"Hero" and "general"

-- Transition from excellent employees to managers

"General will not be generated on the upper reaches of Gansu Ridge, but General will once be heroes." "A hero may not be a general in the future !...... General should learn through their own efforts to comprehensively improve their own quality to meet the needs of the company's globalization ." Heroes are excellent independent contributors and generals are team managers. From a hero to a general, it represents the great strides between outstanding independent contributors and managers.

　　
1. pain points from excellent employees to managers

From the responsible person in the first-line area to the project leader, to the Customer Service Manager, it has always been an outstanding employee (approved by the supervisor and has good performance ). However, when being appointed as a manager, the team needs to be involved in business operations. When the team's strength is required to accomplish performance and goals, the team finds that performance cannot be improved. The main problems are as follows:

1. I spent a lot of energy developing a lot of systems and strategies that felt very good, hoping to improve my work and create high organizational performance. However, in actual operation, it is always impossible to implement them permanently. Continuous meeting analysis, discussion and research, but there is always a lack of effectiveness. Strategies and systems have become a bunch of things that look beautiful but have no practical value.

2. There is always a big gap between work results and expectations, but I don't know where the problem is. Some problems have been repeatedly stressed, but they are still happening, making them difficult to defend against.

3. Team members lack systematic thinking in their work. They only think about network problems from the perspective of a single product, do not coordinate the entire network, and do not cooperate with each other.

4. The working status of team members is fluctuating, and there is no ideal employee. There is no spirit of excellence. Some team members lack a sense of mission, are only responsible for their work, and are not sensitive to many problems.

5. Some customer problems are difficult to promote, and there are many misunderstandings and conflicts with the surrounding departments. Work is passive from time to time.

In the face of so many problems, I constantly complain that my subordinates have poor abilities, and I need to operate on everything myself, but I don't have three heads and six arms, and I have become a bottleneck. Every day is exhausted, but it is difficult to have good performance. The previous excellence was questioned and the work was very painful.

Ii. Reflection and practices

In my work, in the face of the actual environment and specific work, how to lead the team members to carry out their work, make common progress, and achieve a high-performance team, I have carried out some exploration and management practices.

(1)Business execution:

1. Let all members participate in the business planning, conduct a systematic discussion of the business in the team, and work out goals and strategies that conform to the actual situation and can be effectively implemented.

Through the participation of all members in the business planning, and combined with the actual situation, each member can clearly understand our business objectives and their meanings, as well as related problems and risks. In this way, the planning is more practical and deeply rooted in the hearts of the people, and it is easier for the team to motivate their willingness and potential to achieve these goals, so as to truly and effectively serve the subsequent business execution. In addition, through collective participation planning, we have also cultivated global and systematic thinking of team members, enhancing the collaborative operation of the team. In the future business implementation, the implementation and work effect have indeed been improved.

2. After a task is assigned, you do not need to pay attention to the process ". As a result, there is a big gap between work results and expectations. In practice, it is found that "people must be suspicious", that is, the work process must be communicated, guided, and monitored.

By adhering to the implementation of Implementation Measures of level-by-level communication reporting, hierarchical monitoring, timely follow-up and on-site verification, the work effect has been significantly improved, and the completion rate of various objectives has been at the forefront of the work.

3. Change your mindset, from fear of a problem to regard the problem as an opportunity for job improvement. Learn from the problem and summarize it.

Learning and summarizing from problems is an important method for continuous improvement of work. In practice, it is found that good results can be obtained from several aspects such as problems, waste, and exceptions. At last, we need to standardize and institutionalize the improvement work. Only in this way can we maintain and inherit.

(2)Team building

1. Appreciate the differences between individuals. The length of employment is short. Every employee is always required according to their own standards, and every employee is expected to be a brilliant Superman, resulting in the total failure to find the ideal subordinates. In fact, we found that the individual differences between people are huge, and the excellent Superman is not. We can only be as knowledgeable as possible, so that everyone can play the best role in the team. At the same time, give people as much space as possible. Do not assign too much detail to work; otherwise, it is easy to limit people to a narrow range, which is not conducive to the use of employees' subjective initiative, it is not conducive to better discovering and developing the strengths of employees.

In practice, we also have the following experience: Finding personal strengths in a "Trojan" manner is often a long cycle and there are some risks. Another way is to find talent by performance traction through horse racing competition. Of course, to truly achieve "good people, and good people", it is necessary to "learn while doing" through the accumulation of a large number of practices.

2. Another reason for the unsatisfactory work of team members is that the supervisor has done a lot of work and has less "preaching, teaching, and confusing" for employees. On the one hand, we need to be the mentor and coach of our employees, and conduct training and guidance from person to person based on individual differences. On the other hand, we also need to guide our employees to make their commitments and give them a stage and expectation, it allows employees to freely exert and create, fully develop their potential, and automate their work.

Communication is the core of training and motivation. Be sure to learn communication and use communication. Develop regular communication plans with employees, and promptly praise and criticize employees. "We shall be good at public halls and take disciplinary measures in private ".

3. The collaboration and cohesion of the team, the spirit of pursuing excellence in the team, is an important guarantee of organizational performance. The original vision, mission, and value for the team have been stuck at the slogan-slogan. In actual work, we should find that our vision, mission, and values should never be nothing but nothing. These should go deep into every step of the team's work and need to be strengthened and deepened in every bit of work, we need to make team members feel it and guide them to pursue it.

The supervisor should set an example and set a benchmark in the team through regular communication, conduct study activities and democratic life meetings, and focus on contributions; Be Honest, honest, and simple interpersonal relationships; the pursuit of excellence in character, dedication and responsibility, initiative, unity and cooperation, and other core values are carried out and emphasized. At the same time, managers should set an example at ordinary times to reflect and draw traction in various occasions and systems.

(3)Peripheral cooperation

In the face of customer problems and poor coordination around the world, many employees are always inactive when they feel that they are not doing well. In practice, it is found that coordination and communication with the surrounding area are the work that managers must work with and cannot give to their subordinates.

First, go deep into the customer to test the effectiveness of the work, discover improvement methods, and improve business and management.

Second, to meet the challenges and pressures of customers and achieve end-to-end service delivery, we must promote the coordinated operation of surrounding areas, carry out cross-Department Cooperation, and communicate and cooperate with each other, create cooperation atmosphere and communication channels for subordinates to resolve peripheral problems.

Finally, as the front-end tentacles of the company, the company is keenly aware of changes in the environment, promptly adjusts policies, and processes and transmits information to ensure that the Organization can perceive changes sensitively, adapt to and develop in a competitive environment.

　　
Iv. Summary and insights

Summary from management practices:

1. Execute the specific business of the company and act as a leader to carry out long-term business planning, discover and solve problems during business execution, and standardize them.

2. Build a team based on the company's value and corporate culture, and lead the entire team toward a common goal, forming a learning team in the forward.

3. External relations. Go deep into the customer, conduct related activities, and establish partnerships with the customer. Coordinates surrounding areas to achieve cross-Department Cooperation and end-to-end delivery.

Of course, in practice, I also deeply feel that management is not a simple logic of 1 + 1 = 2. It is both scientific and artistic. There are also some insights, which are also the direction for the next step.

1. "governing large countries like cooking small food": it is easy to win, while balancing and flexibility must be paid attention.

2. "governing the country with Justice": especially in service work, everything comes from our accumulation. We need to do it in a down-to-earth and step-by-step manner. We must never be opportunistic. Get rid of fast-paced fantasies and work hard.

3. "Not only on, not only on books, but only on reality": seeking truth from facts, focusing on the target rather than the target, focusing on the customer rather than the internal. The combination of theory and practice, close contact with customers, criticism and self-criticism.

"Will be the best, see the mountains and small": strengthen their own cultivation, improve their own height and level, the only way to truly consider from the global perspective, to guide and train employees.