It belongs to the negative reflection of poor leadership
US Management Expert Hogan has done a survey. He said: "Whether it is where, when you investigate, no matter what kind of industry you are targeting, 60% ~ 75% of employees will think in them In the work, the biggest pressure and the worst feelings are from their direct boss. "Hogan further pointed out that the proportion of business managers in the United States accounted for 60% to 75%; Germans have been in the past 10 years Among the probably half of the senior executives fail in management.
The above is the result of foreign investigations, then there is this situation in China. There is a survey of domestic airlines and found that the proportion of incompetent management managers accounted for half. The survey report shows that the most common types of complaints are:
◆ The grassroots manager is not willing to fulfill their authority, they are not willing to face problems and conflicts, lack confidence, this ratio accounts for 20%;
◆ Managers bully subordinate, so that the subordinates do not have a chance to breathe.
From these surveys, it can be concluded that subordinates have doubtful for leadership's prestige, influence and performance.
From the life life of the company
1. The average life of the company is only 12.5 years old.
Enterprises are a living body, like someone has their own life cycle. How long does the business life are probably? For the world's best companies in these worlds, its life is about 40 years. But this is just some excellent enterprises. If you integrate all companies in Western Europe, Japan, North America, their average life is only 12.5 years old. So how long is the life expectancy of domestic companies?
According to statistics, the result is 8 years. This 8 years is actually a discount, why? Because domestic companies have been running under the institution of the planned economy, many companies have not entered China, have not yet formed competition. After joining the WTO, after China's market is open, all walks of life are facing the competition and challenges of foreign counterparts. Without how many foreign competition and stress, the domestic business life is 8 years, then what will the future situation?
For IT industries, the company's life is shorter. Two years ago, for the survey results of Zhongguancun Electronic Street showed that Zhongguancun Electronic Street, the company's life expectancy is only 2 years and 10 months, only 30 enterprises closed in only 1 year, 50 companies are registered again.
2. The tenth year of the business operation is the key year
From these numbers, both international or domestic, most companies are on the threshold of 10 years old. If the life of the company is in the age of 40 years, the company has formed from its formation to destroy, 40 years as a stage, or for a life cycle. Then, the company closed on the threshold on the 10th year, it is equivalent to dying in the youth period. This is equal to that the parents don't bring their children to a longevity, if there is no natural disaster, a child is dead during the teenage period, then this parent is qualified? Obviously not.
If a company's leader does not bring the company to the age of life, he is 40 years old and 50 years old, but it is not in the threshold at the age of 10, and it is died, and the leader cannot say that this leader is qualified. . Therefore, the leaders should be responsible for the enterprise prematurely. So many companies have closed around 10 years, then 60% to 75% of the survey results are not satisfied with it. So in a sense, the conclusion of these surveys is correct.
[Self-test]
Napoleon said: "Only a bad general, there is no bad soldier." How do you understand this sentence? Talk about your own ideas!
Leaders, what is your lacking why a large number of companies will be closed in this threshold for about 10 years? The development of the company is two kinds of force: thrust and pull.
1. Two role of enterprise development
◆ The thrust thrust refers to the development of the company to promote the development of enterprises in terms of systematic, standardized, and institutionalized systems. How to run in this area does have established a system and standard, which takes about 80% of the role. That is, enterprises must develop rapidly, they must establish a set of effective institutionalization and systemization standards. Therefore, after enterprises enter the scale, repeated things must be specified by the system. If you have done this, then companies may jump over the threshold for the tenth year.
◆ What is the development of the Rally companies? Relying on leadership style, leaders 'personal charm, leaders' power prestige, this part of the role accounts for 20%. A good leader can attract most of the employees to follow him, which is determined by the leaders themselves, this is a tension, which is from the individual self-cultivation.
2. 12 skills that middle-level leaders should have
From the leader yourself, middle-level and grassroots leaders don't dare to face conflicts and do not dare to face problems. What is the result of communication? Why don't you dare to face? It is because lack of confidence is because the skills that lack the leadership must have. A middle-level leader is at least 12 skills.
◆ Decision management
The focus of corporate management is that the focus of operation is in decision-making. In the process of enterprise production and operation, there is a large number of issues that need decisions, and decision analysis is the basic skills of leaders at all levels. The correctness of the decision can make the company move forward in the right direction, achieve good economic benefits; the mistakes of decision-making will bring huge losses to enterprises, and even cause bankruptcy.
Time concept
Effectively utilize time, you can improve productivity. How to put the most effective time, in the most important goals and tasks that can create leadership performance, this is a more important skill that middle-level leaders should have.
◆ Authorized skills
The leader itself is how to do what you want to do through others, then how should you go to authorize? It is very important to determine an effective management amplitude. The so-called management amplitude refers to a leader who can directly lead the number of secondary personnel. Due to the experience, knowledge and ability of management personnel at all levels, the management amplitude must be determined according to the nature of different positions, to ensure effective management.
◆ Communication skills
Regardless of the superiors, colleagues, affiliates, or with customers, suppliers, there is a flexible way of communicating. It can be said that communication has highly affected interpersonal relationships, affecting the performance of leaders, so it is very important to master communication skills.
◆ Target management
The company's vision goal, the development of annual planning, and quarterly objectives are crucial to the company's development. A large number of companies so-called target management is actually doing index management, because they only pay attention to sales and profits, and ignore the management, ignore the culture of the company, etc., this is not a true objective management method.
◆ Performance assessment
Performance assessment is the process of performing measurement, analysis, evaluation of employees in working positions to form objective and fair personnel decisions. The staff of the employee has completed, what kind of recognition is to be given to him? Does the task have not completed, what kind of punishment should the leader should give him? This is the way the performance evaluation.
◆ Incentive skills
Leaders incentive, mainly the incentives for leadership to enterprise employees. The company's leaders are employee's episode, and if the leader has strong ability, it can bring better economic benefits to enterprises, which helps employee's value, will have a huge incentive effect of employees.
◆ Strain ability
In the face of complex and varied business environments, as a corporate leader must be able to trial, random strain. For changes in the organizational structure, the market strategy is updated, and the changes and adjustments of personnel should respond, decisively make practical decisions.
◆ Driving power
Organizational and coordination is an important part of driving ability. In order to effectively complete the goals of enterprises, it is necessary to observe and judgment, mobilize the enthusiasm of all employees to ensure efficient operation. ◆ Conference management
Almost 30% ~ 50% of the leaders are sitting, how to meet, is not all leaders. Often, it is not discussed, and it is not decregnated. In fact, there is also a skill. If there is a process and stage, the leader must know how to prepare before, how to do it, how to track it after it, this is a very technical work.
◆ Leadership to individuals
The company's employees take the company's main living space, as the difficulties of leaders to care about employees and their difficulties, while respecting knowledge, respect talents, paying attention to the cultivation and use of talents, in order to better achieve individuals to employees Leadership.
◆ Leadership of the team
The team members must learn to trust each other and be frank with sincerity. As a leader of the team, only pays attention to the strengthening of the team's mutual cooperation ability, paying attention to the development of interpersonal relationships in the team, in order to better achieve leadership of the team.
It is because many middle-level leaders lack these basic skills, so lack of responsibility and confidence. To truly cultivate a qualified middle leader, you need to use 10 years to grind a sword for ten years. This 10 years is not a long wait, but a gradual training process. In McDonald's, basicly every level of leaders have their own curriculum: there is kindergarten course, elementary school courses, secondary courses until the university course, each manager, leader, every year There is a need for at least 20 working days to train. This uninterrupted, continuous training makes these middle-level leaders can grow up.
In this sense, qualified middle leaders must be a manager who consciously understands the cultivation. When many companies have cultivated or enhanced an employee, only the employee has been promoted to the other employees and promotes whether it meets this position in the future. Do you meet the qualifications of this position? This is not known. So quite unqualified leaders are flooding in the leadership, can you imagine how high?
3. Good leaders should have the skills
Everyone in the organization, regardless of his status and position, there are some key execution capabilities to ensure completing the business's tasks, high-level, grassroots and middle-level leaders are no exception. For leadership skills can basically be divided into 3 levels: technical skills, thinking ability (also known as conceptual skills), interpersonal relationship.
◆ Technical skills
Technical Skills are a capability, method, skill, and equipment usage that requires a specific task. You can master this skill through school education, work practice, experience accumulation. This technical skills, for middle-level, high-level leaders, less and less as possible as positions in the position; for grassroots leaders, this technical skill requirement is higher.
◆ Thinking ability
Thinking ability is a leader who knows his business and the interrelationship between various parts of the enterprise, or it is also a macro-large situation, or to master the various departments in the overall situation, can see them organically . For senior leaders, this thinking ability also includes aware of the development prospects of this industry. This kind of insight can be said that the higher the level of leadership, the higher the requirements of this thinking ability. High-level leaders have sufficiently high enough ideas in this regard.
◆ Interpersonal relationship
The so-called interpersonal relationship is to get along with others, or with others to complete a work, it includes excitation, promotion, coordination. Interpersonal relationship is the most important aspect of effective use of leadership art. Many times the high and low of leadership, in fact, it is related to people, it is related to the level of affected, and it has been related to himself. It has a relationship. . For example, whether integrity, working motivation, communication, is integrity, whether it is flexible, etc., these factors affect the development of interpersonal relationships. The persistence is the persistence of work standards, that is, when the system is set, the game rules will be set up, it is necessary to discharge this standard, can't be discounted; persistence is the insistence on the standard, the more high-level leaders should pay attention to this. Because your words are related to this system, the system is fixed, you don't do it, you break it, others can break. Therefore, it must be related to corporate work standards, must be related to the system and regulations of the enterprise.
So what is the so-called flexible? The flexibility of the leader should be reflected in different people, and some people don't want to do it, but they have the ability to do. Different people are not the same, how can leaders can manage all employees in a way, in fact they can't do. In this sense, the leader must have a considerable degree of elasticity, which is for different people, in different ways. So you must use flexible way, this is flexible.
