Methods for improving management capabilities

It is understandable that many people want to quickly improve their abilities when managing others. However, it is difficult to know how to improve their abilities, the Purgatory process of Yu Cheng is not achieved overnight. This should be well prepared; otherwise, "speed is not up to speed ". What I said is not to say that there are no "fast" ways and methods to improve our capabilities. As long as we master some methods based on our actual situation, we should say that it is fast to avoid detours, which is a shortcut.

 

The following points are for your reference:

1. The first step to clarify your ability menu and determine the goal of improving your ability is to clarify four problems:

(1) What are my most outstanding abilities?

(2) What are the capabilities most urgently needed at present?

(3) What are the capabilities I lack most in comparison to what is urgently needed?

(4) How can I improve these capabilities? You can list a form to answer the above questions one by one, so that your lack of capabilities and future efforts are clear.

2. Pay attention to the following points when preparing an action plan for improving your capabilities:

(1) Reasonable, optimized, and improved knowledge structure. A supervisor has three knowledge structures: professional knowledge, management knowledge, and related knowledge. Only by establishing and improving a scientific and rational knowledge structure can we effectively support and improve our professional competence.

The first type is the traditional knowledge structure, that is, the structure of only a certain professional knowledge. This is the only knowledge structure, or linear structure. This knowledge structure is far from meeting the requirements of managers.

The second type is the "T" knowledge structure, or the vertical and horizontal structure. "Vertical" indicates the depth of a certain professional knowledge. "horizontal" indicates the SPAN or breadth of knowledge related to a certain field. The "T" knowledge structure can also be called the static structure of the General talent. If the knowledge structure of a modern manager lacks a time scalar and does not reflect the index of the Knowledge Update rate, it is still incomplete.

The third type is the "T" knowledge structure with the concept of time, or the dynamic structure of General talents. There are three main measurement indicators for this type of knowledge structure: depth, breadth, and time. Only such a knowledge structure is the ideal knowledge structure of managers.

(2) "fill in the short board" based on your career and work needs ". In general, I do not advocate "complementing the short board". I advocate taking advantage of my strengths and advantages to make my strengths longer and better through learning. However, if your current job really requires this kind of ability, you must fill in the missing "short board ". For example, as a professional manager, if you have a short gap in the professional knowledge and ability required by the professional manager, you must make up for it. For example, communication skills are the most basic quality requirement of managers. If you want to develop your management position, you must complete this course. Otherwise, you are not competent, you cannot develop better. If your character and habits cannot be changed and you cannot complete this course, you should consider changing your career path, such as taking the path of technological development.

(3) how to constrain the mastery and accumulation of your own knowledge in terms of action must be converted into practice and action. Otherwise, more knowledge can only be discussed on paper. Therefore, while learning, you must apply the learned knowledge, methods, and tools to your own management practices. For example, you learned aboutTime management,Target Management,Communication ManagementKnowledge and methods, we need to consciously develop an action plan for ourselves, how to check our implementation, and how to improve our existing problems and deficiencies.

3. General self-management capability of managers

What is the general self-management capability of general managers, Peter? Peter druker said, "effective managers are becoming an extremely important resource in society. Being able to become effective managers has become a major indicator of personal success. The effective foundation lies in the self-management of managers. "That is to say, as the backbone and leader of enterprises and teams, to manage others well, you must manage yourself first. to lead others well, you must first lead yourself well.

Generally, as a supervisorNine self-management capabilitiesYou can exercise to improve yourself based on your actual situation:

(1) Role Positioning ability-recognizing self-value and clear career positioning; (2) goal management ability-Grasping the principles of life and clarifying the goal of struggle; (3) time management capabilities-learn how to manage time and achieve key control; (4) Efficient communication skills-master communication skills and realize the right-to-right news; (5) eq management capabilities-improve Emotional IQ, harmonious interpersonal relationship (6)Career ManagementAbility: Clarify career paths and strengthen career management (7)Network ManagementCapability-manage connections and resources to help others; (8) health management capability-promote health and harmony and maintain vigorous energy; (9) learning and innovation capabilities-continuous learning and innovation, and continuous development and progress.

4. General team leadership of General Managers

There is a well-known "pot-covered principle" in management. It refers to how much your leadership is, how much your achievements will be, and your achievements will never surpass your leadership. Napoleon once said, "Only bad generals, no bad soldiers ". Self-management and team leadership are two basic competency systems that managers must possess. IfSelf-management is the foundation for managers to achieve self-success., So,Team leadership is the guarantee for managers to achieve the success of the team..

By improving self-management capabilities, you can achieve "small success" (high-performance individuals). By improving team leadership, you can achieve "big success" (high-performance teams). Generally, the supervisor's leadership skills can be summarized as follows:Upgrade and training in nine aspects:

(1) leadership ability-master leadership skills to improve leadership charm; (2) decision-making ability-learn to make decisions scientifically to avoid major mistakes; (3) Performance management ability-focus on target execution, improve team performance; (4) Motivate subordinates; use incentive skills to ignite their passion; (5) Coaching subordinates; (6) Coaching subordinates to improve their abilities) authority-good at authority and authority, practice without governance; (7) team learning and innovation capability-continuous learning and innovation, maintain team vitality; (8) Employee management capability-fulfill employee needs, experience happy management; (9) Team organizational skills-learn how to coordinate teams and promote unity and cohesion.