Why should I go with you?

Caoz wrote a story, feel good, and find some kind of story, share to everyone:

First, the user why go with you

Story]

Once upon a time there was a ravine, and there lived a group of villagers; the ravine lacked water and the villagers drilled wells.

The first person appeared, he helped the villagers to drill wells can always be fast and good, the villagers are very trusting him, but still less water, well more dozen deeper, more difficult, more and more villagers toil.

The second man lives on the top of the mountain, he overlooks every day, and one day he runs down to the busy villagers and says, "Come with me and leave this place to the outside world." The villagers put down their tools and asked him why we're going with you? There was a sunset, there were large meadows, beautiful flowers and flocks of antelope running, he said. The villager said, "Do my ball, so pick up the tools and continue digging the well." The man had to leave, muttering to himself, stupid people.

The third person appeared, he also helped the villagers dozen wells, also in the thirst, but one day, he walked to the top of the mountain, overlooking a bit, his glasses out of the light; he hurried down the hill, went to the villagers, shouted. Pack up your things and come with me now, let's go, get out of Here! The villagers put down their tools and asked him why we're going with you? He said, there is a big river outside the mountain! We don't have to drill any more!!

Analysis]

The first person, he is we often said qualified product manager, he understands the user's needs, and to this end, he pursues the principle of absolute follow the user, this kind of person, each company actually needs.

The second person, high-end, elite, he looked far more than others, know more than others, they wishful thinking of their own painted blueprint can attract users, I am sorry, they do not http://www.aliyun.com/zixun/aggregation/8860.html " > Understand the user's real thirst, why should the user go with him? This kind of person is often a critic in reality.

The third person is the real master, the leader. First, he knows the user's thirst, that is, the essential need, the user tells you he needs a well, in fact, he needs water; second, see more than the user, third, there is a better solution to the user's essential needs of methods and routes.

Ii. Division of Labour

Story]

After taking office as a young artillery officer, he went to his subordinate to inspect the drill and found that several troops had a common situation when they practiced: in practice, a soldier always stood under the barrel of a cannon, motionless. After questioning, the answer is: the rules of practice are as such. Originally, the regulations followed the rules of the era of horse-drawn artillery, when the soldiers standing under the barrel of a gun is to pull the reins of the horse, to prevent the artillery after the launch of the rear seat force caused by the distance deviation, reduce the time to aim again. Now the cannon no longer needed this role, but the regulations did not adjust in time, the presence of the soldiers did not pull the horse, the officer's discovery that he was recognized by the Ministry of Defense.

Analysis]

The primary task of management is the division of Science. Only each employee is clear about their job responsibilities, will not produce a push committee, the bad phenomenon such as wrangling. If the company is like a huge machine, then each employee is a part, only they love Hillock dedicated, the company's machine can be benign operation. The company is the development, the manager should according to the actual dynamic situation to the personnel quantity and the Division of labor promptly makes the corresponding adjustment. Otherwise, there will be "no horse-pulling soldiers" in the team. If some people in the team impostors, bring the enterprise not only the loss of wages, but also lead to other people's psychological imbalance, resulting in the overall decline in the company's efficiency.

Iii. Standard

Story]

There is a small monk as a bell, half a year down, feel boring extreme, "Shanyi" just. One day, the host announced that he would be transferred to the backyard firewood water, because he is not competent bell position. The little Monk is very unconvinced to ask: "I hit the clock is not punctual, not loud?" "The old host patiently told him:" You hit the clock although very punctual, but also very loud, but the bells vague, weak, no charisma. The bell is to awaken the addicted sentient beings, therefore, knock out the bell not only to be loud, but also mellow, vigorous, deep, distant. ”

Analysis]

The host in this story has made a common sense management error, "Shanyi" is due to the lack of early disclosure of the standard of work caused by the presiding. If the young monk entered the monastery on the day to understand the standards and importance of Bell, I think he will not be dismissed for sabotage. The work standard is the employee's behavior guide and the examination basis. Lack of work standards, often lead to the staff's efforts direction and the company's overall development direction is not uniform, resulting in a large number of human and material resources waste. Because of lack of reference, long time employees tend to form complacent feelings, resulting in slack work. The establishment of work standards as far as possible digital, to be linked with the assessment, pay attention to operability.

Iv. Institutional

Story]

There are seven people living together, drinking a bucket of porridge a day, obviously not enough porridge every day. In the beginning, they decide who will divide the porridge and turn one day. So every week, they have only one day is full, is their own porridge that day. Then they began to elect a virtuous man to come out and divide the porridge. Power will be corrupt, people start to try to curry favor with him, bribe him, make the whole small group Wu smoke. Then everyone began to form three people's porridge committee and four People's selection committee, attack each other down, porridge eat to mouth is all cool. Finally come up with a method: take turns to divide porridge, but the porridge of the people to wait for everyone else to pick the rest of the last bowl. In order not to allow themselves to eat the least, everyone try to divide the average, even if the inequality, can only recognize. Everybody is happy, agreeable, the day crosses the better.

Analysis]

The essence of management in the "rationale" Is not "pipe". The chief responsibility of the manager is to establish a reasonable game rule like "taking turns to divide the porridge, divide the people," so that each employee is self-management according to the rules of the game. The rules of the game should take into account the interests of the company and personal interests, and the interests of the company as a whole. Responsibility, rights and interests are the three pillars of the management platform. Lack of responsibility, the company will produce corruption, and then decline, lack of rights, managers of the implementation of waste paper, lack of interest, staff will be motivated to decline, slack. Only managers to "responsibility, rights, benefits," the platform to build good, employees can "eight, each show its ability."

V. Example

Story]

The state of spring and autumn in the country, a prison officer named Li Yu, in the trial of a case, due to the subordinate side of the speech, resulting in a person unjustly. After the truth, Lee is ready to die for atonement, Jie said: The official has the inferiority, the punishment has the severity, moreover this case mainly is wrong in the following personnel, is not your crime. Li Yu said: "I usually did not tell the following people that we come together as this officer, the salary is not with the following people to share." Now that I have made a mistake, if I put the blame on the staff below, how can I do it? He refused to listen to Jie persuasion, the sword and die.

Analysis]

People first are themselves, do things first person. Managers must lead by example in order to manage subordinates well. The power of the demonstration is astonishing. Not only like the ancestors Li Yu to take responsibility for subordinates, but also to everything for the first, strict demands on themselves, do "unto, impose". Once through the example set up in the staff prestige, will be up and down concentric, greatly improve the team's overall combat effectiveness. Popular people have the world, do subordinates admire the leadership will make management more effective.

Vi. Competition

Story]

A foreign forest park has cultured hundreds of Sika deer, although the environment is quiet, lush, and there is no natural enemies, and a few years later, not only the deer group has not developed, but the disease, death, unexpectedly there has been negative growth. Later they bought a few wolves placed in the park, in the pursuit of wolves in the hunt, the herd had to run nervously to escape. As a result, other deer are becoming more and more healthy, and their numbers are growing rapidly, in addition to those who are sick and infirm being prey to wolves.

Analysis]

Water does not rot, hinges. People born with a kind of inertia, no competition will be complacent, lying in the credit book to sleep. The competitor is chasing the Wolf of the Sika Deer, always let the deer clear the position of the wolf and the position of the companion. The deer running in front can get better food, and the last Sika deer will be the wolf's food. According to market rules, give the "head deer" reward, let "end deer" by the market eliminated.

VII. Communication

Story]

The famous American host "Lin Colette" one day to visit a child, asked him: "What do you want to be when you grow up?" The naïve reply of the child: I want to be the pilot of the airplane! Lin Colette then asked: "If one day, your plane flew over the Pacific Ocean all the engines have stalled, what will you do?" The child thought to say: "I will first tell the person sitting on the plane to fasten the seat belt, then I hang up my parachute to jump out." "When the audience laughed at the scene, Linklater continued to gaze at the child, to see if he was a smart guy." Unexpectedly, then the child's two lines of tears, this makes Lin Colette found this child's compassion is far from pen and ink can describe. So Linklater asked him, "Why do you want to do this?" "The child's answer reveals a child's sincere idea:" I'm going to get the fuel, and I'm coming back!! ”。

Analysis]

Do you really understand the men's words? Are you habitually interrupting your language with your authority? We often make the mistake of commenting and directing our experience in accordance with our experiences before we can finish our work. Think about it, if you're not a leader, would you do that? Interrupt the language, on the one hand easy to make one-sided decision-making, on the other hand, staff lack of respect for the feeling. Time is long, the staff will no longer have the interest to the superior feedback the real information. The feedback system was cut off, and the leader became a "loner", and became "blind" in decision-making. Keep the flow of information with your subordinates, will make your management to be a duck in the open, in order to correct the mistakes in management, to develop more practical programs and systems.

VIII. Guidance

Story]

Once, the Japanese kabuki master explored the ancient man who was walking on a hike, trying to untie his shoelaces and try to show the fatigue of the people's long journey. It happened that day a reporter to backstage interview, saw this scene. After playing shooting, the reporter asked: "Why didn't you teach the students at that time, they did not loose their shoelaces ah." "In order to teach students the skills of acting, the most important thing in today's situation is to keep them enthusiastic," he said. ”

Analysis]

Improving the quality and ability of the staff is an effective way to improve the management level. Learning is helpful to improve team performance and enhance team cohesion. Hands-on on-site guidance can promptly correct staff errors, is an important form of improving the quality of staff. But the guidance must be focused on skill, like the master of the Great, to protect the enthusiasm of the staff. The manager must avoid the lesson guidance, should encourage the staff to improve their own business quality earnestly. In addition to on-site guidance, can also be integrated use of training, exchanges, internal publications, business competitions and other forms, to motivate staff to continuously improve their quality and business level, to form a positive learning team.

Ix. Exercise

Story]

A man in the Eagle's Nest at the top of the mountain, caught a young eagle, he took the young Eagle home, raised in a chicken coop. The young Hawk pecked, frolic and rested with the chickens. He thought he was a chicken. The eagle grew and became plump, and the master wanted to train it as a falcon, but as the chickens mingled with them all day long, it had become exactly the same as the chicken, and there was no desire to fly. The master tried all kinds of methods, no effect, and finally took it to the top of the hill, a throw it out. This eagle like a stone, straight off, panic among it desperately beat wings, so, it finally flew up!

Analysis]

Everyone wants to use their own ability to prove their own value, the staff is no exception. Giving them greater space to display their talents is the greatest respect and support for them. Do not be afraid of their failure, give appropriate support and guidance, let go of your hands of the "eagle", let them soar in the wider sky. is a monkey to their mountain toss toss, is a dragon give them a big river thump thump. Their growth will bring a greater contribution to your work. Their growth will push you further.

X. Play

Story]

A famous entrepreneur is making a report. When the audience consulted him on his most successful practice, he picked up the chalk and drew a circle on the blackboard, but did not paint satisfactorily, leaving a gap. He asked, "What is this?" "0", "Circle", "Unfinished Business", "success", the audience rushes to answer. He could not answer these questions: "In fact, this is only a full stop." You ask me why I can achieve brilliant performance, the reason is very simple: I will not do things very well, like a period, must leave a gap, let my subordinates to fill it. ”

Analysis]

Hands-on, is the killing of staff wisdom, often counterproductive. Over the same term, employees tend to form inertia, the responsibility is greatly reduced, the responsibility to all the managers. The situation is serious, will cause the staff to be bored psychologically, even if the work appears to be wrong also is unwilling to propose to the manager. Besides being perfect, personal wisdom is limited and one-sided. Draw a blueprint for the staff, leave room for the staff, play their wisdom, they will draw better. To allow employees to participate in the decision-making business of the company is to their affirmation, but also to meet the spiritual needs of employees to achieve self-worth. Give your employees more responsibilities and rights, and they will get you unexpected results.

Xi. Spur

Story]

When Napoleon was hunting, he saw a drowning boy, desperately struggling, shouting for help. The river is not wide, Napoleon not only did not dive to save the people, instead of taking a shotgun, aimed at the water, shouted: If you do not climb up, I will kill you in the waters. The boy saw help useless, but added a layer of danger, then more desperately struggling to save themselves, finally swam ashore.

Analysis]

To treat the staff with less consciousness than the poor, blindly for him to create a good soft environment, to help him, not necessarily let him feel the "radish" important, sometimes also inseparable from the "Big stick" threat. Occasionally use your authority to intimidate them, stop them in time, and motivate them to develop their potential. Self-motivated employees also have a time of satisfaction, stagnation, depression, and dependence, and proper criticism and punishment can help them to recognize themselves and inspire new work morale.

Source: http://www.zreading.cn/archives/1893.html