Common mistakes made by managers

(1) refuse to take personal responsibility

1> there are two types of people in the world: one is constantly defending, the other is constantly expressing, and the other is constantly acting.

2> do not always say "I think" or "my responsibilities ". If you do something wrong, you do not need to find any reason. Take responsibility for everything.

3> to do anything, you must try to do it yourself and solve the problem independently. If there is something wrong, you can admit it and assume your responsibilities.

(2) Failure to inspire staff

1> role of the HR department: selection, use, retention, and cultivation. Basic education.

2> managers have responsibility in personnel cultivation, and the HR department has only 3 responsibility. Managers are passing on professional education. Why don't they give their good experiences to their subordinates?

3> develop the ability of subordinates to complete tasks independently. Do not rely on supervisors.

4> a new employee should regard it as his own child and educate it anytime and anywhere.

(3) focusing only on results and ignoring ideas

1> A successful person develops the habit of success at a very young age.

2> educate subordinates anytime, anywhere to cultivate their working abilities.

3> idea-> touch-> behavior-> habits (you must develop habits when doing things ).

4> educate the subordinate thoughts to make them grow up ideologically after work, and then touch them. Then, they develop into behaviors and finally form a habit.

(4) Establish opposition within the company

1> there is no "they" in the company, but "we ".

2> there is no "they" outside the company, but "we ".

3> if it is a problem with our company, we should acknowledge that it is "Our fault" and do not say it is the responsibility of our company.

(5) equal management

1> research the habits of subordinates, corresponding to their abilities and habits to arrange specific positions, that is, employing people to use their strengths.

2> do not treat people equally. Different people correspond to different policies.

3> human feelings and laws correspond to the current situation of different companies, and applicable to different situations.

A relatively poor company may need laws to regulate its behavior. When it develops better, it needs human factors to stimulate it and wait for it to grow to a very large scale, if people understand the law, they need such laws to constrain it.

Historically, we can also see that when a country is powerful, it must be authoritarian and fierce.

(6) Forget the lifeblood of the company: profit

1> there are four responsibilities as supervisors: 1. Profit for the capital owner 2. Employment for the society 3. Welfare for employees 4. Quality for consumers.

2> the most important thing is to seek profit from the capital owner. All others are doing well, without profit, and nothing is false.

3> managers need to seek profit with a responsibility, rather than simply seeking profit by means.

(7) only check the problem and not check the target

1> the fate of personality affects the pattern. To be a supervisor, you must make a big picture.

2> pay attention to big goals, not just small problems.

3> A manager can finish the most important and urgent tasks in a day's work, and put everything else as far as possible.

4> have a good attitude: Problem = opportunity. If you have any questions, you can get started.

5> your enemies will think of anything you forget or never do.

6> you need to make a company plan for several years or even longer so that you can position yourself as a target, rather than a trivial problem.

(8) Improper supervisor, only for friends

1> be a supervisor and have your majesty.

2> always only official business with subordinates.

3> no matter what subordinates are doing, you must be clear-headed as supervisors.

4> as a supervisor, do not break the rules, have your own majesty, and do not indulge subordinates. Otherwise, he will step on your shoulder today and on your head tomorrow.

5> if someone breaks the rules for the first time, he must be disciplined immediately.

6> if someone in the company breaks down the rules and is not disciplined, he will become a role model and it will be difficult for people to manage in the future.

7> do not mix with subordinates. Even if they are together, they must look like they have their own majesty.

8> if you have your own Majesty, a supervisor can be at ease when you are at K, because you have no human feelings with your subordinates.

9> keep yourself stable and confident in front of your subordinates, so that you are not surprised.

(9) failure to set behavior (or performance) Standards

1> A company's standard of conduct is to ensure the dignity of its members.

2> standards are a pledge, a quality, and a dignity. It is a great honor to let people know that we work under such standards.

3> make your own behavior standards create dignity for yourself and create your own brand.

4> with your own brand, you have your own dignity.

(10) management is not equal to the competition. Let's see who loves the most.

1> do not do things, do not do things.

2> do not be a good person, and those who are afraid of offending people are not suitable for the manager. That is, do not be human.

3> Han Feizi said: A supervisor can only suppress himself, which is called fear. A supervisor can only correct himself. This is a mess. A manager can only save himself.

4> A company can be regarded as a gold tower. The supervisor is the tower. If a tower is rotten and the tower is not broken, the whole company will be fine. Even if your supervisor is made of diamond, if the tower is broken, the company will also be broken.

5> the most powerful supervisor is to suppress your subordinates, correct your subordinates, and save money for your organization. Instead of Suppressing yourself all day long, correcting yourself and saving yourself.

(11) Those who are Confluence

1> recruit people not to fear that their subordinates are more competent than themselves, but deliberately recruit those who are inferior to themselves.

2> the advantage of employing people to use it is not to use it.

3> people with insufficient capabilities will eventually drag down competent people or the entire enterprise.

(12) only stars

1> focus on results, not just on efficiency.

2> do not do plans with no effect. Do not do plans with no effect.

3> do not use the so-called "superstar ".

4> the success of a company depends on the bottom of all people, not one person, not a manager, not others.

5> A general has accumulated 10 thousand dead soldiers.

6> therefore, we should cultivate the people below and let them grow up, and then become their right-hand. Instead of simply digging people.

Manager IQ

What does your boss think of you?

1> report your work automatically-Let your boss know

2> answer your questions from your boss and be clear-reassure your boss

3> enrich yourself and study hard to understand your boss's speech-making your boss easy

4> Accept criticism and avoid second-level mistakes-saving the boss

5> when you are not busy, take the initiative to help others-make your boss effective

6> Accept the task without complaint-make the boss complete

7> proactively propose improvement plans for your business-improving your superiors

Obey the boss's six rules:

1> the boss will never be wrong.

2> if you find that the boss is wrong, it must be my fault.

3> if I am not mistaken, it must be because of my fault that the boss has made mistakes.

4> if it is his own mistake, as long as he does not recognize the mistake, it is my fault.

5> If the boss does not recognize the mistake, I still insist that it is my fault.

6> in short, the boss will never be wrong.

Create a new tradition:

1> internal orientation-> customer orientation

2> service-oriented> fault connection

3> management and supervision-> employee participation

Keywords: project, project, horizontal job

Lack of communication and management organization from top to bottom.

The management and organization of horizontal jobs. A project requires collaboration between multiple departments.

Project Manager (Project): has certain experience and authority.

IBM Tokyo event:

Conclusion: If you have any prizes, you will not have them. Do not have a part. You can score by proportion, but not some or others.

IBM plant event:

Conclusion: It runs through all, and is the same for all people.

No matter who you are, the company's rules are fixed and should be implemented in this way without privilege.

Team:

The team is not a group )!!

To be a team, you must:

Thinking, autonomy, and cooperation

QCC (quality control cycle): an autonomous team. It is spontaneous and has no concept of a leader.

In the future, the world will be the logistics world, and whoever has the path will master the world.

Team issues:

1> lost groups

Decimals obey the majority, which may be incorrect.

2> group offset

A group of people joining the seminar became extreme.

It's just like getting started.

3> Public earthquakes

People like to use people with the same background as their own, like people in a school, people in the same province and city, etc...

Therefore, it is better for a company not to use people in the same school.

The Chinese are like a mess of sand, not just outside the world.

4> compromise

A supervisor must be brave when the dispute cannot be resolved.

One thing cannot satisfy everyone.

Leverage the power of team participation:

1> internal team

Let your subordinates also try Dangdang manager and let them know how difficult the manager is.

2> problem-solving team

3> Team across departments

4> Self-supervised team

Manager EQ

IQ-smart Performance

Eq-sentiment reflection

An hour later.

People with high IQ, but poor eq (interpersonal relationship) may not be able to succeed.

EQBreeding Background:

1> Environment Change

Currently, people with high IQ are not necessarily good. People with high IQ can control the environment.

2> collapse of traditional loyalty

3> team efficiency requirements

High IQ and low EQ:

1> unable to adapt to the environment

2> cannot seek perfection

3> cannot take full account of the overall situation

4> cannot lead a group

80% of successful people are high EQ, And it is rare to have a few high IQ, unless you are high IQ and high EQ.

EQ is not an outlet for emotions, but an inspection and utilization of emotions.

Every one has its own negative side.

Caution: (positive) Survival (reverse) conservative

Persistence: (positive) Objective (reverse) stubborn

Harmony: (Zheng) team (anti) Xiang nian (the mentality of the villagers, good people)

Strict: (positive) Discipline (reverse) cold

Warning: (positive) Careful (inverse) Section

Do not say what are the advantages and disadvantages of a person, but what are the characteristics of a person.

People use its features.

Great Theory:

1> intelligence (not just what you learn in school, including what you learn in your future life)

2> proactive)

3> Supervision

4> self-confidence

The confidence of a leader is important to the entire enterprise and even the country.

5> final

These opportunities !!! If you have a chance, you can succeed, but first you need to accumulate capabilities.

Yishou

2 Yun

Sanfeng Shui

Sijade

5. Reading

The basic elements of EQ are honest.

High EQ people know how to use others' emotions.

AQ(Inverse Operator)

Inverse business: a person faces adversity, his ability, or his scale.

Three Ways of adversity:

If there is no foreign enemy, the country will decline.

Without competition and adversity, a person has no fighting spirit.

Frustration

Japan-death promotion)

Adversity helps survive:

Despite stress, Adversity sometimes helps us survive.

Crisis alert:

Dilemma stimulating thinking:

What a boss should have:

Sense of crisis

Pressure

Sense of belonging (think of this enterprise as your own home)

You do not need to tell others about your pain. You need to resolve the pressure yourself. In the end, people just treat it as a joke.

A great success man is either a great mother or a great wife.

In the face of stress adjustments, this should be the case for companies and their families.

Do not be very nervous in the face of deployment!