strong will

Competence

Teamwork

Direction: what to do (rudder)

Progress: Arrange time reasonably (clock)

Contrast: Contrast the gap (mirror)

hope (plum)

Organizational structure and unclear responsibilities

Not aligned with company goals

Goals do not quantify implementation details

Emergency insertion by external factors

Coordination within the team is out of sync

Team members have inconsistent goals

There is no reward and punishment system, and the team’s motivation is not high.

Implementation supervision is not in place

Each department has a different perspective

Enlightenment: Different positions have different concerns when thinking about the basic thinking, and department walls are too high

Emotional card

Cultural brand

Institutional card

realm card

what is the goal

to what extent

how to do

when to complete goal

Specific

Measurable

Attainable

Relevant

Deadline (Time-based)

1. Overall goal

2. SMART principle goals

3. Check whether the goals are consistent with the boss’s

4. List problems and obstacles

5. Authorization and skills required to achieve goals

6. Cooperation partners and external resources

7. Completion date and sequence

decomposition principle

Case: Grandma sends a letter

Enlightenment: If you are given a month to do a job, it will take you one month to complete it; if you are given two months, it will take you two months to complete it; if you are given a job, it will take you as long as it takes to complete it.

Peel onion method (large->small)

to-do list method

Determine overall goals

Solve the main contradictions (personnel capabilities, personnel deployment)

Correct sorting (sorting by importance, priority, weight)

Three stories illustrate the truth

Case

The four quadrants of time management

80/20 rule

The movie "Facing Giants"

Enlightenment: How coaches set goals and what they did right

Analyze goals in advance and convince subordinates to recognize goals

get commitment

Everything must be checked (employees are lazy and will only complete the work you check)

Return to work in a timely manner (everyone must report work progress and results in a timely manner)

One person is responsible: clearly point to his responsibility, and the responsibility is only given to one person, not two or more (responsibility diffusion effect)

Chart management: Gantt chart (important first, combined with the four-quadrant method of time) target tracking order

Goal planning: Negotiate, get commitment, don’t pressure

Goal implementation: process tracking, guidance and correction

Target assessment: quantification, refinement, and concreteness

Performance feedback: Achieving action improvement plans

Application of results: clear rewards and punishments, cash in time

self-actualization

Esteem needs (status, respect)

Social needs (social, friends, love)

Safety needs (job security)

Physiological needs (food, clothing, sex)

Tang Seng (self-transcendence), Sun Wukong (respect needs), Sha Seng (security needs), Zhu Bajie (physiological needs)

Analyze employee levels, understand employee needs, and use different motivation methods. Motivating all employees with a fixed model will only waste talents

12 ways to motivate (non-monetary)

Inspire new people

Motivating the elderly

Team motivation