Common sense wins the world: the common secret of successful people

Chapter 18 Common Sense of Management--The Secret of Having a Good Team (3)
The probability of accidents during execution is not high, but once it happens, what should you do?Decision makers must seriously consider: Is this an occasional event or a regular event that will still happen in the future?Listen to the feedback of employees, especially the suggestions of executives, and make later revisions to the initial decisions to make the actions more perfect.

Before sending it to the company or department for implementation, first confirm the following four questions:
1. Who should be informed about the decision?

2. What action should they take?
3. How do they divide their work in action?

4. How to monitor their actions to ensure the implementation of decisions?
Most managers often ignore the first and last questions. They don’t care who should know about their decisions. They just find one or two confidants to deploy and finish the job. In terms of supervision, they are often superficial and fail to achieve Strictly monitor the implementation of decisions.They like to hold people accountable after the fact and punish those who do not perform well, but in fact, these situations can be prevented in advance.

Decisions also take into account the capabilities of executives
If the ability of your subordinates is not up to the mark, no matter how good the decision-making is, it will be nothing but nothing.Therefore, decision-making is essentially a judgment on the team's ability. The first step is always to analyze the employee's ability and judge the feasibility;

A good decision must stand the test of action.My point is that if a decision is beyond the competence of those under him, and the execution is screwed up, and it doesn't work, the person who made the decision should be blamed, not the one who made it.

Decisions need to listen to opposing opinions

Good decisions are never based on "unanimous voices", but after repeated games and conflicts.The boss should first understand why there are objections, and choose a rational strategy that is closest to reality from different viewpoints and different judgments. This is the decision-making process that I recommend following.Therefore, only with different opinions can we form good decisions, which is also the basic common sense of decision-making.

1. Adverse opinion can bring risk to decision makers in the majority of voices;

2. Negative opinions can protect the independence of decision makers when making choices, and will not become captives of the organization;

3. Negative opinions can stimulate the imagination of decision makers, and look at and examine issues from another angle;

4. Negative opinion itself is a decision-making solution, and its nature is not substantially different from positive opinion.

An effective decision should abide by two principles before taking action:
1. If the benefits outweigh the costs and risks, you should act instead of waiting and watching;

2. Once the action starts, as long as there are no major problems, it should be implemented to the end, not just halfway.

Basic knowledge of management

The management goals of many bosses are often missed mainly for two reasons:
His management failed to reach everyone;

His management failed to drill down to the steps behind the goals set.

When AutoNavi was first established, one of its new employees was Bobby from New York.He is busy all day, but there is no work output.Many people have this feeling that they are exhausted to death every day, but they always fail to produce results.The boss is not waiting to see him, and he is not satisfied.This happened to Bobby.

Why is this happening?I adopted a method at that time, asking Bobby to report what he did to his direct supervisor every day, and Bobby’s supervisor and I also took time to communicate with him regularly, reminding him whether he deviated from the set goal and how to adjust it Improve your own working methods and better implement the company's decisions.

By doing this, I ensure the above two points, touch everyone, and pay attention to his actual actions at work to help him achieve his goals.In fact, for new employees, this is usually an inevitable process. They are not familiar with the business and the goals at the beginning, so they don't know what to do.Even if the meeting is perfectly clear, he may be blind everywhere.If the boss is not paying attention to the management at this time, it is easy to miss this phenomenon, the management will fail, and it will be difficult to make up for the later work mistakes.

In September 2013, when I was giving management training to a Chinese business enterprise, I asked their middle-level cadres a question: "Why do you set goals, but the employees are not interested at all?" The answers were varied, but most cadres put the responsibility Blame it on the staff, without thinking about my own problems.

This phenomenon is very common in various industries. When people set goals in management, they are high-spirited, thinking that this is a grand plan, a perfect blueprint, and they are very excited when they think about it. The staff were indifferent to this and couldn't lift their spirits at all.This created a split in the team, creating two completely opposite worlds: the managers were full of enthusiasm, and the ordinary employees were indifferent.The cohesion of the company is gone.

what is the reason?I think it is because the employees do not have a thorough understanding of the goals and lack understanding of the meaning of the goals.This responsibility belongs to the managers. They failed to implement the target management well, and the connection with the employees was broken at this time.

Four basic common sense of management:
[-]. Management must ensure the initiative of team members

Our managers often have an inexplicable absence at work. They are only responsible for issuing tasks, but they don't care much about the specific work conditions of employees.This shows that the managers did not allow employees to realize the relationship between themselves and the goals, so there is a huge difference in the level of engagement: they lack initiative in work, often passively participate, have low efficiency, and low enthusiasm for work.

The first common sense for managers is to change the mode of "you want him to do it" to "he wants to do it himself" when he is working.Because no matter how conscious a person is, he has the following characteristics:
The first is laziness.

When people can be lazy, they will find ways to be lazy, and few people can achieve easy self-control.There are always times when people slack off.Avoidance and negative coping are also manifestations of this characteristic.I don’t want to get up early when I go to work, and I want to leave early after get off work; when I’m not busy at work, I want to play for a while, but when the task is heavy, I want to hide and relax; .These are all signs of laziness.

The second is greed.

Human beings are greedy, and it is difficult to satisfy the demand for benefits.If the job is beneficial to him, he will go all out, otherwise he will take a coping attitude.Competing for projects with more bonuses, and shirking each other for jobs with less bonuses.Ideological education cannot solve this characteristic, but can only slightly restrict it.Just like men are impulsive when they see beautiful women.For human greed, managers must have a strong mechanism to prevent it. When setting goals, they must meet their needs, satisfy their basic interests, and control their unreasonable greed.Then take care of the whole.

The third is superiority.

People have their own superiority, and like to show it in front of others.Identity, income, status, and position can all become a competition for superiority.Those in the sales department look down on those in the marketing department: "We are responsible for making money for the company, and you? You only know how to spend money!" High-level employees also look down on low-level employees: "I have been working here for nine years, and you How many months?" In China, those who work in state-owned enterprises look down on those who work in private enterprises: "I have an iron rice bowl, and you are in danger of losing your job every day." These are the concrete manifestations of people's superior psychology.

Therefore, in management, he will be particularly active in the work that allows them to demonstrate this superiority, otherwise he will participate passively and have little enthusiasm.Some employees would rather stay at the head office in Beijing and receive a monthly salary of 5000 yuan than be sent to a branch in a remote area to receive a salary of 10000 yuan, because the former can satisfy their own sense of superiority.Then when arranging work, managers should also consider this characteristic, arrange flexibly, deploy in a targeted manner, and stimulate the work motivation of their subordinates.

[-]. Management should ensure the joint participation of team members

The winner is always a team with "same desires from top to bottom". A united organization will go to the end, and an ununited organization is doomed to lose.Therefore, good management must ensure that everyone works around a common goal, participates together, brainstorms, and acts together.Any team like this must have strong combat effectiveness; any team that violates this rule is like a mess.

Therefore, after we formulate the goals, we must have a process of joint consultation, respect the opinions of members, and gather everyone's thoughts.Do a good job of ideological mobilization, and then take action.

Now when many bosses are arranging tasks, they just regard the goal as a result that must be completed, and they are distributed layer by layer, and one level is pressed down.There is only the request from the top to the bottom, there is no feedback from the bottom to the top, and there is no intermediate communication and negotiation link. "Go do it." They ordered their subordinates like this.Subordinates can only swallow their opinions when they have opinions.In this way, the goal becomes the boss's own, not everyone's. Who would have the passion to participate?

[-]. Management should "walk with smart people"
What is a smart person?It is a talent with real ability and high emotional intelligence.Managers should gather these outstanding talents under the account and knead them into an efficient team.

For example, the very well-known "Tomorrow Group" consortium in mainland China has formed a huge industrial group since the late 20s when it began to control some enterprises. There are nearly a hundred affiliated companies under it, with assets reaching hundreds of billions.It is impossible for a group of such a large scale to succeed if there are not enough outstanding talents to participate in the management.

The slogan put forward by the consortium in management is: "Walk with smart people." They implement four basic principles for talent management: seek widely, use with caution, teach diligently, and be strict.Through the establishment of a young cadre training plan and a talent pool, etc., the company's cadres have highly unified thinking and formed a strong combat effectiveness.Therefore, they have gathered a large number of talents from various famous schools in China. These "smart people" have gathered together from all over the world to work together for a common goal.

This principle is what we need to learn.If you fear smart people and close the door to them, you will have mediocrity in your hands.With more mediocrity, the team becomes mediocre.Only by not rejecting smart people and welcoming them to join, can the combat effectiveness of the team be increased, invincible and invincible in the competition.

[-]. Management should reflect predictable results

What is foreseeable consequence?It is the assessment mechanism.Reasonably set goals, and then match the corresponding performance management, so that everyone can enjoy the fruits of labor, stimulate employees to increase their own initiative, and reduce management pressure.If the boss himself only foresees the result of the goal, but the employees hate it very much, this goal can only be called "oppression", and its completion will have variables, so it is not predictable.Therefore, for this point, managers need to take into account employees' requirements for fair assessment, and add employees' personal goals to the company's goals in order to achieve compatibility.

We have established the goal of management, which is only the first step, and it is the simplest step.If the implementation is not effective in the later stage, all previous efforts will be wasted.Both small and large companies often make this kind of common sense mistake: they only know the goal but not the strategy; they only know the execution but not the assessment.Just like what I said to the Chinese businessman: "Management is like planting a tree. You just keep planting the tree, but you don't water it or maintain it. At first glance, you plant a forest, but soon it all dies. . "What's the point of such management?The boss must consider long-term plans in order to lay down a lasting world and establish a solid foundation.

AutoNavi survey: Learn management from successful people and win the world
1. How do you understand management?
David Steele (Leader of the Liberal Party of the United States): Management is cooperation, because cooperation is the foundation of any team's prosperity.

Charles Lee (Chairman, General Telephone Electronics): Management is about building quality teams.The best CEOs build their teams to achieve their dreams, even Michael Jordan needed a group of high-level teammates to play together.

Konosuke Matsushita (founder of Matsushita Electric): Management was communication in the past, it is communication now, and it will still be communication in the future.

Herbert Simon (American management scientist): Management is decision-making.Because decision-making is the heart of management, management is made up of a series of decisions.

Siroson Mekoko (Chairman of American International Agricultural Machinery Commercial Corporation): Management is a serious love, and you must love your employees.

David Harold (former head of the FBI in Washington, D.C.): Management is about simplifying complex problems, ordering chaotic things, and using the most direct and effective means to solve problems.

2. What do you think is the most important common sense of management?
James Collins (management scientist): Communication is the most important thing in management.Just like the blood circulation of the human body, without communication, the enterprise will die, because communication has penetrated into all aspects of management.

Thomas Watson (IBM founder): Management needs to put people first and respect employees from beginning to end. This is the key to success.

Peter Drucker (management scientist): The key to successful management lies in how to make use of people's strengths.As a manager, you can be ignorant of the weaknesses of your subordinates, but you cannot be ignorant of their strengths.You need to know how to bring out their strengths, not just how to reduce their weaknesses.

Bill Gates (Founder of Microsoft): If a company wants to develop rapidly, it must hire good talents, especially smart talents, and then manage them well.

Zhang Ruimin (Founder of Haier Group): Managers should assume two roles in an enterprise.First, the designer; second, the pastor.

Liu Chuanzhi (President of Lenovo Group): The management company is the manager.Talent is the commodity with the highest profit, and enterprises that can manage talents well are the ultimate winners.

(End of this chapter)