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Share Dialog
Share Dialog
Many people are indeed stagnant in their lives, or in circles, but the result is nothing. This phenomenon occurs not because they are willing to do so, but because they do not know how to correctly deal with the practical obstacles on the road to success. When presiding over the training, I always ask the trainees first whether they have ever given up the pursuit of ideals under various excuses. Without exception, all students will nod and say yes. It is true that in the process of pursuing beautiful ideals, we will certainly encounter difficulties, even insurmountable difficulties. Therefore, when people encounter particularly huge obstacles and have to return to the starting point, many people will think that it is understandable. However, those successful people will not shrink back. On the contrary, no matter what problem they encounter, they will try their best to find a solution. I have studied for many years An important ability of senior executives is the ability to make others execute. Whether the subordinate's execution is strong or not has a lot to do with it. It is not easy to do a good job in strategy, and it is even harder to implement it. The ability to "make it execute" is the best executive ability of executives. When an employee is in a high mood and happy mood, without our supervision, his executive ability will be very high and his behavior will be very proactive; On the contrary, when he is not in high mood and depressed, even if he says to us "do well", his action must be unsatisfactory and his executive ability cannot be very strong. "No excuses" reflects a perfect executive ability, a obedient and honest attitude, and a responsible and professional spirit. In real life, what we lack is this kind of person: they try their best to complete the task, rather than looking for excuses. Every organization does not lack great strategies. What it really needs is the executive power to implement the strategies in place. After all, no matter how bad it is, there are still companies that have reached their predetermined operational goals; No matter how great the idea is, someone must practice it. All this depends on execution. Have you ever wondered why Starbucks is the only coffee shop on the street? Why is Dell the only one who does personal computer (PC)? Why are all supermarkets, and only Wal Mart ranks first in the retail industry? It should be said that the strategies of convenience stores and coffee shops are roughly the same, but the performance is very different. Why? The key is whether it has a very strong executive power. When Dell's direct selling model was super successful in the United States, Lenovo computer company, which has always been famous for its "channel advantages", also began to transform and carry out direct selling business in China through key account department, telephone direct selling center, etc., in order to fight against Dell's fierce competition. Although Lenovo is also a very excellent local company, it has encountered great difficulties in the start-up of direct sales business, and the effect is not ideal. You know, it is not the tip of the iceberg on the sea that really crashed the huge ship, but the behemoth under the sea. Behind Dell, we see "nearly perfect supply chain", "excellent management technology", "corporate culture matching strategy", etc. Therefore, it is not only Dell's direct sales model that has achieved success, but also Dell's "executive system" around the direct sales model. Today, there is no need to say more about the significance of executive power; The focus of improving the executive power is that people have also realized their concerns about this issue comprehensively. Now, what we need to pay attention to is the implementation of "improving executive power". Executive power is not a superficial problem. To achieve the goal of "improving executive power", we must first find out the root causes of executive power management - those elements that play a genetic role in order to ensure the healthy development of executive power. In practice, it also summarizes the ten major causes of poor execution: first, pushing past efforts and being irresponsible; 2、 Improper selection and employment; 3、 Only pay attention to system and ignore culture; 4、 Improper management and insufficient leadership; 5、 Unclear goals and plans; 6、 Lack of standards and no evidence for assessment; 7、 Only pay attention to instructions and do not understand communication; 8、 Do everything personally and will not authorize; 9、 Poor process and poor connection; 10、 Poor management and control, improper rewards and punishments. Please look at a case first—— "In a city in the south, the executives of a multinational company in China held the annual marketing annual meeting on the 60th floor of a skyscraper. Among the more than 80 people present, more than 50 American executives and the rest were senior Chinese employees. At the end of the meeting, the president from the United States suddenly stood up and said: all the staff jumped down with me. At this time, the air suddenly condensed, and I saw that more than 50 people stood up together Just stare at the president. The Chinese employees panicked and hurriedly moved up in their chairs, looked at the US president in horror and said, "this old man is crazy!" This is the end of the story. Let alone whether they really jumped, the simple test reflects the most instinctive reflection of humanity under the two cultural systems. In foreign enterprises, absolute obedience is the first, followed by innovation; In China, there are deviations in the implementation of the same requirements. The boss is considering what the employees think, and the employees are considering whether the boss thinks right. In fact, from the perspective of enterprise management, since the post setting has been completed, the rest is to perform their respective duties and responsibilities. Mr. Tan believes that the executive power is to meet the three standards of time, quality and quantity—— Punctuality is the requirement of the time limit for the work results. Quality assurance is the quality requirement of work results. The results shall not be lower than the standard value at least, and it is not allowed to fake and shoddy, and shoddy; Quantity assurance is the quantitative requirement of work results. At least the specified quantity should be reached, and it is not allowed to cut corners and short weight. The key to improve the executive ability lies in each employee's real understanding and performance of their respective post responsibilities, in their position, seek their own politics, think in one place, work hard in one place, and form an executive force.
To improve execution, leaders at all levels should play the role of "guide". The responsibilities of "leaders" are nothing more than two, one is "leading" and the other is "guiding". The so-called "leading" is to set an example, set an example, do not engage in privileges, and give full play to the exemplary and leading role of leaders. The so-called "guidance" is to grasp the direction and overall situation on the basis of "leading", solve all kinds of contradictions and problems encountered in a timely manner, correct the deviations and errors, actively guide the staff to move in the right direction, and promote the development of the enterprise.
To improve the executive power, middle-level cadres at all levels should earnestly play the role of "bridge". The main responsibility of middle-level cadres is to connect the preceding and the following, upload and release, and be responsible for both the superiors and the subordinates; We should not only thoroughly understand the spirit of the superiors and completely convey the intention of the leaders to the employees, but also timely and comprehensively report the problems in the implementation process to the leaders in combination with the reality. A good supervisor should be able to think and act independently, and can carry out the work with the least instructions. The main responsibility of a supervisor is to guide the activities of his employees - their work. Guidance is to instruct leaders. Therefore, a good supervisor must be able to command and think like a leader.
To improve execution, ordinary employees should fully carry forward the "bee" spirit. The duty of ordinary employees is to implement and implement. We should further establish the awareness of the overall situation, responsibility and learning, strengthen the study of theoretical knowledge and professional skills, comprehensively improve our own quality, fully carry forward the spirit of "bee" that is conscientious and hardworking, do our own work solidly and efficiently, and implement the spirit of superiors without compromise.
Many people are indeed stagnant in their lives, or in circles, but the result is nothing. This phenomenon occurs not because they are willing to do so, but because they do not know how to correctly deal with the practical obstacles on the road to success. When presiding over the training, I always ask the trainees first whether they have ever given up the pursuit of ideals under various excuses. Without exception, all students will nod and say yes. It is true that in the process of pursuing beautiful ideals, we will certainly encounter difficulties, even insurmountable difficulties. Therefore, when people encounter particularly huge obstacles and have to return to the starting point, many people will think that it is understandable. However, those successful people will not shrink back. On the contrary, no matter what problem they encounter, they will try their best to find a solution. I have studied for many years An important ability of senior executives is the ability to make others execute. Whether the subordinate's execution is strong or not has a lot to do with it. It is not easy to do a good job in strategy, and it is even harder to implement it. The ability to "make it execute" is the best executive ability of executives. When an employee is in a high mood and happy mood, without our supervision, his executive ability will be very high and his behavior will be very proactive; On the contrary, when he is not in high mood and depressed, even if he says to us "do well", his action must be unsatisfactory and his executive ability cannot be very strong. "No excuses" reflects a perfect executive ability, a obedient and honest attitude, and a responsible and professional spirit. In real life, what we lack is this kind of person: they try their best to complete the task, rather than looking for excuses. Every organization does not lack great strategies. What it really needs is the executive power to implement the strategies in place. After all, no matter how bad it is, there are still companies that have reached their predetermined operational goals; No matter how great the idea is, someone must practice it. All this depends on execution. Have you ever wondered why Starbucks is the only coffee shop on the street? Why is Dell the only one who does personal computer (PC)? Why are all supermarkets, and only Wal Mart ranks first in the retail industry? It should be said that the strategies of convenience stores and coffee shops are roughly the same, but the performance is very different. Why? The key is whether it has a very strong executive power. When Dell's direct selling model was super successful in the United States, Lenovo computer company, which has always been famous for its "channel advantages", also began to transform and carry out direct selling business in China through key account department, telephone direct selling center, etc., in order to fight against Dell's fierce competition. Although Lenovo is also a very excellent local company, it has encountered great difficulties in the start-up of direct sales business, and the effect is not ideal. You know, it is not the tip of the iceberg on the sea that really crashed the huge ship, but the behemoth under the sea. Behind Dell, we see "nearly perfect supply chain", "excellent management technology", "corporate culture matching strategy", etc. Therefore, it is not only Dell's direct sales model that has achieved success, but also Dell's "executive system" around the direct sales model. Today, there is no need to say more about the significance of executive power; The focus of improving the executive power is that people have also realized their concerns about this issue comprehensively. Now, what we need to pay attention to is the implementation of "improving executive power". Executive power is not a superficial problem. To achieve the goal of "improving executive power", we must first find out the root causes of executive power management - those elements that play a genetic role in order to ensure the healthy development of executive power. In practice, it also summarizes the ten major causes of poor execution: first, pushing past efforts and being irresponsible; 2、 Improper selection and employment; 3、 Only pay attention to system and ignore culture; 4、 Improper management and insufficient leadership; 5、 Unclear goals and plans; 6、 Lack of standards and no evidence for assessment; 7、 Only pay attention to instructions and do not understand communication; 8、 Do everything personally and will not authorize; 9、 Poor process and poor connection; 10、 Poor management and control, improper rewards and punishments. Please look at a case first—— "In a city in the south, the executives of a multinational company in China held the annual marketing annual meeting on the 60th floor of a skyscraper. Among the more than 80 people present, more than 50 American executives and the rest were senior Chinese employees. At the end of the meeting, the president from the United States suddenly stood up and said: all the staff jumped down with me. At this time, the air suddenly condensed, and I saw that more than 50 people stood up together Just stare at the president. The Chinese employees panicked and hurriedly moved up in their chairs, looked at the US president in horror and said, "this old man is crazy!" This is the end of the story. Let alone whether they really jumped, the simple test reflects the most instinctive reflection of humanity under the two cultural systems. In foreign enterprises, absolute obedience is the first, followed by innovation; In China, there are deviations in the implementation of the same requirements. The boss is considering what the employees think, and the employees are considering whether the boss thinks right. In fact, from the perspective of enterprise management, since the post setting has been completed, the rest is to perform their respective duties and responsibilities. Mr. Tan believes that the executive power is to meet the three standards of time, quality and quantity—— Punctuality is the requirement of the time limit for the work results. Quality assurance is the quality requirement of work results. The results shall not be lower than the standard value at least, and it is not allowed to fake and shoddy, and shoddy; Quantity assurance is the quantitative requirement of work results. At least the specified quantity should be reached, and it is not allowed to cut corners and short weight. The key to improve the executive ability lies in each employee's real understanding and performance of their respective post responsibilities, in their position, seek their own politics, think in one place, work hard in one place, and form an executive force.
To improve execution, leaders at all levels should play the role of "guide". The responsibilities of "leaders" are nothing more than two, one is "leading" and the other is "guiding". The so-called "leading" is to set an example, set an example, do not engage in privileges, and give full play to the exemplary and leading role of leaders. The so-called "guidance" is to grasp the direction and overall situation on the basis of "leading", solve all kinds of contradictions and problems encountered in a timely manner, correct the deviations and errors, actively guide the staff to move in the right direction, and promote the development of the enterprise.
To improve the executive power, middle-level cadres at all levels should earnestly play the role of "bridge". The main responsibility of middle-level cadres is to connect the preceding and the following, upload and release, and be responsible for both the superiors and the subordinates; We should not only thoroughly understand the spirit of the superiors and completely convey the intention of the leaders to the employees, but also timely and comprehensively report the problems in the implementation process to the leaders in combination with the reality. A good supervisor should be able to think and act independently, and can carry out the work with the least instructions. The main responsibility of a supervisor is to guide the activities of his employees - their work. Guidance is to instruct leaders. Therefore, a good supervisor must be able to command and think like a leader.
To improve execution, ordinary employees should fully carry forward the "bee" spirit. The duty of ordinary employees is to implement and implement. We should further establish the awareness of the overall situation, responsibility and learning, strengthen the study of theoretical knowledge and professional skills, comprehensively improve our own quality, fully carry forward the spirit of "bee" that is conscientious and hardworking, do our own work solidly and efficiently, and implement the spirit of superiors without compromise.
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