The second lesson lasted two days, mainly about the team from recruiting to high performance at all stages of the characteristics, what problems, how to solve!
Combined with my own personal experience, after reflection confirms to see, or very rewarding.
The second lesson for a female teacher with a male name, in fact, we do not have much idea of the teacher's men and women.
However, after the introduction of the teacher in the opening, the first impression and behavior of the people there is more than the first lesson teacher different things.
The question is on this self-introduction.
After the teacher introduced his own name, said that it has more than 20 years of work experience;
Working in a foreign company before 08, this coincided with the Olympic Games need to train 3,000 employees and volunteers;
After that, the job-hopping to a state-owned enterprise, achieved a "gorgeous turn" (The teacher's own words),
Realize their dream "40 years old no longer need to nine to five, there are also!" (The teacher's own exact words).
After that, some of the more active students who listened below began to act on purpose.
The teacher asked, we all know the marching ants, the following people answer "do not know"!
You've all seen "..." and someone should "never read it, we'll just watch the show!" "
In fact, this is nothing, the teacher is just beginning not good to step down, the back contact more is OK.
But this little thing that I have written down to say is:
For the first time to introduce themselves to others, their exploits must be a third party to help you say.
Obviously is not necessary, blow is even more not!
Borrow a net say: "Pack B was struck by thunder!" "
Since it is a team, guanggansiling one must be the whole. Let's recruit first!
Recruit, specifically said the interview, from a two or three-page resume, plus a no more than two hours of interview,
It is definitely a technical job to judge this person to be fit.
I have been to a special training course "Trace people, interview reading Heart",
It is a specialized training course, and later wrote a complete training summary, "Mark people, interview reading Heart" Training Summary ",
The above can be operated more strongly.
The teacher said the interview content, the main emphasis on the interview in the question of a "four to three don't" concept,
There is no analysis and examples of teaching, such as what is a good resume, how to look at resumes, etc.;
But the following is also recorded as a supplement:
1. Interview Preparation
1) What to know
Read the resume carefully and extract the following information from your CV:
. Applicant's personal status, qualifications and accomplishments
. Professional and technical knowledge of candidates
. The experience of the applicant and the activities he has participated in
. Self-evaluation materials for applicants
2) What to Master
Comb and analyze the JD for this position and do the following:
. Clearly define the nature of the work
. Know the skills and qualifications required for the position
. Prepare for interview questions
. Prepare an interview outline
3) What to arrange
. Interview location
The location of the pantry or the open space is not good for the candidate and will feel disrespectful.
. Interview atmosphere
. Resume
. Evaluation Form
2. Four steps to the interview
End of start-up
It is believed that many people who interview are doing so.
Warm up: Okay, no, it's far from here.
Import: Introduce Yourself!
Unfold: you this thing ... , the project ...
Finishing touches: In general, OK, wait for the result in a week!
At this stage of the unfolding
I usually ask the law to be:
First ask the basic technical point,----investigate the basic skills;
Then the technical points in the project in-depth to ask,----the project is not really done, do deep;
Re-ask communication and management,----inspection technology and project vision;
The final question of character and intention;----to prevent a wonderful work, see how long it can be done here;
3. Interview Skills
Four to three do not;
Four types of questions to ask more:
. Open-type issues
What is the status of life in the next 3 years/5 years?
Who do you mix well with (classmates) around you?
What do you think is the most successful 3 people? Why?
. With maximum limit issues
Example one: Too many items in a CV
One time I met a very long resume with a technical category, with more than 10 items listed,
After I looked closely, the projects were still relevant, but I couldn't see the key items from my resume.
So I asked him, "What do you think is the best project you've done?"
He answered three of them,
I took down the order of his answer, and focused on his three projects,
In fact, most of the three projects covered his technical accumulation in other projects,
Both the breadth and depth of his technology were examined, and the interview process was speeded up;
. Behavioral Case Issues
The main thing is to ask specific projects
. Follow-up questions
To ask a point to the end;
Three types of questions not to mention:
. Closed problem
. Theoretical issues
. Introductory questions
Behavioral Characteristics:
. The selected members are excited and nervous.
. Have high expectations of the team
. Self-positioning is not clear, need to test the surrounding environment and people
. There is a tumultuous sense of insecurity, anxiety and confusion
. Reliance on Authority
. Team members in the running-in period, low efficiency;
About the characteristics of the formation period, the course gave a case.
(The case is too long, really do not want to knock, and then there are copyright issues, is not very general.) )
This is probably the case:
Human aspect,
This department is newly established,
Leadership is from the technical backbone just upgrade, team members are also from various departments from the new together.
This middle has and leading in the same department before the competition leadership post failure technical backbone;
Have jumped the three or four department, the performance has always been the general elderly;
There are newcomers who have just entered the workplace for a year or two;
Matters,
Did not cooperate, the problem, a lot of loopholes, responsibility is not their own!
In general, the formation period can be considered
Everyone is almost new to the newly formed department, and the leader has just started to take over the department,
And most importantly, we have not been together to experience one or two major projects, this time period is the formation period.
And like the Department for a long time, members are also in this department for a long time, the leadership is the chief executive, such a team does not meet the above characteristics,
So it's not the formation period.
How to spend the formation period, to do four aspects of work:
. Clear goals
. Clear roles and responsibilities
. Build Trust
. Play Leadership
In other words, it is:
set goals, rules, eat a meal, the leadership of the Boss!
1) Types of team goals
. A long-term, directional goal
. The goal of transition and urgency
. Clear, specific goals
Let's talk about my own feelings about the goal setting.
If you are a leader with the right to decide, or a part of the decision-making authority,
Then you are important and it takes a lot of time to set your department's goals within your own discretion,
And this goal must be:
Long-term, such as six months to a year, but can not be longer, and there are 1-3 months on a milestone;
Can truly for the company, for the user to create value, this is very important, it is related to the members of the recognition of the project;
Can be achieved and have a certain degree of difficulty;
The importance of the goal is self-needless to say,
Why it takes a lot of time, because you have to look farther than the members of the team, understand and think more deeply;
How do you look far beyond the team members and see deep?
It all requires you to spend time reading books, reading information, thinking;
Understand the market, research the competition, do some feasibility research and verification of the program;
Think, weigh, and make choices from the intricacies of the possibilities;
This goal has high expectations, the completion of the value! is also the value of being a leader!
In fact, there are differences between leaders and managers,
If only people, things, not a certain right to decide, but the above arrangements for what to do, this is only a manager;
And the leader is to decide the direction and the goal.
Leaders and managers work mainly on three items:
Self-management;
The person who cares;
In charge
Fig-1 Manager's work content
The goal of making this one, it is the need for a high self-management, self-improvement can be done well!
To rise from a manager to a leader!
2) Clear roles and responsibilities
This is to say that the first to make good who is responsible for what, those are required to abide by;
3) Trust basis-communication
Trust is based on communication, then communication is based on listening,
A person who is good at talking, first is a good listener!!!
I have seen a few of the stories about listening fables, and then posted here, as a reminder of it!
A).
There is a scholar to buy firewood,
He said to the man who sells firewood, "Come here!" ”
The people who sell firewood do not understand the "Dutch" (firewood) three words, but understand "come" two words, so the wood to the scholar in front.
The scholar asked him: "How is the price?" The man who sells firewood doesn't understand this sentence, but understands the word "price", so he tells the scholar the price.
Scholar went on to say: "Outside the real and inside virtual, enta and flame less, please damage."
(Your wood appearance is dry, inside is wet, burning up, will smoke more and the flame is small, please cut some price.) ）”
The man who sells firewood, because he does not understand the scholar's words, then took the firewood and went away.
Managers usually better use simple language, easy to understand words to convey the message,
And for the object of speaking, timing to have some grasp, sometimes too much modification can not achieve the purpose to accomplish.
B).
American famous host Linklater a day to visit a child,
Asked him, "What do you want to be when you grow up?" ”
The child's naïve answer: "Well ... I want to be the pilot of the plane! ”
Linklater then asked: "What would you do if one day your plane flew over the Pacific and all the engines were off?" ”
The kid thought, "I'll tell the person sitting on the plane to tie the seatbelt, and then I'll hang up my parachute and jump out." ”
As the audience laughed at the scene, Linklater continued to gaze at the child and wanted to see if he was a smart guy.
Unexpectedly, then the child's two lines of tears, which makes the Linklater found that the child's sympathy is far from the words can describe.
So Linklater asked him, "Why do we have to do this?" ”
The child's answer reveals a child's sincere thought: "I'm going to get the fuel, and I'm coming back!"
When you hear people talking ... Do you really understand what he is saying? Do you understand me?
If you do not understand, please listen to others to finish, this is "The Art of Listening":
. Be obedient and don't listen to half.
. Don't project what you mean to the top of what others say.
C).
Once a small country came to China, a tribute to the three identical Jin, the Emperor happy bad.
But the people of this small country are not honest, but also a topic: Which of the three gold people is the most valuable?
The emperor thought a lot of ways, please come to the jeweler to check, weigh, look at work, are identical.
What to do?
The messenger is still waiting to report back. Great country, you don't even know this little thing, do you?
Finally, a retired old minister said he had a way.
The emperor will send the messenger to the hall, the old minister's chest had enough to hold three straw, inserted into the first Jin ears, this straw from the other side of the ear out.
The second Jin of straw fell straight out of his mouth,
And the third Jin, the straw went in and fell into the belly, what ring did not.
The old minister said: the third Jin is most valuable!
The Messenger is silent and the answer is correct.
The most valuable person is not necessarily the most able to say.
God give us two ears a mouth, it is to let us hear more and less said.
Being good at listening is the most basic quality of a mature person.
D).
One of his disciples told him that his shoelace was loose before he came to the stage.
The master nodded his thanks and squatted down carefully. When the disciple turned around, he squatted down and loosen the laces.
A bystander saw all this, puzzled to ask: "Master, why do you have to loosen shoelaces?" ”
"The master replied," Because I am playing a tired traveler, long distances to let his shoelaces loose,
Could show his weariness through this detail. ”
"Then why don't you just tell your disciples?" ”
"He was careful to discover that my shoelace was loose, and to tell me enthusiastically that I must protect his enthusiasm,
Give him encouragement in a timely manner, as for why to untie the shoelaces, there will be more opportunities to teach him to perform, you can say next time. ”
4) Sources of leadership
Fig-2
Of course, this is some theoretical guidance,
and the actual work, not so complex;
For the grassroots managers, the most important thing for a good leader is to do three things:
. Equal and humble man
. Work through thick and thin;
. The house has been blessed;
The course provides two cases for how to spend the formation period.
Mainly talk about the formation period of the leadership of the issue of the formation period,
First through one-on-one communication, to the team members to celebrate, everyone together eat and drink to build up the team's initial trust.
In fact, the formation period is less problematic, the team's first love period.
At this time, we are not familiar, can still look after the face, contradictions and conflicts are not superficial;
Life has just begun, the construction period is not tight, the running-in is just beginning;
What needs to be done at this time is some of the important but not urgent things mentioned above;
Have prepared, can really play, do the project;
. Expectations are out of touch with reality and hidden problems are gradually exposed
. Have frustration and anxiety, question whether the goal can be achieved;
. Interpersonal relationships become tense and team conflict intensifies;
. Dissatisfied with the leadership, especially when problems arise;
. Productivity suffers sustained blow and process chaos
In general, is the project and work has begun, people discord, things are not smooth!
The work of the turbulent period and how to get through the turbulent period is to push the project and resolve the conflict!
1. Causes and solutions of workplace conflicts
In class, the teacher summed up the causes of conflict in the workplace and the following solutions:
1) Communication issues
Reason:
This kind of conflict is very common, as you understand the need to prioritize the ABC, I understand the priority is the CBA,
This is because the information asymmetry, the understanding has the deviation causes;
Workaround:
Synchronization of information, communication and resolution;
2) Incompatible targets
Reason:
This type of conflict, the example given in the course, is generated between leading and leading competitors.
Leaders want to bring a good team, and lead competitors to defy, work and projects do not cooperate.
Workaround:
The leader in the case is given the leadership to arrange an unexpected birthday to the leading competitor,
Eat and drink chat, and then appeased, entrusted to lead the task of competitors;
In other words, the leader should adopt the flexible means, unify the goal;
3) task dependencies
Reason:
Only A's work is done, B's work can begin,
At this time, if a is postponed, the duration of B is very tense, B must be to do a!
Workaround:
Supervise a, help a solve the actual problem, a and then help B get together;
Want to be in the people are in a boat, make good everyone through the wind and waves, not good, we are a piece of finished!
4) Personality Differences
Reason:
Now the workplace is more diversified and open, this conflict is also quite a lot;
Mainly people's origins, vision, experience, education, taste are different, prejudice and preferences are normal!
In fact, the mature professionals will not bring their personal preferences to work;
Just as we are working together, as for you to work, what you want to do, and I have no relationship!
But sometimes, the work of this conflict is also more, after all, not everyone's self-control is very good, are rational;
Workaround:
As long as you don't touch the bottom line in the workplace, ethics, and work,
Try to promote mutual understanding and peaceful coexistence between the parties to the conflict;
If not, then divide and conquer, let them go to different project groups, reduce the intersection of the two sides!
5) Organizational Structure
Reason:
Such conflicts are caused by improper organizational arrangements, such as one thing, two leaders;
Or a person with two leaders;
Workaround:
Re-arrange it again!
6) Limited resources
Reason:
This conflict is actually the same reason for different judgments about the unknown,
is because under the limited resources, everyone can not try for each program,
So which one is controversial first?
The course is about two alternative technical options,
A mature and reliable, an advanced and efficient;
Leadership has not been done, is not good how to choose;
Workaround:
Two programs are tried, and later;
2. Causes and solutions to life conflicts
The teacher also told the life of four kinds of conflicts and solutions, this part is not in the textbook, I also recorded as follows.
1) Elephant
Reason: Asymmetric information
Solution: Synchronization of information, unified understanding;
2) Buyers and sellers
Reason: The interests and goals are inconsistent, a want to buy cheap, save money, a want to sell expensive, make money!
Solution: Compromise and compromise
3) Couples buy shares
Reason: Different cognition and judgment of unknown things
Solution: Lottery, to authority such as buy funds
4) Palestinian-Israeli conflict
Reason: Different values
Settlement: Peaceful coexistence, divide and conquer, to third parties, such as the United Nations coordination;
3. The good or bad of the conflict
One is the constructive conflict, the other is the destructive conflict;
Anyway the conflict is usually beneficial,
and human conflict, such as personal attacks are destructive, will lead to division of the team, work can not go on, so to intervene!
4. Conflict intervention
With the escalation process of the conflict, the leader's intervention program is:
Wait-and-see counseling, mediation---control
I understand the problems of the turbulent period of the team, such as the human heart is not aligned, things are not smooth, all kinds of contradictions,
The main reason is distrust,
. Mistrust between colleagues, do not believe that you do well;
. The subordinate distrust, does not believe the leadership can control the team and the project;
If you are a leader and are facing so many problems, what are the main ways to solve the problem?
is to catch large and small, priority to promote the project!
Project becomes, subordinates trust your vision, means and leadership ability;
Then you have to deal with all kinds of problems also convincing people!
and members also because of the common experience and honor, and cultivate a sense of belonging to the team and collective honor, a lot of conflicts will disappear or solve;
Let's talk about examples.
Previously encountered a leader from outside the airborne, although famous for the halo of foreign companies,
But single-handedly, Novolai, no one has no power, no to the public.
The original company, a lot of problems in various departments:
Combat effectiveness is not strong, implementation is not in place, the process is not standardized, team dispersion and so on;
Let's start with the project.
The Junlingzhuang had come down and had to act:
. The original department is willing to cooperate with, unwilling to cooperate with the first aside;
. The core team does not have internal, directly from the outside to dig;
. The establishment of a new operating department, a large number of hiring;
. From his beginning, from top to bottom, all night, Saturday overtime;
. Project early morning meeting, problem solving, coordination progress;
. Personally into the first line, although the code does not know how much, but can understand as much as possible to understand, can help the first-line programmer encouragement is also good;
After a lot of quarrel, do not cooperate, not face;
Execution is not in place, the development of code bugs countless, rework;
The difficult running of the new and old team;
A lot of overtime, but also includes a lot of overnight;
The project finally did the scheduled on-line, although there are many problems, but the shelves have, can pull out to make money.
The prestige of his leadership was established.
Behind, many elderly people take the initiative to close to him, and actively cooperate to share his work.
At this time, he re-reorganization of various departments, the formulation and strict implementation of various rules and regulations, open the Non-act of employees, are handy.
Project became, the team also entered a stable period;
The stable period is a familiar matter, but the new problems follow.
Modern workplace, change and opportunities are many, then people's problems to deal with, otherwise it is easy to lead to a large number of staff loss;
Behavior characteristics of members of the team stability period:
. Lax
Lose the passion to move forward
Inhibit change
Unwilling to innovate
. Talk about conditions
To ask for a promotion raise
. Leave
Take the initiative or be dug and ask to leave
Main Purpose:
Adding incentives to people for their policies
To do the following three aspects:
. Discover opportunities for motivation
. Explore the needs of subordinates
. To give targeted incentives
1) Discover Opportunities for incentives
Abnormal performance of employees:
. Facing new tasks
Take the blame, not active, unwilling to answer;
. Job performance
Instability, decreased performance
. Work attitude
Emotional, complaining more, no mood, the results of the work complacent;
. Communication
Unwilling to cooperate with colleagues, avoid and lead the communication;
2) Explore the needs of subordinates
Ways to explore your needs:
Communicate, and improve the effectiveness of the problem!
So how to improve the effectiveness of the problem?
is to mention the question of openness, which has the biggest limitation of these two types of problems;
Three-paragraph question:
. What is most important to you?
. Why? Is there a conflict between work and this?
. Do you have any other questions?
The teacher in the classroom and we have a practical walkthrough of how to communicate questions, found in the case of a female programmer's needs:
The problem chain for this female programmer is this:
Hope to earn more money,
Money is good for buying a house,
Bought a house to get married,
When we get married, we have kids.
In order to have a child, so the boyfriend does not want him to work too busy;
So his work is lax, want to change post;
3) to give targeted incentives
If the need is explored, then the next step is to meet these needs within the limits of what is needed;
The interview process is as follows:
Interview preparation, interview steps, results follow up
1. Interview Preparation
A) Pre-informed
such as interview time;
b) fully understand
The performance point of the person being evaluated, the specific project result, the reason of the project extension, etc.
The self-summary of the person being examined;
c) Follow-up of results
2. Interview steps
A) The tone-review-discussion-Summary
. Tone
is to go straight to the results of the assessment, and do not ask, "How do you think of this assessment?" ”
. Review
Review the work of the evaluation period
. Discuss
To speak on facts, emphasizing specific project deduction points;
Make notes on paper to respect staff and follow-up improvement;
. Summarize
To give recognition or sign after the meeting;
b) Interviewing Skills
What you should do:
. Maintain the employee's self-esteem, not the matter to the person;
. Honestly tell employees what they do well;
. Balance the following feedback and improved feedback;
. Honest
. and provide possible solutions in the context of the proposed improvement of feedback;
. Ensure the feedback is timely;
. Have empathy to let employees know that you understand how they feel
Should not do:
. Feedback ambiguous, no factual basis
. Duplicity, you think that something is not done well but said to do well;
. You're right, but your eyes are wrong.
. Guess the behavior motive of the employee
. A good or bad behavior.
. With words that are always and forever
3. Follow-up results
In order to do so, and effectively improve the performance of employees;
Stability period should say things have been straightened out, the project to advance, then the person's departure is the biggest risk;
I've seen the team in the turbulent period, the personnel did not leave,
But to the stability of the period, regardless of the old, medium, green three generations, but then left more:
. There is a technical core, belonging to the Ox, is to give a live plan January, he gave you a week to finish the kind,
At the end of the turbulent period of the team, also engaged in two modest projects;
Because other companies to provide better pay, more challenging positions, the team has been working for a year to go;
. Several middle-level technicians, the shelves of the project have been set up,
There are not optimistic about the project, gone;
There is a large number of work in the daily operation, the new project has been delayed, went;
There is an aversion to the company's research and development atmosphere is bad, bureaucratic style, gone;
. There are more than a year in the new recruits, performance of the distribution results, always here to engage, there, no main business, go;
In general, by this time, leaders need to think ahead and decide:
-Delegating to the core staff and arranging challenging work;
-To give middle-level new job content, accept new technology and deepen technical ability;
-Space for the characterization and development of new recruits;
As for the pay and reward, for the grassroots managers can fight for it!
People's turbulence is the biggest damage to the team, human nature is also the most difficult to control,
The most important job of a stable leader is to find and decide the new direction of team development and set up new projects.
With the new direction, the new project, can put the wheel of the team again rolling down to enter the next development and growth;
There is no new direction, the new project, the person's departure is a large probability event, in front of so many efforts and achievements will be stopped;
. A process with standard specifications
. Have a harmonious interpersonal relationship, smooth communication and resolve conflicts in time
. Team members with tacit understanding, problem-solving ability is strong
. Teamwork to the peak, there is a sense of honor to accomplish the task
-Initiate changes to continuously optimize processes and working methods
-Set challenging goals for team members
-Monitor the progress of the work and recognize the individual's contribution
The role of managers--a summary of the second lesson
Start building with 50+ products and up to 12 months usage for Elastic Compute Service
1 on 1 presale consultation
24/7 Technical Support 6 Free Tickets per Quarter Faster Response
Alibaba Cloud offers highly flexible support services tailored to meet your exact needs.
A comprehensive suite of global cloud computing services to power your business
Payment Methods We Support
