonomy and sense of responsibility, causing them to become dependent on their work and unwilling to take responsibility.
Influence subordinates’ work enthusiasm
If a manager is too involved in the work of his subordinates, it will give his subordinates a sense of oppression and make them feel that they cannot complete their work independently. This will affect the work enthusiasm and creativity of subordinates, resulting in reduced work efficiency.
Reduce management efficiency
If a manager interferes in the work of his subordinates, it will increase his workload, affect his work efficiency, and may cause coordination and communication problems, resulting in slow work progress.
Create tension and antagonism
If managers often interfere in the work of their subordinates, it will cause pressure and tension to their subordinates, causing them to be resistant to the manager, thereby affecting the relationship between managers and subordinates.
Not conducive to the growth of subordinates
If managers interfere in everything, subordinates will not be able to do things independently, which is very detrimental to their growth.
So how to avoid overly intervening in employees’ daily work?
establish trust
First, managers need to believe that employees have the ability and expertise to complete their tasks. This trust should be based on the employee's past performance and reliability. When managers have confidence in their employees, they are more likely to let employees work independently.
Clarify responsibilities and expectations
Managers should clearly communicate job responsibilities and expected results to employees. This way, employees have a clear understanding of the scope and objectives of their work, allowing them to plan and execute their work autonomously.
Develop work processes and standards
In order to ensure that employees can work according to unified standards and procedures, managers can develop clear work processes and operating specifications. In this way, employees can complete their work independently based on these instructions without having to ask managers for instructions every time.
Provide appropriate support and resources
Managers should provide employees with necessary support and resources, including skills training, work tools and information. In this way, employees can have more autonomy and problem-solving abilities when facing difficulties and challenges.
Regular checks and feedback
Although over-intervention is to be avoided, managers still need to maintain a certain level of attention and supervision. Regular inspections and feedback can be used to understand employees' work progress and results so that guidance and assistance can be provided when needed.
Encourage employees to make independent decisions
Managers should encourage employees to make independent decisions and take responsibility at work. When employees are faced with a choice or problem, they can be guided to think about solutions rather than giving direct answers or over-directing.
Establish effective communication channels
In order to keep abreast of employees' work conditions and problems, managers should establish effective communication channels, such as regular meetings, monthly reports, weekly reports, daily reports, instant messaging tools, etc.
Knock on the blackboard
Not missing
Do what you have to do
Not offside
Don't overstep your control on things you shouldn't be involved in
Not good location
Understand your true responsibilities
2. Know how to delegate power
An important criterion for measuring the level of a manager is whether the person dares to delegate power and is able to delegate power.
Why should we learn to delegate power?
Proper delegation gives subordinates responsibility and pressure
Stimulate their subjective initiative and allow them to get exercise and grow
Demonstrates managerial integrity and trust in subordinates.
Managers can also be freed from some routine work and do some higher-level work and thinking.
How to delegate power scientifically and reasonably?
Clarify goals and expectations
Before delegating authority, managers need to clearly communicate goals and expectations to employees. In this way, employees can clearly understand their work priorities and responsibilities, so that they can better assume the corresponding tasks.
Choose the right candidate
Delegation does not mean delegating power to anyone at will. Managers need to carefully assess the abilities, experience and potential of their employees and ensure that authority is delegated to those who are qualified and can make a positive impact on the company.
Gradually decentralize power
Delegation is a gradual process, not a one-time task. Managers can gradually delegate more power and responsibility to employees so that employees can gradually adapt and enhance their capabilities.
Provide support and guidance
Although delegating authority means letting employees take on more responsibilities, managers still need to provide necessary support and guidance to employees. This helps employees cope with challenges, solve problems, and increase their confidence and sense of responsibility.
Establish a feedback mechanism
After decentralization, managers need to establish an effective feedback mechanism to keep abreast of employees' work progress and difficulties. In this way, managers can provide timely guidance and help to ensure that employees can successfully complete their tasks.
trust and respect
Delegation needs to be based on trust and respect. Managers need to trust their employees to do their jobs and respect their decisions and actions. In this way, employees will feel valued and trusted, and thus be more actively involved in their work.
3. Accept imperfection
Procter & Gamble once had such a rule: If an employee does not make any mistakes within three months, he will be regarded as an unqualified employee.
At work, the more a person does, the more mistakes he or she will make. He didn't make any mistakes, it just exposed his problems.
Why accept imperfection?
the nature of human nature
First of all, everyone has imperfections, including managers themselves. Accepting your employees’ imperfections is a sign of understanding and respect for human nature. It's normal for employees to make mistakes, make oversights, or face challenges. What matters is how to help employees learn from their mistakes and continue to improve.
Promote innovation and growth
If managers pursue perfection too much, it may inhibit employees' innovation and experimentation. Accepting employees' imperfections creates a more relaxed environment for them, encouraging them to try new things, learn new skills, and grow from them.
Build employee confidence
When managers accept employees' imperfections, employees feel understood and supported. This support helps boost employees' self-confidence, making them more willing to take risks, take on challenges, and contribute to the company's growth.
Improve work efficiency
Excessive pursuit of perfection can lead to reduced productivity. Managers who accept employees' imperfections can allow employees to complete tasks faster and improve work efficiency. At the same time, it can also reduce excessive control and management costs caused by excessive pursuit of perfection.
Build a positive team culture
Accepting your employees' imperfections helps build a positive team culture. When team members know that their mistakes and shortcomings will be understood and supported, they will be more willing to cooperate with each other, share knowledge and experience, and face challenges together.
How can managers correctly accept the imperfections of employees in their daily work?
Managers must learn to lower expectations and return to reality. Employees are not afraid of making mistakes, as long as they do not make the same mistakes again and make progress in correcting them every day. It is okay to have shortcomings, as long as they are placed in the right position. It is enough to make the most of your strengths and avoid your weaknesses, complement each other with other members, and make due contributions to the team.
Can you elaborate on this?
Keep an open and inclusive attitude
Managers should be open and tolerant and allow employees to make mistakes or demonstrate deficiencies. When employees make mistakes, managers should not criticize or blame them too much, but should guide employees with an understanding and supportive attitude.
Provide feedback and guidance
Managers can give specific feedback and guidance when employees show imperfections. By pointing out problem areas and offering solutions or suggestions, managers can help employees recognize their shortcomings and find ways to improve.
Encourage employees to self-reflect and learn
Managers can encourage employees to engage in self-reflection and learning. By guiding employees to think about the causes and solutions to problems, managers can help employees develop the ability to improve themselves and improve the quality and efficiency of their work.
Set reasonable expectations and goals
Managers should set reasonable expectations and goals based on employees' abilities and actual situations. Avoid setting too high expectations for employees so as not to put too much pressure on them. At the same time, ensure that the goals are challenging and stimulate employees' potential.
Celebrate employee efforts and progress
Even if an employee's performance is less than perfect, managers should pay attention to their efforts and progress. When employees work hard and achieve certain results, managers can give appropriate celebrations and rewards to motivate employees to continue working hard to improve.
Build a culture of continuous improvement
Managers should promote a culture of continuous improvement and encourage employees to constantly explore new methods and ideas. By encouraging employees to try new things and accept challenges, managers can help employees continually improve their abilities and performance.