This book sets up two kinds of companies: forward-looking companies and controlling companies. Ordinary people have some misunderstandings about forward-looking companies. Explain these misunderstandings:
1, great companies start with great ideas: often great companies don't stumble and be full of hope, but start from a point.
2. A visionary company needs charismatic leaders: leaders should be committed to the greatness of the company, not the greatness of the individual.
3. The most successful companies take the pursuit of profit maximization as the primary purpose: the goal is the core value, which transcends the sense of mission that only knows how to make money.
They all share the same values: they are wonderful, but they always grasp "what do we cherish" in their development.
5. The only constant is change: the core values are rock solid.
6. Excellent companies are cautious in everything: bold innovation.
7. A forward-looking company is an excellent place for everyone to work: it is only suitable for people who conform to his values.
8. The best actions come from smart and complex strategic planning: from long-term multi-party attempts and the results of projects that retain feasibility.
9. Only external CEOs can stimulate fundamental change: most of them are self-taught CEOs.
10, only focus on defeating competitors: focus on defeating yourself.
1 1. You can't have both.
12, mainly relying on the "vision statement": this is only a small step.
The purpose of this book is to study the conceptual framework of Gao Zhanyuan Company and introduce these concepts and frameworks that can be widely used in other companies to facilitate managers to manage the company. In order to achieve this goal, this paper adopts a six-step research method.
1. After an extensive survey of 700 CEOs, 18 companies established before 1950 were selected as visionary companies.
2. In order to avoid common sense mistakes in company research, 18 control companies are selected as the control groups of this 18 prospective companies.
3. Take the company's development history as the baseline, and pay attention to the company's transformation and corporate decision-making under historical events.
4. Use "organizational flow analysis" to search nine categories in the company history, and analyze the financial annual report, historical business history and the overall situation of the industry.
5. Analysis method: Comparative analysis method
6. Apply the summary method to the actual analysis, and then compare the model for feedback.
A forward-looking company should devote itself to building a system that can be inherited and a long-term spiritual and cultural enterprise direction. Many big companies have not had a smooth start, but it is difficult to start a business. Their enterprise didn't have grand vision and values at the beginning, and their corporate culture was gradually formed in the process of development. In the development of a company, we should not only pay attention to the company's performance, "company" is the ultimate goal of development.
The development of the company depends not only on an excellent leader, but also on how to promote employees to develop into excellent leaders. Forward-looking companies do not rely on a leader, but on the inheritance of systems and culture. Similarly, an excellent leader should also learn to establish a long-term development system and learn to decentralize power, rather than relying entirely on individuals to take power.
The core concept and the sense of purpose beyond profit are the ultimate criteria for the company to move forward for a long time. Ideal and reality can be interdependent. In addition to pursuing profits, we should also pursue the company's core values. Profit is a necessary condition for survival and a means to achieve more important goals, but this is not the purpose of life. The leaders trained by a company represent the company's corporate culture and core concepts, which are more suitable for the company. The authenticity of the idea and the degree to which the company always conforms to the idea are more important than the content of the idea. The core concept should form a corporate culture surrounded by socialism, so as to cultivate and select top managers and keep the strategic objectives of the company in line with the core concept. Core values cannot self-destruct their positions for economic interests and short-term rights and interests. Core values should be no more than six, short and clear.
The core value is that the ultimate goal of the company should remain unchanged. Other organizations, standards, management structures and other things are all means, and the means to achieve them can be continuously improved and revised. Constantly update yourself in the process of pursuing core values. A forward-looking company is its most critical critic, constantly changing and advancing in self-criticism. In the process of pursuing core values, we should turn our intentions into concrete things and become a binding mechanism.
The company should be used for a clear and unattainable goal, and encourage the employees and leaders of the whole company to work towards this goal, which does not conflict with the company's core values. After completing a bold goal, you should move on to the next bold goal. If you can't achieve a goal, you will stagnate.
A strict and rich corporate culture should be formed within the company, and only employees who conform to the company culture can work well in it, otherwise they will be out of place. In foresight company, the corresponding elite culture is formed through sectarian culture, and the sense of belonging and conformity to excellent groups is formed. In order to form a sectarian corporate culture atmosphere, the company should form corresponding training to shape the mentality of employees. Praise and identify people and behaviors that conform to the company culture, and strictly screen employees that conform to the company culture to give rewards. The concept of payment violation in hell. Constantly induce employees' sense of identity, belonging and elitism.
Looking for products and directions that can not only create benefits for the company but also conform to the company culture in the work and market, just like natural selection in nature screens the company's direction and forms an evolutionary program system. Don't stand still, just study one product all the time. In the process of moving forward, we must be quick and try to find the direction quickly. Accept the inevitable mistakes, except those that go against the core idea. Evolution in small steps. Give employees space and provide some autonomy. Form a mechanism, constantly strengthen the process of progress, and form a mechanism that no leader will not affect innovation.
High-level turbulence and faults will have a very serious impact on the company. The training of the company's top management should be continuous, and the training and selection of the management should conform to the company's core values, so as to prevent the discontinuity of policies and development caused by the fault of the top management. If the company employs top managers, it is also necessary to find candidates who are highly consistent with the company's core concepts.
Continuous improvement, we must resist any complacency and complacency, and prevent ease from affecting the state of never being satisfied. Do not accept the statement that short-term interests and long-term success must be chosen. The end of everything is the beginning of the next process.
The core values of an enterprise should be integrated into all aspects of the enterprise, not just slogans. Draw a picture to change the overall quality of the team, pay attention to the details of the business, concentrate on overall planning, take the road suitable for your own situation, persist in innovation and continuous progress.
The complete vision includes: core concept, core value, core mission, future prospect, bold goal and vision description.
Core concept: Core concept includes core value and core mission. Defines the eternal characteristics of an organization.
Core value: the company's spirit and eternal principle, an eternal guiding principle, without external adjustment.
Core mission: the ultimate ideal of everything the company does, a kind of power to move forward forever.
The future prospect consists of bold goals and descriptions after completing them.
The core of "establishing evergreen inheritance" is to establish a core value so that the company can always pursue this value. It is most important to maintain this core value under this core value. Everything can be changed except core values. The whole company should make continuous progress, reform and development. In order to ensure the stability of core values, it is necessary to edify and inherit the company atmosphere.
The biggest feeling that this book gives me is that this is the world. In fact, everything is the same, and all roads lead to the same goal. The management of companies and countries is actually the same method. From Confucian culture to socialist core values, the essence of a country is to form an atmosphere in which people work hard for this value and contribute themselves to this value institution. On the importance of thought. Only when the thoughts are assimilated can we move forward in step, and only when the thoughts are assimilated can we give full play to our talents. Companies also use core values to screen employees. In the final analysis, Guiguzi is right: a person is kind to others, but ignores goods, so he can't be tempted, but he can spend money; Warriors are light and difficult, don't be afraid of suffering, it is dangerous to suffer; A wise man is wise, sensible, not deceitful and sensible.