Managers need three core competencies: vision, mind, heart

Managers need three core competencies: vision, mind and heart. The key is how to have these three abilities? Cat think tank head of the secret summed up the management of the axes: pulling hair, look in the mirror, smell taste, the purpose is to create a strong heart, mission-driven excellent managers.

Management axes, refers to the middle and senior managers in the organization of the development and growth of methods and ideas, respectively, "pull hair", "Look in the Mirror" and "smell", respectively, representing a middle-level managers, need to have three core competencies of the "vision", "mind", "mental".

By "Pulling the hair" to exercise a manager's "vision", training up thinking, comprehensive thinking and systematic thinking of the ability to eliminate "butt decision head" and "small team", from a larger scope and longer time to consider the problems that occur in the organization.

By "Looking in the mirror" to cultivate a manager's "bosom", managers need to be lonely, because to face the strength of their own hearts, managers need to be integrated, because the need to pass "on the release" to recommend the development of enterprises and organizations, to their own mirror, do others mirror, to others as a mirror, will self-improvement.

Through the "smell" to practice a person's "heart", any one team atmosphere, in fact, is the manager of the taste of a embodiment and amplification. The taste of a manager, is a team of air, invisible but not always affect the way everyone think and do things, especially affect the team's internal collaboration and collaboration across the team.

The axes of the manager, the force in shaping a strong heart, as people, mission-driven excellent middle managers, through the organization and platform of the strength of the enterprise management team to build the gradient growth and development of the foundation, and in the growth of managers, the real promotion of the entire organization's growth.

First axe: Pulling hair

Why are you pulling your hair?

What are the most likely problems for middle and senior managers? The first is the egotistical--buttocks to determine the head, followed by a quick buck-foolish lost watermelon, short-term goals and long-term goals of the balance, there is the circle of interest-hill-lined, big team strategy and small team development of the choice.

How do you pull your hair?

What is the standard for a good middle and high level manager? At the level of thinking and thinking, we think that at least we need to do the following three points, first is the vision, then the mind, and finally beyond the bole.

1. Broaden Your horizons

In the actual training of hair pulling, the most direct is three points: to do the analysis of industry history and development trend, to do competitor data collation and competition analysis, to do product and business detailed planning and development analysis. All analysis, not simple is to have a data form, but the group has more than 3 students to do the same topic analysis, and then at a certain time, the same theme of the students focus on reporting and lectures, and by the professional judges ranked, recorded in the manager's rating system. In such a training system, the application of the most direct management thinking is "Learning and learning", to others clearly, only to prove that you think clearly.

2, Training Heart

In training, how do we train managers to be strong inside? It is also from the following four aspects: one is to find the power of the manager's heart, by candid communication and coaching, we find ourselves in the most important source of strength and experience of fulfillment that we have grown up in, so that we can maintain this sense of self acceptance; the second is to require the participation and support of the team, adequate communication within the team, Work with team members to explore the need for change and possible approaches, finally get the support of the team; the third is the participation of the higher level of management support and resources support, the superior must be the most important resources, good superiors are not to the subordinates, but when the subordinates need to vigorously support, the finishing touch of the Four is willing to gamble concede defeat, will goal and the plan writes the KPI, when the performance appraisal indicator formulation, the full exchange, once determines, that will be willing to gamble defeat, according to the beforehand stipulation to do.

3, Beyond the Bole

A good manager, is through the achievement of others to achieve their own, so a better manager, must be a good coach.

And in the training and development, how to upgrade beyond the Bole, so that managers are willing to cultivate better managers than themselves? The important approach has three points: the first is the reserve mechanism, if a manager, did not cultivate a substitute for their own people, then the manager has no possibility of promotion, give him a promotion of space and standards, he will be willing to give someone else a promotion of space and training. Second, managers of professional management training, different levels of managers, must set up different management curriculum learning plans and goals, management is also a science, but also need long-term thinking and cultivation. The last is to allow a certain flow of talent, so that people vote with their feet, if a manager can not give people space, can not really train their own team, then his team members can choose a better team, so good team as a whole will move forward.

As an excellent middle and senior managers, not only to be able to do things well, but also to understand the business development path and methods to explore the evolution of the law and economic environment situation.

Second Edition axe: Looking in the mirror

The first Mirror: The Mirror of the Heart

There was a time when my supervisor and I talked, and he said I had recently changed and grown up. I said why, he said now I no longer in the "ego" circle, but began to have a mirror of thought, with more super me.

The first is to find the inner strength of their own, let me realize that the heart of the strong self, can persist in the pain of their own, to achieve others. One of the training sessions, I found out that one of the coaching subjects didn't meet my inner standards, but according to KPI, he passed me this clearance can have appreciation opportunity, and my goal is to let more people pass the examination, but is the heart that feeling, that kind of insistence let me set the heart, even if faced with a certain conflict, Faced with the loneliness of managers and people do not understand, but also adhere to the inner chord. At last she did not pass, we all feel pain, until a few months later, she through a great effort to reach the standard, we finally let go, very mutual gratitude.

The second mirror: Mirror View--to be someone else's mirror

In a management team, each other is the soil of each other, become each other's mirror is a very challenging thing. And since we want to see ourselves more fully and truly in the mirror of others, we need to learn how to make a mirror.

Do the mirror, the first need is to listen, can put down their own evaluation and better-without impulse, can be a quiet listener.

To do the mirror, the second need is empathy, that is, can stand in the other's perspective to think, but not to blindly think he is right. First of all to understand his truth, we can agree to disagree, reach consensus and understanding.

To do a mirror, but also need is empathy, that is, with each other's emotional and emotional resonance. Our personal experiences, values and life may be different, but our emotions are the same.

The third Mirror: mirror--Mirror by others

To be able to look in the mirror and learn to be someone else's mirror, we have the possibility to take others, to the environment as a mirror, really from a number of different mirrors and to find themselves, to recognize themselves.

Taking someone else as a mirror requires creating a team atmosphere of simple trust. Our team circulated this sentence: "You are not satisfied with me, come to me, you can scold, you can grant." But if you do not say to me, but behind the back, then please leave. A team has the trust to be able to collaborate with the soil and opportunities.

To others as a mirror, we also need to be able to take the initiative to communicate with three kinds of people: superiors, peers, subordinates. In Alibaba we say "to have the courage to the superior, treat the level to have the heart, treat subordinate to heart liver", each point of view is not the same, the superior attention to your thinking and values, peer attention to your communication and mind, and lower attention to your ability and care. To actively communicate with these three types of people, frankly, will naturally see the real self and the point of Ascension.

Third axe: Smell

One, we are each other soil, each other for the air

The rapid development of e-commerce industry, many small and medium-sized enterprises in order to leapfrog development, often consider from large companies to dig talents. Not long ago, two powerful friends are also full of ambition came to the entrepreneurial enterprise, then a small meteorological, the other one is struggling. It turns out that when these two people joined a new team, the same people are very optimistic about the prospects of entrepreneurial projects, and business owners have in-depth communication, the only different one of the friends before the formal participation in the team travel and the team's monthly meeting before choosing this company. He said that a new team, the key not only business prospects, because the business is good, is the industry, does not mean that the team can really be in this business to achieve success, but also does not mean that they will be able to play a role in the team.

Ii. how the manager needs to taste

As an excellent middle and high level manager, we think the flavor must be: simple Trust.

The simple truth is simple, managers need to do their own, care, not affectation, not whitewash. Ali Earth said "because trust so simple", this simple, really not simple, because every seemingly simple behind, all need to have a strong heart and self-management.

Simple, that is to do. To allow the team to do, you must do it, small to a late leave early, big to strategic layout, do what you say, say you do.

Simply, rewards must be rewarded with joy, and punishment to be punished. Because the rewards can't be served, the team will fall apart. If the punishment can not be convincing, should not be punished, the penalty is not punished, or the intensity of the punishment is not in place, will cause very large turbulence.

Simple, the key behind is trust. Believe that everyone in the team is capable, I believe we can grow, and the growth process if there is pain and need to give pain, as a manager to use a brave heart. Simple, behind the belief in their own simple beliefs.

Third, the smell of your

Taste, is the manager will naturally emit, the focus of distribution instead of the form of God. In the team, excellent team managers should be very sensitive to feel the team temperature of the people, the timing of rewards and punishments, are the best time to emit flavor. In management, the most critical is "365-day performance assessment", has the advantages, to timely dissemination and reward; there are shortcomings, to immediately find and establish an improvement mechanism, do not scores.