Author:. Robert E Kelley was lucky saw this article in just graduated, had recommended to many people. In addition: 100 small things that protect the environment will do is one of my favorite recommendations.
Herein
· Master ... Excellent workers create nine strategies dependent on the dazzling work of ordinary workers.
· Understand ... Actively propose some, but bold and constructive views that are well-organized, bold and constructive.
· Network ... Excellent workers are used to contact those experts who will make their work more effective.
· Increase ... By self-management your work behavior and attempts to analyze a project from different perspectives, make you more valuable to your company.
· Effect ... Use your excellent organizational knowledge and expression skills to convince others to accept your point of view.
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Managers and workers have been troubled by a major secret: what kind of traits make a good worker to create ten times the achievements of ordinary workers. By studying in Bell Labs and 3M, Robert E. Kelley and his colleagues finally discovered the surprising conclusions. To become an excellent worker, you don't need high IQ, very strong confident or smooth social skills. In fact, you only need to improve your working strategy. This conclusion is very valuable. Because in such a fierce era, the company can make all his employees, not only an excellent worker, but also play a huge talent.
In this abstract, you will learn the nine strategies used by excellent workers. Even if you have become an excellent worker, understanding these nine strategies can help you increase your work and your colleagues.
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Before we discuss these nine strategies, let's sum up how Kelley and his colleagues Janet Caplan have drawn this. In the mid-1980s, their investigation team spent two years to carry out consulting projects in Bell Lab, the world's earliest R & D organization.
Bell Lab has many of the world's best staff, but there are only few parts of the "one to ten", those who can do ten ordinary workers work. Outstanding staff. The company wants to know what kind of factors make them produce such differentiation, so you can hire more excellent talents.
First, Kelley requires managers and workers to listed separately, and when they face crises or start a major new project, they think that they are worthy of help. On the two groups of lists, only half of the names are the same. And Kelley has also found that managers and workers are inconsistent with who is an excellent worker.
Kelley's group is asking for general manager, and middle-level managers listed those names in the two groups of outstanding workers different from ordinary employees. The 45 factors mentioned can be divided into three categories:
1. Factors of Cognition, such as high IQ, logic, rational and creativity.
2, personal factors such as confidence, ambition, and adventure.
3, social factors, such as personal skills and leadership.
Kelley then interpened 200 excellent and ordinary workers to find them in these 45 factors. The result was entered into a computer and analyzed for four months. The conclusions obtained are: not these 45 factors, including high IQ, excellent social ability, adequate confidence, etc., causing such a huge difference between them.
This means that "this kind of excellence is not neither, but has cultured after tomorrow." If everyone thinks, the excellent factors are not true source, then anyone can become an excellent worker by improving working methods.
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Thousands of hours and outstanding workers, the Kelley and his group finally mastered their key behavior. It is these key daily behaviors to create their outstanding work.
For example, an ordinary worker usually requires a week of time to write 100 software code. And an excellent engineer uses only one day, four lines of code can complete the same function, and the difference is that he has made two calls to ask experts, helping him to achieve only four lines of code in 1/5. Features. Just put these nine strategies to your daily life, you can greatly improve your ability. These nine strategies are arranged in the order of importance:
1, initiative
2, networked
3, self management
4, insight
5, subordinate relationship
6, leadership relationship
7. Team work
8. Organize knowledge
9, expression ability
These strategies look not fresh, because even ordinary workers will agree to these perspectives, but important is how excellent workers "how to define and arrange these strategies." Interestingly, ordinary workers will also list the same nine strategies, but they arrays these strategies in their entire reverse order: the first active, and the initiative is final. Ordinary workers have a completely different understanding of these nine strategies. Let's first look at the different opinions of outstanding workers and ordinary workers to these strategies:
1. Active: Ordinary workers believe that this means do more efforts to improve the work of 'self', such as using faster computers or active doing some extra work, such as planned a year of picnic, to cause managers Caution. Conversely, excellent workers believe that initiative means some, bold, constructive recommendations that benefit from colleagues and the entire organization outside of the work.
2. Netvadate: This means that there is a chat and commissioning of a small road. For excellent workers means development and networks that can be contacted by experts who have help.
3. Self-management: Ordinary workers think this is the skills to help them manage their time and project. Excellent workers think that they have developed some capabilities and experience, making them more valuable for companies.
4, insight: Ordinary workers believe that this means how to make their views most attention. Excellent workers think that trying to see questions from different perspectives, such as standing in customer, competitors, colleagues, boss's perspective, seeking better solutions.
5, subordinate relationship: Ordinary workers think that there is no need to accept the indication of the boss, doing things within yourself. Excellent workers think that it is a work that cooperates with the boss to complete the company, even if the two have differences in personality.
6, leadership relationship: For ordinary workers, leaders only means a power to add their own will. Excellent workers believe that leadership is to use his experience and influence to persuade others to accept a daunting task.
7. Team work: Ordinary workers only believe that in a team to work with others to work together, each person completes itself. Excellent workers believe that the goals, behaviors, and results of each person will be combined.
8. Organize knowledge: Ordinary workers understand that the right people are slipperying, and outstanding workers think that how to coordinate different aspects, making work successfully completed.
9. Expression capabilities: General workers understand that the high-level leaders attract high-level leaders to his personal attention through smooth languages. Excellent workers think this is a skill, which allows your listeners to accept the information you provide through an effective way.
If you want to be an excellent worker, you must develop in our order. When ordinary workers visualize the shallow expression as the highest realm of personal performance, excellent workers believe that these expressions have significant after the active to make a sense of attracting audience.
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Initiative
Among these nine strategies, the initiative is the best to reflect the difference between excellent workers and ordinary workers. For example, the Bell Lab has been hired two engineers, Henry and Lai work in the first six months of the first six months, listen to their arrangements in the morning, and the work tasks in the afternoon.
Henry puts themselves in the office every afternoon, reading technical documents, learning some software programs that may be used in future work. He believes that the key to the problem is whether he can prove that he has excellent technical aspects. In addition to spending three hours of reading every afternoon, she spent the remaining time in introducing her own and asking some questions about their projects. She automatically helps when they encounter problems or busy. When all Office's PC is installed with a new software tool, each worker wants to skip this time-consuming, trivial installation process. Since LAI already knows how to install, she will voluntarily install this tool for all machines. This makes she have to go early every day, so as not to affect other work. After six months, Henry and Lai completed the work arrangement. Their two projects are well completed, and Henry is slightly advantageous. But Henry became a singleer who could not share his ability with your colleagues. LAI is an initiative engineer, which is good at helping others. The manager thinks she can bear an emergency task.
Kelley reveals the observations of other engineers in Henry, LAI, and Bell Lab. Any new employee with professional skills and competitiveness must prove their initiative in the initial 6 to 12 months. Otherwise, you will mean you. There is no difference with others. At the end of the 1980s, when the manager of the country had to start layoff, the preferred employee will be an employee lacking initiative.
Surprisingly, Henry believes in active. No one asked him to collect the latest technical information or learn the latest software tools, but he did it, so he can complete his work better than others. But initiative does not mean how to make your own work better. For excellent workers, the initiative means that there is a job in the work, do some of the people's income.
Excellent workers reflect the initiative from the following five aspects:
· First, "responsibility outside of our own work". Just as LAI did.
· Second, "do more efforts for colleagues and collective". As the LAI actively installs the software, help the colleagues' projects, etc., Henry is just to optimize their own projects.
· Third, "Can adhere to your own ideas or projects, and complete it." As LAI did, although this requires many additional time.
· Fourth, "Willing to take some personal risk" to accept new tasks, just as LAI blames the risk of their work to help her colleagues.
· Fifth, "they are standing next to the core route", it is a road to all workers and managers to satisfy users and bring great benefits to the company.
The core route is a direct, important action that some companies must do for the benefits and get market success. The staff must first step on this route before they can contribute to the company.
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Learn to know
If you want to embark on this core route, it is not enough to have active. To get good revenue, even excellent workers need a huge expert system to help them complete their work.
The second work policy network is the key to excellent work. Excellent workers understand that the knowledge they have mastered is limited, not enough to complete all tasks independently, they must know who knows what they are not known. They often ask, "How can we get the information we need as soon as possible, who can find the best information?"
For example, a management consultant is labeled a report to get a contract with a $ 500,000. Since the time is very tight, he must collected as many information about the biological identification process used by the biocide. He remembered a previous colleague, and the colleague has now went to a very famous company (GENENTECH). So he dialed her phone, and she introduced him to the scientist advocating these identification process. By only two phones, he has obtained the key information required in the report.
In the same company, another colleague that needs the same information will submit his questions to the electronic bulletin. The next day, 40 experts were waiting to answer his questions. Some contradictions between these experts. As a result, he didn't know who the answer was correct, because he had no quality of these answers. He was crushed by the information, but he could not find something truly need. The information (60%) of the two consultants (60%) is roughly the same, but the first consultant can quickly make up for the other 40% knowledge of the lack, and the information is very reliable. This is the difference between excellent workers and ordinary workers.
Even if you are an ordinary worker, you can also get benefits from your network, just that they respond slowly, quality is not high. The reason is that they lack the skills of excellent workers.
Excellent workers have built a network before needed. They pay attention to the people who have used them in advance, and they will be used to call these experts when they need them. For example, excellent workers may listen to a particular expert's speech and actively introduce themselves, ask some questions related to the subject, collect the information he is interested in. Then, he may send a related article written in the study and telling this expert some information about his favorite scientific fantasy novelist. When he needs to contact this expert after a few months, he has already made a foundation for everything.
In addition, outstanding workers continue to improve themselves, making themselves a point in this network. Experts are more willing to share knowledge with people who are also useful for themselves.
Excellent workers also pay attention to those who know how to find experts. They also grasp more information as much as possible to reduce the time required for experts. For these information providers, they will send a personal statement to give thanks to this, in addition to giving public commendation, and strengthen new contacts.
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Self-management
When a smart worker has initiative, and constructs a network to help you work, he will start the art of self-management: they began to be responsible for their results.
Excellent workers broke through the concept of narrow self-management, and believed that self-management is not only to manage their own plans and arrange for work. Many jobs have to do due to your hopes of your boss or colleagues, but these behaviors will not have more value to the company.
Excellent self-managers don't just care about spending time on each event. They will optimize all activities and do those work closely related to core work. The core route is direct, value-added route, which makes your work satisfies customers, the company's revenue. Therefore, to achieve excellent self-management, the first step is to evaluate whether your work is closely related to the core work. Otherwise, when the company lay offers, you will be one of them. You only have two options, or find the connection with the core route, either work.
Suppose there is a big company's public relations department staff, if the Ministry of Public Relations is not significant for this company, this staff can go to the public relations company or political group to seek development, or try to do some efforts to currently have the current company, just in the 1980s Pfizer The company's parties have done. These excellent staff have shortened the time of new drugs through the FDA examination, minimizing the listing time from 10 years to 7 years, thus making the company's profit and market share. These are still a public relations work, but different is to expand around the core route.
Most common workers are not intended to their work and occupations. They will not consider whether the work is related to the core route of the company, or in line with individual development plans. Excellent workers will carefully consider what kind of work they are willing to do, willing to work together, and what idea can be converted into a real project. Overall, excellent workers use the following methods to manage themselves:
1. Find the company's core route and know how to make the company benefit;
2. Select those most interested to make them maximize work and projects.
3, they often think about and improve their work. 4. They observe the daily work of others and adopts those working methods for themselves.
5, they tried to do some changes in their work to cultivate better habits.
6, they will recommend some work discipline to managers to better complete their work. For example, they are likely to recommend flexible working hours.
7, they will take some actions to do not interfere with the working hours as much as possible. For example, do not answer the phone during the time period having a high work efficiency.
8. They will leave some time in the work plan to solve unexpected difficulties or mistakes.
9. Their work habits are based on the precise plan to avoid unnecessary delays.
10, they learn to accept accidental a few days or weeks. They understand their own law, but will not work in accordance with the law of the deadline, or have been working for 14 hours.
Self-management allows you to be responsible for your own work. Once your boss thinks you don't have to manage too much, you will be able to control your own work.
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A big picture
People who know how to manage don't have much supervision. Because they have fully considered the view of the boss. In fact, they will try to stand on the position of each person (including the customer) related to the project.
Through practical and experience, they make their own horizons wider. Excellent workers' intended to have a deeper understanding of their own fields, which is the foundation of their insight into the problem.
For example, Sarah is an excellent software developer of Oracle. When she asked her to do a software tester, her colleagues were very surprised, because the testers were considered to be the least future, they can only test the software written by others, there is no status, and there will be no more creation. sense. Sarah believes this is a good job of learning from a more demanding perspective. She may learn some techniques used by colleagues when writing software, and better familiar with errors that may result in software failure. When two years later, Sarah returned to the Software Development Department, she had stepped into the ranks of the outstanding person and helped Oracle successfully succeeded in Silicon Valley. Excellent workers like Sarah will find more learning opportunities, broaden their own ideas, they try a variety of issues and the environment, thus have a deeper understanding of future work.
Excellent workers always try to see questions from a new perspective, these new perspectives can be summarized into five C:
1, colleague's angle (Colleague Perspective)
2, customer's perspective (Customer Perspective)
3, competitor's perspective (Competitor Perspective)
4, company perspective (Company Perspective)
5, creative perspective (Creative perspective)
The most valuable is to look at the eyes of other colleagues other than a work group. Such a process is very common in work, such as in Bell Lab, an engineer's work must be extended to a big project through a process that repeatedly discusses with colleagues.
Ordinary workers are afraid and slamming others' criticism. Excellent workers think this is a good opportunity to help them find out possible missions from different angles, accept useful suggestions, and they will also find reasons to refuse unreasonable comments.
Excellent workers are also happy to see their work with a customer's vision. Although they have basically nothing to do with the sales department, excellent workers will work hard to understand the needs of customers and motives. From a competitor's perspective, you can better assess your company's competitiveness. For example, excellent workers will ask suppliers: "Who is buying the latest equipment? Who is getting new?"
Excellent workers will ask the boss to explain what is related to the company's goal, so that they can stand on the company's position.
Finally, creative vision allows outstanding workers to get rid of the outstanding ideas in the industry, accept excellent ideas in other fields.
When a general worker runs through these five C through the daily work, it will become an excellent worker. Insight makes your horizons wide, thinking is active, and judges correct. ◆ ◆
Subordinate relationship
In all nine strategies, a good subordinate is the most difficult to accept. Ordinary workers are always surprisingly found that outstanding workers are not only a good leader, but also a good place.
A worker's subordinate style is within two aspects:
1, independence, strict thinking;
2, active or passive.
According to these two points, there are five types of affordable relationships:
· Separation (Sheep) is passive, they fully dependence on others, only to complete simple work, always passively waiting for the next work arrangement.
· Affiliated to the consent (YES), a passion of sleepiness, but still relies on the arrangement of the boss. They are willing to do anything, but you have to tell them what to do.
· Alienated subordinate is a separate thinkor, but they passively accept their roles. They can't work hard, don't work well.
· PragMatist can execute instructions and can also propose some valuable views, but work is not concentration.
· Excellent (STAR) subordinates never stop thinking, not blindly followed. When they have differentiations with leaders, they always put the best interests of the company first. They work with great enthusiasm. They have a good initiative and creativity, and they will give their maximum talent for the company.
The subordinate relationship is a working strategy that can guide you from leadership or authority in the company.
Excellent subordinate relationship means that training is independent, strict judgment of tasks, potential problems and methods, helping the company succeed. Excellent subordinates can achieve the company's goals even if there is a personal difference between the leaders.
According to Kelly's research, although leadership relationship looks more attractive, good leaders is only 10% of the company's success, and 90% relies on how to convert leadership into action.
Excellent subordinates can complete a project without too many supervisors, leaders can transfer their attention to others because they can fully believe that even if they do not make according to their assumptions, they must be pressed by one Good method is done.
When excellent subordinates work together with the leaders, there is an inevitable contradiction. Excellent subordinates will try our best to understand the intentions of the leadership. If they still think that there is another way to make the company get more benefits, they will express their opinions according to the following seven steps:
1, pre-action. Leaders cannot get all the information because they are sometimes too far away, sometimes they will ignore the bad consequences caused by decisions. If there is sufficient time, an excellent subordinates will provide their knowledge to leaders and loyal to help leaders improve his decision.
2. Discover the actual situation. When the leader is still unclear, an excellent subordinates will tell the leadership, rather than incomplete messages, and even a small road message.
3. Find a good suggestion. After understanding the facts, they will explain the information with a wise method. They will find experts from other departments that let them stand in their own perspective and corporate leadership.
4, adopt appropriate ways. Each company will have a corresponding mechanism to let employees express their dissatisfaction. Excellent subordinates will prefer this way, express their views to people in the company rather than the company's competitors.
5, do a good speaker. Excellent subordinates always look at the problem on the company's position. They will explain that the leadership decides what benefits will bring to the company, and it will be damaged.
6. There must be courage if necessary. If legal or ethical issues are facing, excellent subordinates will be fair to the chairman of this will give the company to bring the economy and honorary loss.
7, unite others. When the unique snoring found that the common call is more effective than the individual's voice, he will not hesitate to unite others. When other subordinates are blindly obedient as the boss, excellent subordinates will use their reasoning and persuasiveness, as long as they do think the direction is not right. Using the seven steps, you can help your leaders make a more sensible decision.
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Leading relationship
Inside an organization, not every leader is higher than others. Many teams and departments of "small leaders" are only appointed to meet some need or solve a problem.
"Big Leaders" always leads others with a "self-centered" leadership style, "small lead" is just silently working around colleagues, especially in the team. "Small Leaders" has no direct supervision power, and there is no need to determine the salary of others. Colleagues just spontaneously united around "small leaders", because everyone thinks, if you unite, you can solve more problems.
To be a good "small head", you must have respect for colleagues in the following three aspects:
1. Lectlers: Includes experience related to team objectives and good judgment.
2, personal charm: including you know how to care about your colleagues, consistent with your colleagues, so that they are willing to achieve goals with you.
3, Mimus: Means you are willing to take some leadership and help teams achieve goals.
For example, when a group of consultants with different professional meets a customer, one of the industrial experiences, the other may be an expert in feedback control, the third may be a market planning expert, at this time, the interaity begins A role. No one is a team leader during the entire meeting. These several turning characters act as the role of "small leaders", as long as a certain expertise and practical experience can solve the problems faced at the time.
Of course, knowledge is very important, but personal charm is indispensable. "Small Leaders" should take into account the needs, skills and enthusiasm of colleagues, because he has no formal power in colleagues he led. He must let colleagues believe that he cares about their interests as you care.
Excellent workers never assume that they fully understand others. For example, when a software designer is asked to develop a new Internet program with other six colleagues, she will first check whether their views are correct. At the first meeting, she asked such a question: "John, in the previous project we cooperated, you have said that your experience is not enough, what is the case? This project is very high."
She can ensure that the work arrangement meets everyone's personal skills and tastes. This approach is compared to the self-righteousness of "big leaders".
It is not enough to have knowledge and leadership skills. This is the "small lead" reluctant to promote the main skills of the entire team. Whether it is a meeting notice or the first work of a big project, it is always initiated by the leadership.
Leaders must plan a meeting to delegate the entire team in front of the high-level leadership. He is responsible for sending a message to the team, and the guarantee team is not an external interference. In short, momentum leadership relationship is a series of complete activities that drive the project from the beginning to the end.
These three knowledge, personal charm and moving merchants are three major activities that excellent workers are working in work. Sometimes these three events are completed by an excellent worker, sometimes different events from different members. The key to the problem is that these three activities are completed by the most suitable person.
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teamwork
Sometimes work tasks are very heavy, even excellent workers can't complete independently. For example, now some large, technical complex projects require ten, hundreds, and even thousands of workers with different backgrounds and technologies. The leadership relationship in each team is different.
In many cases, the team is just synonymous with time. For example, when Kelley asked some workers why they had no harvest in a certain day, the most often heard of a complaint is: "Too many team meetings." In many companies, the three main reasons for the success of the team work is :
1. High-level executive managers are not familiar with what they advocate. Since many of them become managers because of their personal achievements, these managers are just a bad team operator, and the subordinates will bring confusion.
2. The team work is not related to the reward and punishment. When Kelley analyzes the relationship between the performance of the individual and the company's reward and punishment, it is found to be zero.
3, most people don't know how to operate. Few school professor team work skills, most workers are hard to make a team in front of any beneficial guidance.
Although there are such problems, many people are still in some teams who are reluctant. If the group fails to work, what is the significance of their own independent workers? Therefore, excellent workers recognize that the management team is an important one to ensure efficiency.
The first step is to carefully choose which team. Let's take a look at Michela, the excellent production manager of a world's largest consumer goods company is doing. She spent 70 hours a week to keep all members in the team, and her work is still not ideal. Now she will always ask such three questions before joining a team:
1. What is the relationship between this team's task and the company's core route? What kind of pay can get a good return?
2, can the team's task expressed one to two sentences? If it is not possible, the task needs to be further explicit.
3, is this team necessary to exist? The same task is not more effective by one person?
If the answer to these three issues, this team is worth joining, and Michela will further determine whether the team is right for her? Her knowledge, experience and views are useful for this team? Another condition is whether the work can increase her affected by the company or make her resume better. Once she is convinced that she should join the team, she will consider whether the team's other members have enough ability and skill to complete the task; whether to add more appropriate candidates or to complete the task as long as a few people can complete the task.
When Michela excellent workers were delegated to a team, while she had questions about the team's composition and task, they would find their own point of view. Sometimes the scientists of the R & D department will use all their mandates to see the boss and hope that the boss will re-consider to alleviate overweight work arrangements.
Once excellent workers are committed to the team's work, they will ensure that every member of the team can accept their own tasks; they ensure that the task is fairly assigned to everyone; they can listen to everyone at the meeting. . Everyone in the team will be fully respected, and their statements will not be unreasonable. Excellent workers will fully consider the opinions of inside and outside customers.
Those who do outstanding workers in the team often work independently. They use other excellent work strategies, such as: initiative, self-management and insighting.
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Organize knowledge
More and more modern work needs people to join the team, because this can create a more rich productivity than excellent personal work. It is important to have the skills and organizational knowledge of excellence and mutual exchange.
Organizational knowledge is an ability to coordinate all aspects, resolve contradictions, and achieve their goals. It includes the knowledge of key personnel and the ability to advenerate your opinions.
Organizational knowledge and expression capabilities are arranged in the end because they rely on other work strategies. For example, you need to have initiative first, know how to form a knowledge network, know how to see questions in a wider view, etc.
Once you have a necessary skill, you can organize knowledge along the outstanding blueprints.
First of all, know who is in power. Many times, the regular organizers have some power to exaggerate the highest title.
For example, in a big newspaper, the formal charter, editing is the most authoritative person in the newsroom. The actual report shows the most powerful secretary because they are usually authorized to report, it is recommended to change the work arrangement, and host the meeting when editing. According to the insight and networked, some workers have keenly aware of the true power of the company. The second step is to understand the company's characteristics. Master the company's characteristics make excellent workers know how to get what they want to get and will not have to sin.
A regional telephone company uses such a slogan: "The most cutting technology". An engineer of the company know that the company actually only reclaims the time, but the company's managers are hard to accept such criticism. He can't do it directly to face managers while keeping your job. So he came out of the company, contacting users, suppliers, and experts in the industry, confirming the company's competitors are developing new products and business, and smashing his company behind. When he mastered the full evidence, he submitted the opinion to the senior manager. Since his opinion is very persuasive, it is appointed to promote the company's development, so that the company is assigned to the slogan.
The most effective way to find the company's characteristics is to find a mentor, he is willing to share his insights with you. Many companies have organized education, but workers can only accept some basic information, rather than further information, such as how to avoid bureaucratic traps and selfish managers in the first project. If this education relationship is natural, educators may talk to you some views on the organization. Excellent workers know how to use the initiative, insight and networking of three strategies to create this relationship.
For example, excellent workers recognize that these educators often need some returns, regardless of this reward is faithful, work hard or helping what they like successfully. Once they know those motives that may provide suggestions, these outstanding workers can get guidance. Or outstanding workers will take the initiative to find a chance to work around them before seeking help. No matter whether there is no guidance, excellent workers will master some etiquette in work as soon as possible. They will notice if "opening principles" really means welcoming when there is no appointment. In addition to these physical lines (such as the door of the office), excellent workers will consider some "uncovering bounds", such as the experts' work range. They understand the field of colleagues through projects that have overlap in those jobs.
Although tissue knowledge is not most important in the entire nine strategy, it is also very effective. You want to take the initiative to provide a good suggestion to help the company, but if you spend the executive or violate the company's rules, your suggestions will never receive adoption.
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Expression capability
The last strategy is the ability to express your suggestion, that is, convince your listener to accept your suggestion. Whether you are in other areas, if you can't convince your listener to accept your point of view, you can't become an excellent worker. The expression ability will help you expand influence and stabilize you as an excellent worker. The expression ability is a collection of information, selecting keywords, organizing their ability to share with others. When you face 5-20 colleagues, high-level managers or customers in the conference room, it will send it.
Excellent workers and ordinary workers are only how to understand the audience and organize appropriate information. Excellent workers always try to understand who is the audience and contact them in advance, understand what they want to hear.
Stephen chao's story may explain how to do it. Chao became the president of Fox TV at his age of 30 and is responsible for the Department of Public Information. At an expert seminar, he arranged an amazing male striptease performance in order to attract the audience. If Chao knows who will attend, he may not do this. Lynn Cheey, a republican leader of the Supreme Classic Literature Fund, her husband, Minister of Defense, and a few ideological conserves. Not only did he arrange the performance unwelcome, an hour later, Fox's Chairman Rupert Murdoch called him to be dismissed. Excellent workers know how to capture the attention of the audience without anyone. They know how to show their things in the most attractive way, rather than simple sequential order. They put important information in the unprotision of drama, rather than arranged in the end, because most people have already been embarrassed.
Excellent workers collect information related to the audience and avoid using pure technical languages as much as possible. For example, a lawyer with a big law firm wants to sue the incident of a bank refused to provide mortgage business for residents of Non-US communities. In order to win his audience, he first learned that they were some successful lawyers, and they didn't know anything about people living in that community. This lawyer knew that he first had to let him listen to these victims. He first showed some pictures and information about the residents of the community, and detailed how they are difficult to find work to maintain their families, then he will make some instructions on the legal issues involved in the case, and at this time The audience has already been persuaded by him.
Let's take a look at it, you have to make an excellent expression, your trick you have:
1, understand your listener;
2, smart organization of your information;
3. Make your information with them, so that they are interested;
4, try to use daily vocabulary;
5, try to make your story more exciting, not the old set.
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Be a good worker
The nine strategies with excellent workers are very understanding, and it is not difficult to accept. Remember that all this is not born. As long as you follow this model, you can become an excellent worker, you can better control your own development, and more valuable to the company.
According to the information feedback, those who start using these nine strategies have increased their ability to be 100% in 8 months. Compared with other workers, they can solve the problem more quickly, and the quality of work is also higher. Even excellent workers can be improved. Women, a few people and newcomes have increased by 400%. This group is most likely to make the work restrictions because of unavailable information. The plan we propose allows everyone to learn to create a higher productivity work strategy.
What does higher productivity mean? Perhaps double productivity can make your situation completely change, from being subjected to being improved. If you are considered to be valuable to the company, in fact, you can get challenging, satisfactory job opportunities. Since these work skills are ready to be used, they can be carried with you, so it is still useful even when you see it.
As an excellent worker is the best producer in the company, they are the most important resources when competing customers and profits. However, only ten years ago, the company did not realize the importance of these outstanding workers: although excellent workers can create 10-20 times the product rate higher than ordinary workers, they are only more than ordinary workers. %.
Now, managers recognize that excellent workers are not alternatively replaced. Excellent workers are the source of creating wealth, and companies are attracted and retain them by allocating more profit shares. Excellent workers require higher starting wages, more profit shares and a few share income of the share of personal expenditures. Remuneration to excellent workers is not far from you. As Kelley's research proves, high IQ, full confident and smooth social skills are not the key to success. As long as you implement these nine strategies in your daily life, you can become an excellent worker from ordinary workers. To improve your productivity, you must turn these views in the summary to your own, combined with your personality and work style to implement these nine strategies. For most people, there will be 10% advances soon. 6 months later, huge changes happen. One year later, you can fully master the technology that is only available for excellent workers and creates extremely high productivity.
If you want to become an excellent worker, you will start from the following 9:00:
First, there must be initiative and make your company profit;
Second, establish a good network to help you do your work better;
Third, do a good job in work;
Fourth, face opportunities and challenges with a broader field of field;
V. Cultivate the subordinate relationship skills to achieve the goal with your leaders;
6. Use leadership relationships, convince colleagues to complete the task;
Seven, bring excellent work to the team;
Eight, by understanding your organization, know how you will work together and how to fight for them;
Nine, express your information to your listener through effective expression skills.
You already have the skills and basic intelligence that makes you ever performance, now uses these techniques to turn yourself as an excellent worker.
