Kai-fu Lee: leadership is a unique art

The new century requires us to recognize, understand, and practice leadership with a more equal, balanced, and creative mindset. In order to transform from a traditional "manager" to a successful "lead", what we need most is not to complete the established tasks, nor to design the organizational structure of the team, it is not skillful in giving orders, but creating a passionate and innovative environment for all employees. Leadership is not a method or skill, but a unique art.

Vision is more important than control

Vision is the company's planning and description of its long-term development and ultimate goal. Enterprises or teams that lack the guidance of their ideals and visions will be afraid of risks and challenges, and they cannot have firm and lasting confidence in their own careers, it is also impossible to make decisive decisions in the overall situation and long term in complex circumstances, so as to calmly cope with the situation. A good leader will share the company's vision with employees and, if possible, will also involve employees in the vision planning. If employees can fully understand the long-term development direction of the company and share the same goal with everyone who works together, the company will have endless source power.

A poem by the American poet Robert Frost, "The Road to unchoice". The last few words of the poem:

There are two roads in one forest,

And I chose one with fewer people,

From then on, I decided the path of my life.

Developing and sharing a beautiful vision with employees can fully stimulate employees' sense of participation and enthusiasm, and maintain a strong morale and firm direction for the entire team. This is an important part of the art of leadership.

Belief is more important than indicator

Successful enterprises always stick to their core values. For example, one of Google's core values is "never meet, always strive for the best ". One of Google's founders, Larry? Page pointed out: "The Perfect search engine needs to solve the user's needs and return to the user's needs ." For search technology, Google continues to achieve long-term development through research, development and innovation, and is committed to becoming a pioneer in this technology field. Although it is already a world-recognized leading search technology company, Google is still committed to the belief that "never meet", constantly surpassing itself and providing users with better search products.

At the same time, the company's overall beliefs or values must also be reflected in its employees. After all, any enterprise is made up and promoted by all its employees.

Jack, former chairman of General Electric? Welch pointed out that the evaluation of employee performance must be combined with the evaluation of its values, and focuses on whether the values of this employee are consistent with those of the company. A total

Four possibilities:

■ Performance is up to standard, and the value is easily aligned with the company. The company will not hesitate to provide him with rewards and promotion opportunities.

■ The performance is not up to standard, and the value does not match the company. Ask him to leave immediately.

■ The performance is not up to standard, but it is consistent with the company's values and gives him another opportunity to consider re-assigning work to him.

■ The performance is up to standard, but the values are not consistent with the company's. This is the kind of person that is enough to kill a company.

It turns out that many companies go to collapse simply by hiring people who have excellent job abilities but poor character or who believe they are at odds with the company.

Talent is more important than strategy

For managers in the 21st century, talent is even more important than corporate strategy. With outstanding talents, enterprises can make a difference in the market, and managers can truly realize the value a manager deserves. Without the support of talents, no matter how ambitious the blueprint, no matter how compelling the enterprise strategy, can not be truly implemented, cannot achieve the ultimate success.

Enterprise Managers should regard "people-oriented" as one of their most important missions. They spare no effort to discover and discover talents and attract talents suitable for the characteristics of the company to their side. Generally, if a manager cannot ~ 50% of his work time is invested in recruiting talents, so he cannot give his team lasting motivation, and he is not a qualified manager. A good manager attaches importance to the growth of employees, gives the largest development space for talents, and provides sufficient training and learning opportunities for talents.

Authorization is more important than command

In the 21st century, the management of decentralization will become closer and closer to the expectations of employees and is the smartest way to manage. Because when companies gather a group of smart enough talents, if they just use these smart people as gear to let them listen to the leadership for everything, it will only cause the following problems:

■ Employees' work satisfaction is reduced.

■ Employees think they are not valued, and the pleasure and significance of work are not obvious.

■ It is difficult for employees to grow constantly at work.

■ Employees' personal talents and potentials are not fully utilized.

Many managers pursue their own control over power. They are used to the command center and always owe most of their achievements to their subordinates. This kind of "powerful" and "command-oriented" management method can easily lead to: managers are under too much pressure, and employees must ask leaders for instructions in everything, waiting for the manager's command.

The team relies too much on managers. The success of the team depends mostly on the individual manager's ability to handle all problems in no small detail. The overall team's ability to respond to external changes and response efficiency are greatly reduced, because all decisions and commands need to be made by managers, and employees will only habitually report changes to the leadership. "Authorization" is more important and effective than "command.

Authorization is very important, but authorization is not only about assigning all responsibilities, but also coordinating the tasks by the leaders. Authorization should be:

■ Organize a team with mutual trust.

■ Set team goals and everyone agreed to take team goals as the most important goals.

■ The entire team helps and supervises each other. If you have something to say, you can directly raise the issue.