Liu Chuanzhi, chairman of the board of directors of Xiang Group, once said: "I have only three jobs: building a team, making strategies, and leading the team." He puts team building at the top of the three tasks. What does team building mean? I think it means building a team.
Any organization that wants to succeed cannot rely solely on outstanding individuals. It must rely on its nearest and most direct leadership team, through which they can lead subordinates to complete the strategic deployment of the general manager, because "management is The art of letting others do their work.” For example, although Mao Zedong was great and a genius who emerged only several hundred years ago, without the strong support of Liu Shaoqi, Zhu De, Zhou Enlai, Ren Bishi and others, China's liberation would probably have been greatly compromised.
So, the strength of a team is far greater than the simple sum of a group of people. For leaders, you should create more opportunities for your subordinates so that they can take on more responsibilities. For subordinates, you should share more responsibilities with your superiors and exercise your abilities.
The reason why chickadees can learn to break through aluminum packages in groups is that when they are young, they become accustomed to group movements, in formations of about eight to ten birds, and An unchanging formation flies in flocks in the countryside and can be maintained for about two or three months; red robins are highly exclusive birds and do not allow other male birds to invade within their sphere of influence. They only send out warning calls when necessary. They don't have much interaction with each other, and they basically communicate in a hostile way. Therefore, chickadees that act collectively and work in teams learn to help each other, and can accelerate learning faster than red robins that are hostile to each other, thus giving themselves more space to survive and evolve.
No matter what kind of car there will always be problems, no matter how valuable you are, just like a team, no matter how famous you are or how energetic you are, there will always be problems of one kind or another in team work.
The team is also a mature product, which has both spiritual and functional levels of content. An excellent team is not combined because of the functional level, but because of the spiritual level. As the saying goes, "we have the same smell" and "we have different paths, so we don't conspire."
A story often told during teacher training: There was a priest who preached and preached every day, teaching people to be kind. One day, a man rebelled against the priest: Father, I talk about heaven and hell every day. Have you ever been there? He said that heaven is better than hell, and that hell is better than heaven. What do you mean? You haven’t been there anyway! The priest has indeed never been to heaven and hell. I don’t know how to answer. I had no choice but to pray to God: God, please tell me the difference between heaven and hell, otherwise my disciples will not be able to help you preach! When God saw his salesman (priest) encountering difficulties, he actually appeared and said: What is the difference between heaven and hell? It's a secret that cannot be leaked. Let me take you to see it and realize it yourself. When I went to hell with a crash, I saw all the people with sallow faces and gloomy faces. It turned out that they were gathered around a big pot to drink soup, but the spoon was too long and I couldn't drink it. I went to heaven with a crash again, and I saw everyone's face was glowing red. They were talking and laughing, and it turned out that he was also drinking soup from a big pot. Although it was also a long spoon, he gave me a spoon to drink from, and he gave a spoon to you to drink from. It was a great pleasure.
Of course, this is a fable. In fact, in life, the era of working alone has indeed passed. In the first 25 years since the establishment of the Nobel Prize, only 41% of the winners were awarded by collaboration. Now 80% of the winners have been awarded by collaboration. The miracle of Michael Jordan, the God of Basketball, leading the Bulls to win 6 NBA championships can only be created by a team! Domestically, in order to deal with strong international competitors, the IT giant Lenovo Group proposed to build a team that is like a wolf and a tiger, which is referred to as "building a tiger-wolf team." This essence of team management also makes me who studies team management yearn for it.
2. Make good use of people
Talent is the basis for the success of a career. This is a universally recognized truth. "Respecting knowledge and respecting talents" is also regarded as a social morality. Accept. On the issue of employment, Mao Zedong once said: "After the political line is determined, cadres are the decisive factor. Therefore, it is our important task to train a large number of new cadres in a planned way. "The political line Mao Zedong talks about here, for enterprises, is a major decision-making in business management and the direction of enterprise development. And the construction of cadre teams refers to the issue of employment. In the thousands of years of history of the Chinese nation, respect There are countless typical examples of talents, reuse of talents, and eagerness for talents.
From Zhu Xi's "Easy to recognize the east wind, there is always spring in a thousand colors" to Gong Zizhen's "I urge God to cheer up and send talents of any kind"; from Liu Bang's use of the "Three Heroes of the Early Han Dynasty" to conquer the world to Liu Bei's visit to Zhuge Liang's thatched cottage three times, and also Li Shimin relied on Fang Xuanling, Du Ruhui, Wei Zheng, etc. to create the prosperous age of the Tang Dynasty, as well as the eternal saying "Those who win talents will win the world" that have been widely praised by future generations, which fully illustrates how hungry people who want to achieve their careers are for talents. Strong!
"Choose the right people, educate them, make good use of them, and retain them" are just 12 words. I don’t know how much hard work the business owner has condensed, and how many sleepless hours of the human resources department have been condensed. Night! You must know how difficult it is to find and select the most suitable personnel from the vast sea of ??people; from the corporate culture assimilation training when new employees join the company, to the necessary work tasks within the scope of job responsibilities. Training on relevant knowledge and skills, on-the-job coaching, and work experience... every bit of it reflects the hard work of managers; giving employees jobs suitable for their strengths and career interests, helping employees set work goals, plan work plans, and define The work standards to be achieved, the assessment, evaluation, reward and punishment methods corresponding to the design of work results... In order to enable employees to perform their duties and reflect the value that each position should embody, the company really works hard and exhausts in employing people. Scheming! What companies are most afraid of is that once their employees are full-fledged, cultivated, and become immortals, they will spread their wings and fly away. It's okay to fly away. If they are lured to a rival company by high salary and openly start a drama with their old employer, that's terrible. This is an extraordinary move. However, since the word "treachery" has disappeared from the vocabulary of the contemporary workplace, this kind of job-hopping can only be regarded as "a good bird choosing a tree to roost in"! If it really comes to this, the company will only vomit blood!
The more capable a person is, the more temptations he faces from the outside world, and the more capital he has to jump around and choose the "good tree" he wants to live on. This is like the man who married a beautiful woman. While he enjoys more happiness and pride than others, he also has more sense of crisis than others. Retaining talented people is actually the same as retaining a beautiful wife. You must not set up a guard at the door with a sharp look and a cold look on your face: Want to leave? I have your graduation certificate and household register here, and I still have them over there. You have to pay a high amount of liquidated damages! If I refuse to sign, I will see how you go. Once you are on my territory, you can come and go at will! This rigid system has long been outdated. The new "Labor Contract Law" It has made it clearer that it attaches great importance to the protection of workers. As long as normal procedures are fulfilled and no violations of laws and disciplines are caught in the hands of the company, employees have a lot of freedom to leave or stay. Not only does this tough approach not work, but if it fails, the company will be sued in court. To retain people, the company can only make soft efforts to standardize internal management, especially improve the professionalism and management level of supervisors at all levels, and make efforts to retain people in daily life in a "moisturizing and silent" way, so that talents can be willing and committed. Working with peace of mind and reaching the state of "doing nothing without guarding is better than guarding" is the highest state of retaining people.
For employees who have made outstanding contributions, companies not only want to retain their people, but also want to retain their hearts. There are many main factors that affect whether employees can work persistently and actively, such as the nature of work, leadership behavior, cultural atmosphere, personal development, interpersonal relationships, salary and benefits, working environment and other factors. Enterprises can only standardize internal management levels, improve the overall quality of personnel, build a performance management system oriented by ability and performance, and create a harmonious, positive, and upward cultural atmosphere within the organization, so that employees can always feel that the company treats them fairly, justly, and Only objective attention and care can inspire employees to be dedicated to their jobs, enthusiastic about proactive work, and feel that the company is their home.
Practice has proven that selecting and employing people well is an important guarantee for career success; conversely, improper selection and employment will not only be detrimental to career development, but may also ruin the entire career. So, how can we select and utilize people well, and ensure that we make as few or no mistakes as possible in selecting and employing people? I think the first thing is to formulate a set of scientific and reasonable standards for selecting and employing people, and make clear The principle of selecting and employing people.
Fundamentally speaking, the criteria for selecting and employing people are nothing more than two aspects, one is virtue and the other is talent. Morality here mainly refers to the political standards and ideological quality of cadres; talent mainly refers to productivity standards and work performance. Cadres who have virtue but no talent cannot be used; cadres who have talent but no virtue cannot be reused. Only one who has both ability and political integrity can be considered a good cadre. Wei Zheng, a minister of the Tang Dynasty, combined talent with conduct and advocated having both talent and conduct; Sima Guang, a statesman of the Song Dynasty, based on his predecessors, also proposed that "talent brings virtue and virtue, and virtue brings talent to commander." These fully illustrate the importance of paying attention to both ability and political integrity when selecting and employing people.