The first part, the judgment of the great company
1. About the implementation: Belief is more important than interest; the speed is more important than the perfect; victory is more important than fairness; the result is more important than the reason
2. Eight-character policy executed: Serious first, smart second
3. The sixteen words of the execution: the result is advanced, self-retreat; lock the target, simple repetition!
4. The twenty-four word strategy of executing: First, success or failure second; speed first, perfect second; result, second
5. "three requirements" to perform cultural: dare to, fast, to
Part II, Wolf Principles: Creating a Powerful Executive Team Leadership Philosophy
First, the sleeve taste: The leader must know how to be a result-oriented sacrifice process.
Second, the whole, the biggest mission of the leader is to make the employee have their own strong voice.
Third, self-knowledge: Leaders know how to make yourself a tiger in this field.
Fourth, Shunshui boat: The leader will always know how to make a hero, not a hero.
The fifth, there is every life: the leader knows that the fighting spirit is excited with blood.
Sixth, the table is like a: the leader knows that the so-called professionalization is the law.
Seventh, know each other: the leader understands that victory is not to explain that you are strong, but instruct it to more careless than the opponent.
Eighth, awarded that the leader will never put energy on backward employees, but put the energy on behalf of a good person.
Ninth, team spirit: The leader knows that through respect, encourages other members to express themselves, and the whole collective will become strong and awesome.
Tenth, sustained gene: The leader knows that the culture that exceeds the benefits is the core of a team.
Part III, Monkey Management Law: Efficient implementation of the manager's seven points
Responsibility is a monkey, and everyone is always repeating a eternal topic in the nature: avoiding risk.
First, always let the monkey on the shoulders of the subordinate
Second, let employees take care of their monkeys
Third, don't forget where the monkey comes from.
Fourth, let the subordinates make monkeys as their own
Fifth, don't let monkeys are exhausted
Sixth, monkeys also need happiness
Seventh, inspection and guidance can evolve monkey
The fourth part, the root of the implementation is difficult: the nine implementation mistakes of the general manager
First, pursue perfection: "I have given up for 100, but it is 0. Some successful experiences and setbacks tell me: 0.1> 0!"
Second, assessment A, reward B: "We announced the performance, pay attention to effectiveness, but often reward those people who have a pair of papers, speculative."
Third, there is only a star employee in the eyes: "If you only have a star employee in your eyes, you will make the star in the hostile environment, so that it is constantly constrained to grow, hindering its greetings."
Fourth, there is no customer competition: there is always a group of people, always have some need, you can always find a chance to meet him, this is the strategy. Otherwise, only two defeat is hurt, the price war is a typical competition without customers.
Fifth, optimistic quick effects: Those who have run the fastest (optimistic speed) at the beginning, basically impossible to win in a long run, and winning will have a sufficient room for difficulties.
Sixth, the comparison is important: "My business theory is to let everyone feel their own contribution, this contribution can see, touch, can be cleared." - Jack Vail Odd seventh, do not give up any chance: "If there is a project, we must first consider whether there is anyone to do. If no one is done, it will give up, this is a necessary condition." - Liu Chuanzhi
Eighth, management is the art: "The biggest test for the supervisor is not in the work efficiency of the supervisor, but is the work of employees when the supervisor is not at time."
Ninth, the way out is a innovation: "Innovation is a bet in essence, not for any time, there is a qualification to gamble." - Motorola CEO Gol Wen
The fifth part, the implementation is a learning of the opponent: the top ten implementation programs of the world excellent company
First, the crisis is created: "To be a great business, treating achievements will always be war, such as thin ice." - Zhang Ruimin
Second, the ability to move is eliminated: "Your most important job is not the worst employee to make a good employee, but to make a good performance into the best." - Welch
Third, anything has been decided, it is right: "Even if it is wrong, we can also do things through the implementation, rather than talking again." - Columbus
Fourth, people will not be your hope, only do you check - "If you emphasize what, you will check what you do, you don't check it." - IBM President Guo Shi
Fifth, no one will refuse to change, but everyone refuses to change "If you emphasize what, cultivate habits to solve it." - Dell Dell
Sixth, expense the political person: "When the company transforms, there will be nearly half of the management will not adapt to new forms. At this time, they should avoid their polite characters" - Liu Chuanzhi
Seventh, memo: "All our senior management people have promoted from the internal, but if you want to upgrade, it is best to learn to write." - Procter & Gamble CEO Lei Fu
Eighth, personally make a form: "Nothing is more than the time schedule of the general manager to tell you what the company's strategic focus is?"
Ninth, let the process talk: the process is the only way to do to do - Jiang Yuxiang
Tenth, letting institutional curing problems improve the results: solidify the problem's solution, you can convert the company's execution capacity into organizational execution capabilities. Jiang Yuxiang
The sixth part, how to establish a system implementation that does not depend on anyone
R1 - Drive System Executed: Develop a Goal, and decompose the planned task layer. Implement the annual plan to the department and specific actions.
R2-Executers' Duty System (KPI): Clear the responsibility, rights, profit, identification of each position (KPI) and propose a set of performance standards.
R3-Executive Inspection System Incorporates various levels of action in the company's target management system based on the fact and data, based on institutionalized questioning meetings
R4-Executive Assessment System, through the performance appraisal plan, the performance and salary are hooked, guaranteeing more labor, and promoting the star employees, eliminating the employee.
