First: to develop a consistent goal,
command, such as the arm of the era of emperor xiongnu prince's childish is
inclined to be top khan throne, grinding whistling arrow, training QiShe team,
and not informed shoot whistling arrow shooting will die. Whistling arrow will
of arrows. The childish is inclined to let the army absolutely obey orders.
Guard his neat, let go of his beloved steed. Where are you want to remember,
whistling arrow shooting, your arrows
First: to develop a consistent goal,
command such as arm
The xiongnu prince of emperor era childish
is inclined to be top khan throne, grinding whistling arrow, training QiShe
team, and not informed shoot whistling arrow shooting will die. Whistling arrow
will of arrows. The childish is inclined to let the army absolutely obey
orders. Guard his neat, let go of his beloved steed. "Where do you want to
remember, whistling arrow headed, where is your shoots will!" The childish
is inclined to lift bow shouted. The pa XieJia bows, boarded the whistling
arrow, straight to the strong black le horse leap. Sergeant neatly released
arrows. The childish is inclined turned toward the sergeant immediately:
"who hasn't shot his arrow? Dequeue!" The soldiers on horseback.
"Pull down, beheaded feed the dog!" The young oblique whisking,
"who in the future if not from, that's the end!"
Later, the young inclined and using the
same technique on his wife to do the experiment, finally achieved the effect of
army absolutely obey orders, and every shot his khan father, a success.
Although we can't learn the childish is inclined concrete means, however, must
develop a target and obey the principle of consistency. In this way can
corporate leaders of middle-level cadres command such as arm.
The second: strengthen the precept
Many people believe in a variety of
training, please teacher to lecture today, tomorrow to buy the books or cd-rom.
Or belief in a degree, either for the MBA don't, either send the backbone to
re-education. Actually these are not important, important is in the process of
company operation, encounter problems, with subordinates to solve this problem,
or the success or failure, are learning. In practice of learning, learning in
the course of development. Analysis of middle managers themselves. This is
mainly based on the analysis of existing status and shall have the status gap
between middle managers, to determine who needs and should receive training and
training content.
Third: foreign monk will not necessarily to
chant buddhist scripture, from the enterprise internal selection in the middle
Enterprise leaders must not completely
foreign "monk" superstition, as foreign "monk" beautify the
appearance of an advertisement. Many leaders of one-sided think talents are on
the outside of the unit, a job vacancy, always think about imported from
outside, hope to introduce talents shortage can solve the problem. In fact,
outside also may not be the monk chanted sutras. One is the unit is not
familiar with, all aspects of the information is not comprehensive, to the deep
understanding of the practical difficulties, their decisions may not conform to
the actual. The second is the ability to work are not necessarily better than
internal employees.
Fourth: communication with the middle more
Most of the transaction of an enterprise,
is a very broad and rich, if carry out communication, communication, mutual
inspiration, will be very beneficial. Solve a problem, after finishing summary,
it so that next time meet the same problem, how to better deal with.
Proactively solve problems, much better than die head.
Fifth: the middle-level cadres in a way
home
Baidu's chief scientist William zhang said:
"all the way is the most important." He introduces, of Harvard
University in the United States, regardless of department, only teach one
thing, that is the evolution of the method and the method of doing things. If
anyone asks, he said, he is a scientist or technologist or he will say that he's
way home. "All the concrete things I learn to forget. However, a person in
any case, as long as it is to find a way of doing things, he will find a way to
success". Business leaders don't specific education middle, education
should be a kind of methodology.
As an enterprise middle managers, to the
boss, next to the staff, has a bridge among policy makers and executive, can be
said to be the important central nervous system in enterprises, can decide the
enterprise sustainable development. They're also in the actual work often
encounter many problems, such as: multiple roles, exhaustion of body and mind,
communication disorders, etc., has affected the normal work of the masses of
middle managers. But in middle managers for the continuous forward development
of the enterprise in the implementation of security at the same time, the
development of their own and who to ensure occupational safety.
Usually, society for employee moral
deviation is the most direct reflection of illegal or legal standing in the
Angle of enterprise employees value criticism. Never lack of thinking from the
enterprise level. Focus has always been focused on the "collective
job-hopping" unexpectedly industry prohibition "" credit
guarantee".
And don't realize such a question: in fact
for the powerful enterprises, almost every employee is one of the vulnerable
groups. Most employees of the so-called "unfaithful" behavior, the
root cause lies in the psychological contract of employees and enterprises was
torn up by the behavior of the enterprises, led to the development of the
enterprise employees trust. Also nature can't get the loyalty of employees.
Also, since in talks between employee and
enterprise status, such as information asymmetry. Enterprise loyalty before
employee loyalty is the premise to realize employee loyalty, employee loyalty
is enterprise loyal derivatives. Current, the staff more performance - global
brand net - for "loyal to the profession not loyal to the
enterprise", only employees in the enterprise is unable to prompt it to
satisfy the passive reflection of the value realization and the rational
demand.
One-sided, jeopardizing the interests of
the employee's departure or enterprise due to the employee's loyalty is not
objective. There are, in fact, we should be more understanding of "loyalty
to employees of enterprises to gain the loyalty of employees, on the contrary,
if the enterprise employees are not loyal behavior, is the enterprise must not
have employee's loyalty to its value."
Enterprise leaders must have the
entrepreneurial spirit, keep up with the pace of enterprise development, focus
on corporate middle managers' career development. Large number of enterprise
leaders lack of entrepreneurial spirit, lack of excellent leadership and the lack
of good management mechanism caused by large number of outstanding middle
managers "displaced", enterprises not only to maximize the pursuit of
value to meet the needs of investors for the purpose, more important is to
should have the ability of the sustainable development of innovative thinking
and promote a broad stage for the employees, and help them achieve their ideal
career dream, at the same time, more should take more social responsibility.
Only this sense of mission as
entrepreneurs, in the actual operation practice team of outstanding talent, and
died for firstly, excellent middle managers have strong execution and operation
ability, in the dream to achieve your career at the same time, they need more
hope your own boss, can lead them to achieve their life pursuit.
