The latest I do not know how to read the desire (may be more stressful, need to rely on reading to improve self-confidence), just because of the team's outstanding performance last year, our 5 team has won the Department of Innovation Project team, won 2000 Yuan Award. Everyone is thinking about how to spend this money, of course, eat a meal must be indispensable, but also do not have a per capita 400 so extravagant, so just want to take a part of the money to buy some books, so as to sustainable development, the next time you can win another prize.I am active in buying books, searching at home, confirming the book I want to buy:
- "Hackers and painters"
- The path of programmer's cultivation
- Mathematics of the programmer
- The Myth of man and Month
- 45 Habits of efficient programmers
See me so active,TeamleaderSay that there are still some books in my home, before the new book has been bought, you can show me, one of which is "one-minute management." The book was short and soon finished, taking advantage of the two days of impressions and recording ideas.
The book is more than 100 pages, told a story: A young man has been looking for an efficient manager, he eventually found a manager claiming to be a "one-minute manager", and told him as a "one-minute manager" three tips:
- One minute goal
- A minute of criticism
- A minute of praise
The young man studied the three secrets carefully, decided to enter the manager's company, and in the end, he became an efficient "one-minute manager."
The story is simple, but the "one-minute manager" three elements of daily management, and analyzes why these three points so important.
I am not a manager, but as a member of the project team, I always support ourTeamleader, I will stand in his perspective to think about the problem, only in this way, I can understand his pressure as a manager, will be more willing to accept the work he arranged.
I think a good embodiment of EQ is whether a person will stand in the perspective of others to think about the problem, talk and behavior will consider the impact on others, so the low EQ is always easy to say something to let the people around feel uncomfortable, even inadvertently offend others.
One minute goal: goals are critical to a project team, as developers often complain about unclear requirements, but they can also be understood as unclear goals for development. If as a developer, I do not even own development goals are not clear, even if I want to show myself in the project, get the leadership of the affirmation, but I do not know where to go.
The method described in the book is: each time the task is scheduled, and the developer to clear the objectives of the task, and each goal is recorded on a separate note, each goal of the specific description of no more than 250 words, can be read within a minute. The description should be clear in the realization of this goal in the process or results, how to be qualified performance, how to be excellent performance, the developer should be on a daily basis to compare their work with the goal, to see whether to achieve the best standards.
Our company has always attached great importance to the goal of the task of clear, now adopted the Agile iterative development model, every half-month an iteration, the iteration of the project team members together to determine the task story of this iteration, each task objective clarified, and the Delphi method to evaluate the time of the task. After the iteration begins, all tasks are imported into the Jira system, and the JIRA system tracks the completion of each task in real time. feel our company in a piece or do a good job, but the evaluation of the task is indeed a more difficult thing for the project team, Teamleader to pre-clean up the back half a month development plan, clear development tasks, need to teamleader the project has full control ability. One minute criticism:Sometimes I can imagine if I do as Teamleader, will be very tangled: the superior will give all kinds of pressure, time node, quality management and so on, but subordinate work and very tired, can not overwork, can not put pressure to them, to let them at ease development. I feel that I am a soft hearted person, can not criticize their subordinates.
after reading the book "A minute of criticism", I found that management is still to pay attention to methods, not with the emotional management, because you think the right thing, may not be grateful to others, but the overall project is a negative impact.
The Book advocates the poor performance of the place, to timely criticism, to let him deeply feel his mistake, at the same time to sincerely for the sake of employees, to let them feel your concern for them, rather than estimate the fault.
at work, there is a situation where an employee does something wrong, the leader is in the mind, tells him about it during the year-end interview, and acts as a reason for his unsatisfactory performance. The results can be imagined, the staff think the leader told him the wrong thing, not hope he will correct, and in the future to do better, but as a reason to give him bad performance, so that employees can not feel the leadership of his concern, but will think the leadership deliberately embarrassed him, against him.
So criticism is necessary, but the key is to be timely, any settle scores will be considered by employees as malicious.
One minute compliment: This is more than a minute of criticism to understand more, we all know that when educating children, praise than criticism can play a better effect, so I also always think that people in the work, to give some sincere praise to those around, which can greatly improve everyone's happiness.
but this simple truth, in general managers, but it is difficult to see. Most managers do not try to find the strengths of their subordinates, but instead devote their energies to discovering their weaknesses, because each year they have to perform for their subordinates, and they need to find a good reason for most of their performance-B employees, who tend to be able to Feel the sense of accomplishment by saying exactly what a subordinate does badly.
The book advocates that managers must focus on the strengths of the staff, especially the newly-entered staff, must spend more thoughts, find the opportunity to praise them, let them feel the warmth of the new environment, feel the leadership of his work care , the affirmation of his efforts. A person with a sense of accomplishment in his heart can play his ability in the work and show his combat effectiveness.
2 hours after reading this small book, but let me to the past working environment memories for a long time, I believe that these principles not only in the work of the application, in life is the same.
From for notes (Wiz)
Read "One minute manager", simple but practical reason for doing things
