First, unity of purpose means unity of thought. People who have no goals are people who help others achieve their goals. Those who are not prepared are those who are prepared to fail; People who don't make plans are those who are prepared to fail. From the achievements made by 20 10 Shantui Rebuilder and Shantui Co., Ltd., I realize that "ideological unity" is not a cliche, nor an empty talk, but the direction of action. The problem determined by ideology is the most difficult to change. The more invisible things can reflect the level of an enterprise, which is corporate culture. As long as the parties' thoughts are not unified and their consciousness can't keep up (they don't take the initiative and don't want to do it), the assessment is not in place. No matter how good the measures are, they will not be implemented well. "Unity of Thought" is not only a slogan, but also a guarantee of not flinching or hesitating when encountering problems and the greatest guarantee of improving execution. Therefore, in order to bring a good team, we must first closely combine the departmental goals with the company (organization) goals and implement them on every member of the team. That is, all employees of Ruichi must break through 500 pieces (qualified products) around the central goal of an annual output value of 460 million, and work without doubt. Managers at all levels must decompose, publicize, inspect and dispose at all levels. Only in this way can they form a joint force. Only in this way can they form a joint force. A team without goals can only be a group of stragglers, and management without goals is "the old monk chanting scriptures-muddling along!"
Second, stimulate people's potential. Intrinsic motivation refers to people's inherent potential. Once this potential is mobilized, it will be optimistic, energetic, positive and persistent. If the IQ is normal, everyone may rely on the internal motivation to achieve Excellence, or even close to Excellence, thus achieving a career. As far as the team is concerned, the exertion of internal motivation can make the organization achieve seemingly unattainable goals. Stimulating internal motivation depends on both subjective and objective factors, and the former plays a decisive role. Excellent people often overcome themselves, are not affected by prosperity and adversity, can actively learn and think in any environment, calmly deal with various difficulties, and constantly create brilliant achievements; Objective factors play a promoting role, and a person's potential will be stimulated by the influence of external environment, events, groups or other people. Objective factors are not decisive factors, but they must not be underestimated. Many people's transformation and progress are driven by objective factors. Based on this, managers should do the following when training subordinates to stimulate their potential:
1, be respectful, don't do to others what you don't want others to do to you. Managers should learn to respect your subordinates, help them enthusiastically, give you praise, and take the initiative to care about their work and life. For example, all team members should send greeting cards or other gifts on their subordinates' birthdays, so that everyone in the team can feel a sense of belonging and love. ...
2. Be good at listening. Managers should always listen carefully to the opinions and ideas of subordinates and be good at positive guidance, make friends with subordinates, understand their plans for future personal development through communication, try their best to meet their needs, listen to their depression, be an outlet, and actively comfort and enlighten subordinates when they feel hopeless about their work and future, and help them eliminate their worries and pressures ...;
3. Be good at delegation. Managers should let their subordinates have the ability and power to do things under clear goals and be responsible for the results. However, authorization should be monitored. When the professional knowledge and business ability of subordinates are insufficient, they should set an example and improve their ability to manage the market. ...
4, good at motivation, motivation is strength, motivation can be attractive interests, but also can be the harm of fear, but the most powerful incentive is to change the mentality. The key to a person's continuous growth is transformation. Always adjust your mentality and change your negative state. To be result-oriented, attention is to be good at guiding subordinates to focus their thoughts and attention on a better future (result).
5. Set a benchmark. The quality and ability of members in a team are uneven. Managers should not only help the "short board" members with weak ability and poor performance to improve the performance of the whole team, but also pay attention to cultivating subordinates with outstanding comprehensive performance such as work performance and learning awareness, and take them as benchmarks to introduce and popularize their excellent performance and successful experience at regular meetings, so as to drive the whole team to better morale.
6. Create a learning atmosphere. The most important thing in learning is to calm down and get rid of impetuousness. How can a person be wise if he can never calm down? People often make wrong decisions when they are anxious. Leaders who don't want to grow up have no future. Mao Zedong, a great man, let his secretary study in the last 24 hours of his death and spent the last 24 hours studying. Deng Xiaoping said that it is never too old to learn, so as to be "new, new and new" and be a new citizen.
In short, managers have different understandings of the connotation and extension of the success of cultivating subordinates to stimulate their potential, which depends on people's values, affects people's quality of life and shows people's realm. There are many factors that affect success, which can be divided into subjective factors and objective factors. So, what kind of people are easy to succeed? Perhaps influenced by my father's thought of "being poor and not afraid of death", I think that under the same conditions, I know how to sum up, can sum up and can sum up; Understand innovation, be innovative, and have innovative spirit; Those who can fight, can fight, and can fight are easy to succeed. That is, people who can "sum up", "dare to make a fool of themselves", "be willing to work hard", "always give themselves a hard time" and "treat what they don't like as what they like". Borrow a popular phrase in the field of education to illustrate the performance of stimulating internal motivation: the process of changing "I want to learn" into "I want to learn" is the process of stimulating internal motivation.
Third, stimulate the team potential. The team is made up of people. To stimulate the internal motivation of the team, we should first pay attention to every member of the team. This puts high demands on managers, but there are also ideas and methods to follow.
1, managers should have enthusiasm: to stimulate the enthusiasm of others, we must have this enthusiasm. The enthusiasm of managers is self-confidence, which injects strength and confidence into team members at any time; The enthusiasm of managers is a bright light, leading by example, guiding the direction and infecting team members with enthusiasm; The manager's enthusiasm is still a torch to ignite the team's passionate fighting spirit.
2. Managers should ignite conscience: conscience is truth and human nature. It embodies equality and respect, fairness and justice, explores the principle of things, does the right thing, and does things right.
3. Managers should dare to take responsibility: "Heroes often appear in the form of groups, not individuals". The achievement is a team, and the responsibility should be borne by yourself. Let every member rush forward with confidence, because there is always an umbrella on his head to block out the strong light for himself.
4. Managers should be "different from person to person": each member has different personalities, strengths, abilities and values. To achieve the consistency of ideas and concepts, we must "teach students in accordance with their aptitude" on the premise of understanding and respect, and treat different people in different ways and methods, and we cannot be the same. It's hard, but it works.
The greatest power in the world is the power of change. Kazuo inamori, the Japanese "God of Management", took over as chairman and CEO of JAL, and it took him half a year to turn JAL into a profit through reform. When talking about this matter in the dialogue column of CCTV, he said that in order to make JAL a trustworthy and trustworthy enterprise in the eyes of employees, I realized a kind of warmth and atmosphere from this sentence, which is the embodiment of "respecting heaven and loving people" that he has always advocated. This kind of consciousness itself is also an important way and method to stimulate the internal motivation of the team.
Thanks for reading!