What is the key from technology to management?

Most of the managers in the IT company's research and development department are promoted from within the company's in-house technicians. There are more opportunities in fast-growing companies. However, this "halfway" transformation also brings us many challenges, the most important part of which is the transformation of the way of thinking.

From personal achievement to team achievement. Whether it is management or technology, achievement-oriented awareness is the basic quality of excellent employees. Only with a strong sense of achievement-oriented, you can do things more than expected to pursue excellence.

The managers who have just taken office often have a personal achievement-oriented mindset, and they want to send a clear signal to the outside world that the team has made such a success or solved a problem because of my organization and leadership. However, this kind of signal is received by the team members many times, it will produce the feeling that the credit is taken away by the leader, which leads to the team's centripetal force decreasing.

At this point, it is better to protect team members ' achievement orientation and encourage them, thus stimulating everyone's enthusiasm. For example, after working with a team member to solve a problem, weaken yourself and highlight the team members ' contribution to the problem. This team member will be able to maintain the same or higher passion in the face of a difficult problem. Only by positioning your sense of achievement in team achievement can you stand higher, avoid direct competition with team members, and effectively lead your team.

The atmosphere of the same desire. The Art of war has a cloud: "Up and down with the desire to win." The basis of a team's ability to operate healthily is the "up and down" atmosphere. To have this atmosphere, two things must be handled: the voice and the transparency of information.

Say: Everyone wants to express their opinions about something, especially the more critical things, and to be listened to. If managers block these, the expression is a kind of disrespect. Of course, not all opinions have to be adopted, and reasonable decisions need to be made, but there is a chance to speak.

Information transparency: The information here includes all information that can be disclosed, such as superior expectations and project progress. Keeping this information transparent can improve team members ' focus on team performance and their sense of honor and disgrace. When everyone is standing at the height of the team to think about problems, can save a lot of coordination work.

After the transition to the management position, we need to spend more time thinking about the team building problem. Only the team's atmosphere is better, there is a chance to achieve better results.

A reasonable plan is the first priority. Managers who have just been transformed tend to complain about "too many chores and interruptions". A big part of the problem is the lack of planning or routine communication mechanisms. For example, daily standing meetings can basically eliminate many of these chores. At the same time because the managers need to contact more people, so the day-to-day processing of things will be more. It's a lot different from being a technician.

There must be a very reasonable plan to ensure that the important matters are dealt with in time. It is important to note that the urgency of time tends to exaggerate the importance of things. If managers are accustomed to dragging tasks to their final deadlines, they can disrupt priorities and lead to loss of planning.

Training talents, employing the director. Welch said: "Before you become a leader, success is only related to your own growth." When you become a leader, success is related to the growth of others. "Managers want to cultivate subordinates as an important thing, only the team of people in endless, team ability to continuously challenge higher goals." The Director refers to the work in the process of arranging the need to pay more attention to the strengths of subordinates, can not unduly magnify their shortcomings. Is the so-called "talent, the world is no use of people, the employment of short, the world No one available." Personnel appointment should be carefully considered, with a person, can save a lot of heart, with the wrong one, to a lot of heart. Putting the right people in the right place is a problem that managers must face.

Author Liang Jingpo, deeply convinced of the science and technology research and development manager.

This article is selected from the "Programmer" magazine 2012 09