1. A way to establish a prestige: it is an example of complying with the system. As a leader is not over the system, if you abide by the system, do you have anyone else? If the leader complies with the system, the lower level will step by step, everyone will be faithful. 2. Excellent leaders should try to praise his subordinate talents and achievements, and make the honor to the lower level as much as possible, curb your vanity. You should put yourself behind, so the following level will do our best. 3, in fact, unless you are committed to cultivating talents, or you will not be developed. An excellent leader in his review is that he will find the highest results in the time that he helps to cultivate a group of talents. If you can cultivate a group of excellent managers, this is a great benefit. Even some of them leave the Organization to go to other organizations. 4, a leader is going to cultivate your subordinates not just ask questions, but asked him to submit approach to solving problems and suggestions, this method not only saves a lot of your time, but the most important thing is to cultivate sub-level Method. 5, don't be afraid to admit mistakes, you will be surprised by some people trying to liberate their errors, in fact, this is not necessary, and a person cannot always be correct. If there is a percent of sixty of the right, he can quickly improve the other 100%, then he is a very great person, most people respect those who are straightforward to admit mistakes, this is the characteristics of big people. 6. If someone makes mistakes, then it is better than turning the milk, anyway, you can't drink it anymore. It is important that you should use the good attitude to find a mistake to make mistakes, so that he is determined to make such an error later after the conversation. In fact, when people encounter this situation, they often repeat the mistakes of the mistakes. As a result, they must have a sense of resentment after he leaves so he must change his mistake. 7. In the organizational environment allowed to make mistakes, if there is a certain innovation failure to achieve the expected effect, the response of the management person is this: "What is you learning from failure? That's good, it's going on. , Continue to test until the success is "." 8. If you can't turn the lazy people into a diligent person, I have to make him lazy, don't let you have a lazy man, even if there is an endless suffering, then you don't expect others. Work hard. 9. In order to promote clear thinking and rapid decision, the leader should regularly ask the various departmental managers to briefly describe the current situation, content generally contain the following basic issues: (1). What is the competitive environment? (2) What is the competitors as good for recent days? (3) What is your corresponding measures during the same period? (4) How can they attack you in the future? (5). How do you get surpassed your opponent? 10. Celebration to the organization, the celebration is small, but it is a sign of success. It takes some places to do it. In the future, we need to enjoy the joy of success, so that Improving constantly. 11. When making decisions in a group or a smart group, the voting vote is a bad way. When we vote, there will always be winners and losers.
Lowers usually have returns, and a group that exists winners and losers will definitely be unable to fail - 12, 1967, Douglas. McGregor's trust under this definition: "Know the other party Well carefully or accidentally, consciously or unconsciously use me. At this time, I can complete my situation, my status and my dignity in this group, I can put our relationship, I Work, my career, and even my life is placed in the other side. "13. The power of trust is very powerful within the organization unless people believe that they will get fair treatment, otherwise they will not try their best. I know the only way to create trust is to show your values, and then do it, you have to be uniform. 14. A leader can expand the organization's values by setting a standard that people think they can achieve. The performance standards we use are: the best in the world. People can usually find ways to find the goal, their dreams and seek this method, the trick is not to punish the people who have not met, as long as they have improved, they reward them - even if they have not reached the goals. But unless you have a good enough to bind the standard, you will never know what extent. 15. In many organizations, many organizations often only pay attention to the members of their members to seek major innovation measures that can save money, and ignore small reforms, in fact, all small reforms have accumulated that they are reform, they can produce Large economic benefits. So: All organization members must constantly find small things that can start improvement today. The key to success is to advocate a corporate culture, which makes all kinds of innovation recommendations naturally adopt and encourage, without requiring a regular reward channel to seek, as long as the new method is encouraged, even if it is not perfect There is no relationship. If you are in this way, "We have been produced in this way," So in a fierce competitive environment today, this type of organization will lose its foothold. Only when all the people related to the reform are active, everyone will find problems, solve the problem, and strive to improve the work to begin real reforms. 16. It should make organizational members more deeply than ever, leaders have given them to them, so that they have a "mission", and once organized, they will further participate in management and see their own results. A "owner's awareness", when organizational members have not had participation, they have not felt that they are also the owner of the company, requiring them to bear the responsibility, that is unrealistic. The only way to turn your organization's prospects into reality is to let everyone take responsibility for reform organizations in some way. A lack of enthusiasm for reform is not because of stubborn, but because of his mind, there has been a ready-made model as a baseline for him to observe things, so there is no benefit to implement reform, unless he personally participate The practice of change, and through his own experience, recognizing the original mode in the mind is not that perfect, and the situation will change. In order to break this inherent pattern in the minds of organizational members, there is a need for a different experience. Because of this, the old model is often changed by "new" people or foreign people. In any organization, the administrator allows organizations to discover problems and solve problems, they can always achieve very well, they always want to do their work well, most people have the right to carry The innovation is very happy. If each member has established constant conceptual concept, even what is the simplest repetitive administrative can improve may have improved. A manager can win the greatest reason for the highest decision makers, or he has the ability to change the status quo.
17. "Mastering your own destiny" is not only a useful business concept, but also the responsibility of individuals, enterprises, and even the country. It is also the most basic necessary condition of success. The world is constantly changing, we must constantly change. The maximum force has the ability to recognize fate - then change yourself. 18. A value-based organism form is to create efficiency in consensus, because the employees who have the same goals have too much supervision. It is necessary to pay attention to the full information exchange between various departments and teams, so that everyone can fully understand the objective goals and understand what you can do in order to achieve these goals. Regularly convene the subordinates together to talk about the recent events, don't let them misinterpret, and then rumored, you have to tell them things. Simple, consistent and repetitive - is a communication of communication, it is a stable process of communicating information to organizational members. It is necessary to understand that you have to say clearly, let others understand what you mean, don't let them add their own explanation. Confidentiality must be real confidential, because the average (within organizational members) want to know what they happen around. If you don't tell him what happened around, then he always try to inquire, but what he understands is usually rumors and distorting facts, which will not be good for an organization, so there must be confidential To keep confidential, if not confidential, let everyone understand what happened around him and why happened, which is the best way to stop rumors. 19. Corporate culture is the generalization of all incomplete norms, beliefs and values of the appropriate behavior. 20. Most of the major organizations today are unstocardly huge beasts, and the changes to the environment are not slow, and it is no response. Organizations consisting with old-fashioned scientific models, or build their best ideas in the system, rather than encouraging components of the group. You can identify these organizations from the indifference of organizers that the victims should have. 21. For a streamlined organization, the only way to increase productivity is to establish a working group with vitality, investment, participation and start. Everyone has his role. Everyone's idea is likely to be adopted. 22. If you direct the command directly to the grassroots, instead of being responsible for the leadership of this grassroots unit, you will be bad. There is no more intrustion more than this practice. If you have anything, you must pass the person in charge at all levels, don't pay the work. If you call someone responsible for a work, don't make a decision before you discuss, or directly under his subordinate. If you have to deny his opinion, you must first ask him to seek his opinions and opinions. Otherwise, you will make him have no right, completely falling in his own shoulders. Don't spend too much time to help the following department heads, in fact, this is not helping him, but hinds and trusts the tasks. Don't interfere with their work, let them do it yourself, this is the best way to ask them to ask them to hinder their work, affecting their growth, should consider organizing future development plans. 23. If you talk to the person to his future and future problems, we must be cautious. He will remember every word you say, even forgotten, people can easily open, especially in the mood A pleasant situation. So, don't open a blank check unless you can fulfill it, you will lose your premium. 24, education, cultivate talents, this is leadership responsibilities and tasks. Good organizations put the heavy reform of the talent to managers, and managers are tested in this work and improve. 25. It is easy to intensify it, and eventually will eventually break out.
