- Decision-making model: senior management focuses on formulating strategies and implementation plans

- Management style: emphasize hierarchical obedience, and instructions are conveyed from top to bottom

- Case: A traditional manufacturing enterprise, the management monopolizes decision-making power, and the grassroots only executes it

- Decision-making model: build a multi-level decision-making mechanism, and grassroots can participate in strategic discussions

- Management style: focus on guidance and support, encourage employees to explore independently

- Data support: Gartner research shows that the completion efficiency of empowered team tasks has increased by 52%

- Traditional employees' acceptance of control: 62% (study in a certain industry)

- The preference for empowerment by new generation of employees: 89% (Zhilian Recruitment 2024)

- Distribution of decision-making authority: 30% of the core decision-making level is retained, and 70% is delegated to teams and individuals

- Case: An Internet company set up an employee decision-making committee to participate in product direction decision-making

- Leadership time allocation: 40% is used for employee ability diagnosis, 30% is used for tutoring and improvement

- Case: A partner of a consulting company tutors employees one-on-one two days a week

- Trust indicator: Team members have a mutual trust of 85% (evaluation of a certain company)

- Establishment method: gradually accumulate through failure tolerance and information transparency

- Decision-making power decentralization types: 5 categories, including resource allocation rights, plan selection rights, etc.

- Authorization evaluation criteria: employee ability matching, task risk level

- Resource support: human pool, financial special funds, equipment priority use rights

- Psychological support: equipped with a psychological counselor and set up a stress relief room

- Ability development path: basic skills → professional ability → management literacy third-level training

- Evaluation tool: Capability radar map, 360-degree feedback upgrade version

- Design elements: goal clarity, member diversity, structural rationality

- Process elements: communication quality, conflict resolution efficiency, decision-making participation

- Situational elements: organizational support, external resources, cultural adaptation

- The manifestation of lack of trust: hidden views and blame each other

- Conflict management strategy: establishing a constructive conflict resolution mechanism

- Psychological safety strengthening: increase anonymous feedback channels and set up a safety speech day

- Skill combination optimization: Dynamic balance between technical capabilities and soft skills

- Task turnover time: shortened the average cycle from demand proposal to delivery to 7 days

- Cross-departmental collaboration efficiency: 40% reduction in number of meetings and 35% improvement in decision-making speed

- Product pass rate: increased from 92% to 98% (after improvement in a certain manufacturing industry)

- Customer repurchase rate: increased by 25% (after a certain e-commerce team optimized services)

- Number of patent applications: an average annual growth of 50% (R&D team of a technology company)

- Process optimization proposal: More than 200 items were adopted annually (operation team of a financial institution)

- Work autonomy: I hope to arrange the work rhythm independently to reach 78%

- Instant recognition: Desire to get 1-2 job feedback every day

- Career development path: Expect promotion opportunities every 1.5 years

- Team atmosphere: Prefer a relaxed and level-free collaborative environment

- Work stability: 65% of the expected contract term is more than 3 years

- Command clarity: Hope the task description contains 5W1H elements

- After a technology company implemented the empowerment, the per capita output value increased from 800,000 to 1.2 million per year

- Calculation model: human effect = total output / number of employees

- A pharmaceutical company empowers the team to develop 3 new drugs, which have been certified by FDA

- Innovation input-output ratio: 1:8 (investment of 1 yuan brings 8 yuan in profits)

- The loss rate of key talents in an Internet company dropped from 20% to 8%

- Retention strategy: customized career development plans, equity incentives

- Through empowerment, a construction project team shortened the construction period by 15% and reduced the cost by 12%.

- Collaboration tools: BIM system, project management software

- A consulting company has established a knowledge community, and the implicit knowledge conversion rate has increased to 60%

- Incentive mechanism: knowledge contribution points redemption training opportunities

- A certain e-commerce team faced promotional activities, and the demand response time was reduced from 72 hours to 24 hours

- Agile methods: Scrum iteration, daily site meeting

- A manufacturing team's engagement increased from 65% to 82% (Gallop Q12 evaluation)

- Measures to increase investment: Give challenging tasks and provide growth resources

- A certain employee was promoted from junior engineer to technical supervisor through empowerment program (2 years)

- Ability improvement path: training courses, project practice, instructor tutoring

- After a certain enterprise implemented empowerment, the employee happiness score increased from 6.5 to 8.2 (10-point scale)

- Happiness factor: work autonomy, team atmosphere, leadership support

- Behavior performance: proactively acknowledge decision-making mistakes and ask employees for improvement plans

- Case: A CEO publicly thanked grassroots employees for their suggestions at the general meeting

- Practice method: conduct regular 1-to-1 in-depth interviews to establish employee files

- Tools: Empathy Map, Emotion Tracking Table

- Capability requirements: Have industry trend prediction and technological evolution insight

- Learning channels: Participate in industry summits and subscribe to cutting-edge research reports

- Type of question: Open-ended questions (such as "How do you think it can be optimized?")

- Case: A leader guides the team to solve technical problems independently by asking questions

- Dialogue time allocation: Listening accounts for 70% and expression accounts for 30%

- Listening skills: retelling confirmation, nonverbal feedback (nodding, eye contact)

- Fault tolerance: Allow 30% of the resources in innovative projects to trial and error

- Review mechanism: Failed project analysis meeting, refine experience and lessons

- Coaching technology: Using ORID focus presentation method and balance wheel tool

- Case: A leader uses ORID to help employees sort out their career development plans

- Tool application: system dynamics modeling, causal loop diagram in-depth analysis

- Case: Analyze the chain impact of market volatility on team goals

- Conflict handling process: Identification → Isolation → Resolve → Prevention four-step method

- Tools: Conflict resolution sandbox, role-playing simulation

- Evaluation dimension: 8 dimensions including strategic thinking, empowerment ability, communication skills, etc.

- Evaluation cycle: once a quarterly light assessment, once an annual comprehensive assessment

- MBTI application: Match management styles according to personality type (such as INTJ suitable for strategic planning)

- DISC Analysis: Identify leadership behavior tendencies and adjust management methods

- CliftonStrengths evaluation: identify the top 5 advantages and targeted development

- Case: A leader builds a team talent matrix based on his advantages

- Scope of rotation: cross-department, cross-functional, cross-business line multi-dimensional rotation

- Case: Executives of a company are familiar with the entire business process through rotation

- Project type: Innovation project, crisis project, transformation project

- Case: A leader leads the enterprise's digital transformation project and improves the change management capabilities

- Following: Industry leaders, group executives, external experts

- Learning content: strategic decision-making logic, resource integration method

- Applicable scenarios: new employee joining, complex tasks in the early stage

- Guidance content: clarify task standards and demonstrate operation procedures

- Tutoring method: formulate personalized development plans and review progress regularly

- Case: Helping employees to improve their abilities and break through career bottlenecks

- Resource provision: Coordinate expert support and strive for additional resources

- Case: Fight for advanced training opportunities for mature employees

- Authorization conditions: Employees meet the capabilities and controllable task risks

- Monitoring method: key node inspection, result acceptance

- Communication method: Multi-purpose instant messaging tools, simple and clear

- Incentive means: gamified points, virtual medal of honor

- Development support: Provide clear promotion paths and opportunities to participate in industry exchanges

- Value Communication: Emphasize the significance of work to society

- Management method: respect experience and give professional decision-making rights

- Incentive method: long-term and stable reward mechanism

- Decision-making method: adopt team consensus decision-making to weaken individual leadership

- Case: An Asian company determines the project direction through full-staff voting

- Authorization rhythm: gradual authorization, gradually promoting from the pilot

- Risk control: Establish a multi-layer audit mechanism

- Development plan: Formulate a 3-5-year long-term capacity training plan

- Incentive design: Set long-term performance rewards

- Co-creation process: launch meeting → group discussion → results integration → all-staff vote

- Tools: World Coffee House, Future Exploration Conference

- Output: Visual mission wall, short video promotional materials

- Decomposition tools: Balanced scorecards, strategic maps (including finance, customers, internal processes, learning and growth dimensions)

- Case: A company breaks down strategic goals into departmental KPIs and personal OKRs

- SMART principle extension: add Relevant (relevant), Ethical (morality)

- Case: An environmental protection enterprise sets the goal of "reducing carbon emissions by 10% annually"

- Calibration process: Data collection → Problem diagnosis → Plan adjustment → Communication for all employees

- Tools: Tita OKR system, Feishu target management module

- Trigger conditions: 5 types of events such as market change exceeding 15%, technological breakthroughs, etc.

- Case: An Internet company adjusts product plan due to new features of competitors

- Participation format: Target proposal competition, online voting platform

- Case: A manufacturing company's employee proposal improves production efficiency by 8%

- Strategic decision-making: involves the direction of the company and requires deliberation by the board of directors

- Tactical decision-making: departmental resource allocation, report after decision-making by the person in charge

- Execution decision: daily task arrangement, employees make decisions independently

- A multinational company sets up a regional decision-making center, giving localized decision-making power

- Tools: Decision authority manual, flow chart

- Evaluation dimension: 6 dimensions including professional knowledge, risk judgment, resource integration, etc.

- Tools: Beisen Assessment System, Job Competency Model

- Phase 1: Right to suggest, participate in discussions and submit plans

- Phase 2: Execution authority, independently complete tasks under guidance

- Phase 3: Decision-making power, independent decision-making and responsibility

- Financial Boundary: Single expenditure <10% of departmental budget, required filing

- Compliance Boundaries: Create a list of legal red lines, update regularly

- Case: A financial enterprise explicitly prohibits high-risk investment

- Monitoring tools: real-time data dashboard, blockchain evidence storage system

- Indicators: Key node completion rate, resource usage compliance

- Repair process: Repair is started within 72 hours after failed projects

- Tools: AAR (Post-Review) Template, Failure Case Library

- Talent pool construction: establish a cross-departmental talent pool and dynamically update the skill list

- Case: A company's talent pool quickly allocates 10 technical experts to a new project

- Budget type: regular budget, innovative fund, emergency fund

- Application process: Online submission → Departmental review → Financial appropriations

- Equipment management: Intelligent device reservation system, priority is given to core projects

- Case: The utilization rate of equipment in a laboratory increased from 60% to 85%

- Information type: financial data, strategic planning, project progress

- Release frequency: monthly disclosure of financial data, annual release of strategic planning

- Knowledge Base Classification: Best Practices, Failure Cases, Industry Research

- Tools: Confluence, Enterprise WeChat Micro Documents

- New channels: Metaverse Conference Room, AI intelligent Q&A robot

- Case: A company improves remote collaboration efficiency through meta-universe conferences

- Course type: General skills courses, professional skills courses, leadership courses

- Training method: online learning platform, offline workshop, hybrid learning

- Rotation cycle: once every six months, each lasting for 3 months

- Case: An employee mastered skills in multiple fields of market, R&D and operation through rotation

- Project type: From regular projects to innovation and breakthrough projects

- Case: An employee was promoted to project manager after leading a difficult project

- Training method: TRIZ theory, six thinking hats, design thinking workshop

- Case: A team uses design thinking to optimize user experience, and the satisfaction level is increased by 20%

- Tool application: system dynamics software, causal analysis diagram

- Case: Analyzing the systemic impact of supply chain disruptions on enterprises

- Practical methods: Scrum agile development, Kanban kanban management

- Case: The iteration cycle of a certain Internet product shrank from 6 weeks to 2 weeks

- Measures: Establish a non-criticism day, anonymous advice box, and psychological counseling room

- Case: A company's psychological safety score has been increased from 65 points to 82 points

- Training courses: stress management, emotional regulation, frustration response

- Tools: Mindfulness Meditation APP, Psychological Toughness Assessment

- Measures: flexible work system, health care plan, team building activities

- Case: After a company's sense of happiness increases, the turnover rate drops by 12%.

- Connection method: hold mission day events regularly and invite customers to enjoy the benefits

- Case: A certain education company's mission day invites students to tell about learning changing life experiences

- Visualization tools: Impact Map, Value Tree Model

- Case: A public welfare project uses Impact Map to display the social value of the project

- Optimization method: work expansion (horizontal increase of task types), work enrichment (horizontal increase of responsibility)

- Case: Analysis of problems and process improvement responsibilities for adding a customer service position

- Model innovation: Results-oriented working mode (ROWE), remote office Core time system

- Case: After a company implemented ROWE, employee satisfaction increased by 25%