One
In the last century, all the people who can be called "great" are probably the least probably by the Chinese is this guy called Jack Welch. But his autobiography was purchased by Times Warner's 8,000-dollar price before he had a price of $ 7 million, exceeding the authors of all authors in history. He was born in a very ordinary American family, short, but also to eat, but it was very confident, wins, in 1960, joined the General Electric Company (GE) created by Thomas Edison, 20 years later, it has become the company history The youngest chairman and CEO, in the next 20 years, he did not stop the change day, not only created great wealth for GE's shareholders, butcoming the world's largest company, but also shaped a best business. Culture, put a historic industrial empire, into a company model that is rich and energetic, be good at change, and has endless development potential. His achievements redefined modern enterprise management. At the end of the last century, he won the reputation of "Century Manager" and became a model of almost all CEO emulation. After he retired, the successor who took him only one month participated in the "dialogue" program in Beijing CCTV. The audience is more than 30 domestic major enterprises. All the questions have only one topic: How to be a good CEO. Just as Welch himself did not say in autobiography, his contribution is far more than GE a company. He believes that there is a lot of employment directly and is seen by the US government as a ministerial company, benefited from success. The support of the big company. But he is still modesty: the revolution of the management he advocated and implemented, re-promoting the fundamental principles of the business operation of the shareholders, reversing the tendency of the general welfare of international enterprises since World War I, so that the company has achieved real motivation When other large companies have maintained the same growth rate with GNP, he began to lead the company to create a miracle of continued high-speed growth in more than 20 years; he created a culture that is most beneficial to talent growth, but also a generation of companies Home, more created a positive spirit; his company is a model, making marketization and global economic systems have more and more healthy cells; his experience is summarized for future generations, The world's contribution is far more than a company or a successful person's return. This contribution will also affect the spirit of the people he created and the spiritual wealth he created, including his book. Although I left this, someone who had worked almost all people can feel proud of the company for a few months, the contents of the book, or like old friends. But this time, Jack himself is using his most Jack style language, his friend tells his experience, his thoughts and his hopes. He is indeed reviewing his life, but from his childhood story, he started to introduce his management idea and experience any part of the book. Jack lists more than 20 experience summary as CEO, more than 10 experiences than he participated in the last GE's global senior manager annual meeting, which is the knot. Although there is no need, I am really worried that how many readers can understand how this is inseparable, regardless of management experience or life attitude.
For example, to maximize the wisdom and creativity of all employees, this is a core of his management idea. To this end, he flatten the company's structure, created "Work-Out", borderless (Boundaryless) Waiting for vocabulary and values, in this regard, he emphasizes enthusiasm and self-confidence is an important quality of enterprises, because it helps them be brave enough to take responsibility and rapid action, but also for this to "embrace" e-commerce in the biggest enthusiasm - 1999, Jack, who has always adhered to the note management as the fourth largest strategy of the company, not the hot chase of .com, but e-commerce no longer has a bureaucracy brought by information monopoly. Looking for, selection and cultivate talents, is Jack Welch successfully leading the most important part of the company. When he took charge, the biggest part of the time was used in talent. After he left GE, he used the most in autobiography. Ink and detail, for example, he wrote two important positions, he is almost uses their respective intellectuality of "Red Socks" to determine their stay. He hopes to tell readers as a very important quality of the manager - a strong good heart. And he himself is a lifelong fan of this baseball team. General Electric can become a "manager cradle", "Manager cradle", "business world", "" Wealth "500, can have more than one-third of CEOs from this company, because A magical talent system. Under such a system, GE is a "mortality" company company, but every "live" manager, whether it is "live" in the interior or "live", all do not consciously engrave themselves From professional knowledge to vocational skills, from management means to speaking, from painting a table to pick up a call, write a little email, a little drop in daily life, the purpose is to accept higher challenges at any time . Third I am starting independently leading a department outside, like almost all managers from Ge, I want to turn my department into a GE style team. I hope that everyone in the department has the truth of Jack hopes, and the desire of strong results, dare to take responsibility for decisions, as well as confidence and speed. It's hard to do it. Many people ask me how bitter, because not all places need Welch style, asking, I am confused, even loneliness, as if there is no reason, only one Milan Kundera type "has to be ". This is also the autism of Jack, I feel kind and excited, this book is from him, and he is this no reason to persist. Finally, the Chinese version of this book "Jack Wellch Autobiography" should be said to be the best translation of all the books in Jack, almost no mistakes in the past, but it is said that the original The book of the book, I don't know if I can remain in the middle of the 20%. I am not saying that the translation is not doing well, because, after all, the translator is not Jack Welch.
("Jack Wellch Autobiography" [United States] Jack Welge Cao Yanbo and other translation Chinese letter publishing agency in October 2001)
Welch Legion
Among the United States, the current chief executive of six companies have worked in the CEO of General Electric Company, the legendary character. They are now contributing their outstanding talents to their respective companies. These six people have the CEO of large companies above billions of dollars, all have sound personality, resolute, decisive, and powerful. Although they are very respectful for the past boss, the chairman and CEO of General Electric Company and the CEO of the CEO, even have a deep personal feelings, but they don't belong to him.
Since 1990, he served as the CEO of USF & C, Norman P. Black Jr., said: "I really want me to know it yourself, I have a good thing. But, to a certain extent I think if I am still a member of the GE, I will never know the result. "USF & C is an insurance holding company with a total asset of $ 14.4 billion. The company is headquartered in Bardi. Owenscorning company's Golan H. Helle said: "I have always hoped that I have become the CEO. But Jack (Wellch said) and I am the same year, he is the best chief executive in the world. Official, how long he wants to do this, so I know if I want to be a CEO, I have to leave GE. "Owenscorning is headquartered in Toledo, Ohio, is a family Total assets reached more than 380 million US dollars of glass synthetic materials and building materials manufacturers.
In the 1970s, IBM and Xerox were called CEO manufacturers. But today, there is no such thing in the United States dare to say that you have the ability to train CEOs as GE. Since the University of Lausana International Management and Development, Solo Roland believes that cultivating CEO talents, GE companies and Welch are unmatched in the world. In Europe and Canada, there is no company that is comparable to Welch and GE or - a Bayer's former Vice-Chair agreed to this. "Japan is of course won't have. Their people do not flow at all."
In addition to Blake and Haler, people who have left GE in Welch's 16 years and: John Chuanni, Harry Stoners, Lawrence, Emperor, and Macloohart.
Chuan Ni has led the GE medical system. In January 1998, Sichuan has started to serve as Chairman and CEO of Hardware and Tools Manufacturing Co., Ltd. in Connecticut, January 1998. Stone Sifer began his chairman and CEO of $ 1.38 billion in St. Louis. GE pre-paid Chairman Best Emperor has served as Chairman and CEO of the $ 14 billion in Jersey, the privilege of $ 14 billion in 1991. There is Rockhart, he was a Chairman of the GE commercial aircraft engine and service department. Since 1995, he has served as Chairman and CEO of General Signal Company, which is a headquartered in Connecticos. A $ 2.1 billion industrial control company. (The Emperor refused to accept interviews herein).
Different situation
Normoman Bray should take successful business should be the world's first or second principle. He has helped Welch to implement his "first or second, otherwise he worked in GE. Improve, sell or close "management philosophy. However, when he walked into the USF & G company of Baldo 7 years ago, it is not only a world's first or second company, but is a company that is incapable of bankruptcy.
Before Black leaving GE, it was a president of the implementation of the GE Credit Group Financing Business, but he saw a bad financial statement and a rotten financial situation, without any "two business" Shadow. According to Blake, USF & G "is not only fundamental in financial, it is fully bankrupt, talent, leadership, technology and whole mechanism in all aspects of the company."
This is completely different from Welch's situation. In 1981, Warci took over a strategic key company, and Brake had to decide whether his company became an insurance company, or a financial service company, its business development direction, what is it? What is the condition of development? Only after deciding this, Brek is likely to enter the usual management procedure, not to re-adjust the company deployment, establish a focus, etc. This is a very basic job compared to Welch. I don't want to say that he is not exciting, but said that I am in a completely different situation, "Brek emphasized. Between GE and USF & G, Brek was in Japan's investment in Chicago. The Chairman and CEO of the Holler Group. However, "The same thing you can learn in GE is to understand a variety of different business, you must have the corresponding intelligence, desire and indomitable to do this - It is necessary to pay attention to the primary school students, you must learn from the easiest thing, "Brek said." Obviously, for the experience of Welge for many years, I personally suffered a lot of education. "
$ 5 billion
When Golan Helle was in Owncorning in 1992, the company's sales income was only $ 2.8 billion, but he hoped that by 1999, the company can sell $ 5 billion in insulation, waterproof materials, windows, and sound insulation a year. Materials and other products. And plan to extend the company to 10 departments, four of which are headquartered overseas. Building materials Europe are headquartered in England, Engineering Pipeline System in Brussels, Asia Pacific Business Headquarters in Hong Kong, and Latin American business activities take Brazil Sao Paulo as headquarters. At the same time in entering the global emerging market and emphasizing the company's globalization, Heller's focus is the development and acquisition of new products. The development of application is just a relatively small part of his growth plan, which is completely different from him when GE is not working in GE. "Everyone is pursuing the efficiency of materials, and this is what we gave." However, he thinks that from Ge learning as the most important thing as CEO. Heller said, "Jack always emphasizes his role as a resource departure - allocation of human resources and capital is the unique responsibility of the CEO." "In the company like Owenscorning, this is indeed the most Important promotion factors. "
Create performance
In the first quarter of 1997, General Signal Company's net income fell by 4.3% over the same period last year, reminding the company's chairman and CEO McKer Lockhart, his company has not created the GE under Welge. And stable performance. But this is not a result of lacking efforts. He served as the highest leadership of the group company with only GE, he repeatedly emphasized the importance of performance and replaced the head of 9 departments in 15 business sectors in the company.
"You can't tell others that they can do what they can't do." This is the reason why Rockhart has repeatedly insisted. Lockhart is not ignored the efforts of those who are willing to sacrifice the current interests, but he has emphasized all the leaders of all General Signal companies must have from me, from now on, continue to increase shareholder income. Responsibility. Any suspicion of the determination to Rockhart can be sold in this fact: 5 years without reaching the budget target, president, president, today in the general signal, is already in the past.
What is Rockhart hoping from the company's business departments? From 10 departments in the market, he hopes to see new products, production efficiency, and market development that can increase market share; seeing the company's income growth while not improving prices. In short, he hopes that all departments give their core business at sufficient attention.
"I used to be CEO"
John Sichuan has a strict style of Welch. This style is very suitable for his leadership of the $ 4 billion GE medical system, pursuing the image of performance. Someone asked Ge's experience to give him the preparation of the CEO of Stanley, the answer is a simple sentence: "I used to be CEO." His words are not reasonable. In GE did a more than 10 years of medical system, although he did not report to the board of directors, he did some of the title of President and CEO. He at that time - today is also the same as the number of numbers reflected in the performance of the performance. He always emphasizes: "Not the kind of season or one year performance goals, but a long-term expectation - for the need for a continuous victory." His management creed in Stanley is: "Growth, or death."
Now, Chuan Ni is pushing a single brand strategy that is the single brand strategy in the League of GE in the past. Quot; if you are a STANLEY salesman, you have to put the entire Stanley in one In the package, "Chuanny emphasized that" this will completely change the shortcomings of the way the past, the salesman, such as two salespersons at the same time to visit the same customer. "
In the next few months, people will be able to see how Chuanni establishes his company in the market, especially the US market. Chuannie believes that "In fact, you either have a certain position in the market, or no. And, in general, the better the status you occupy, your earnings are also higher."
"We need to succeed here (US market), and it is based on the establishment of a foothold. Then, on this firm foothold, I will enter the world. I have repeatedly emphasized that there is a global success. Success. If you don't do it in Atlanta, how can you feel successful in Albania? "Chuanny may be the most global perspective in GE colleague, he insists that he is not interested in the international market, or them After placing it behind. "(I mean) concentrated strength is necessary. There are too many things to do, and we hope to handle them all."
Society
Harry Stone Sifer has a big name of the societies - he always excellent when you deal with the Customers of McDe, it is always very good, but he is not so self-satisfied.
Stone Sifer believes: "People can't have dare to have specific products." Stone Hosta has always been publicly worshiped with Welch "smart large-scale hacked buns." He said that by 1984, no one can make money from such household products. Therefore, follow him "counting one, if you don't improve, sell or close", Welch sells these businesses.
Stone Sifer did not come out of these words, but in 1994, he became a few months of the CEO of Mai Mai, and the "countless" principle of Welch was very clearly implemented. The executive, which was mainly responsible for large jet engine business, was not partial, but in all aspects of commercial, national defense and space business. He later revealed that at that time, approximately three years ago, began to combine Boeing Company with Seattle.
Ironically, if this value of 14 billion US $ 14 billion, it can be completed in the next few months - it does not have problems - Stoners will no longer be the CEO. He will do it as a president and chief running officer. Boeing's Philipper Kang will become Chairman and CEO.
Objective judgment
"Chairman Larry Shiyi turned the alliance signal company into a thin, single manufacturing machine." This is a company in the company's introduction of a commercial information service of Texas Hoover. Similarly, Hoover also praised Rockhart's efforts to re-establish their business focus on machining control systems and industrial electronic controls in General Signals. USF & G's Brek is also praised: "Before the vibrant CEO Norman Breck - Brek played a song of Bob Derland at the company's party - this company because of the front Today, today, with the large amount of cost, personnel and unrelated business, USF & G is a business, a company insurance, median market, life insurance and special market. "At the same time Heller always adheres to Owenscorning companies to build on the basis of customer satisfaction, personal dignity, and shareholder value, because this should also get more public attention.
But the six GE's former star is not a superman in everyone's eyes. For example, an employee of a League Signal Company pointed out the weaknesses of the CEO Bordesi's strong means: "Yes, we all agree that he is very hard, if this is very important; but most of us every day I have to worry about the end of this working day, we will lose your job. "
Lorrangji, who has been invested and pursuing a well-known IMD company CEO, has been evaluated for many senior executives. Here is his comment on these six people:
USF & G's Brek: When you are committed to a crisis. A guy who is tough, paying attention to costs. But he is also a careful person, pay attention to the views of the market and the employee. I am very sensible to know how much time to implement a good strategy. It's fun to invest yourself.
The Alliance's Signal of the Emperor: No nonsense, no waste, and no patience to bureaucracy. I like GE, hi and histed, 呖 矫 矫 ⒅ 亓 亓 馑 ⒓ だ だ 狦 狦,,,,,, 是, 是 是 是 是 是 是
Owenscorning's Heller: a thick GE plastic style. Very participatory manager. Excellent group expert. Ideological is open. In the GE plastic, it has been reduced a lot, but people who will think. Once the legal issues related to asbestos, the outstanding people on the head.
Universal Signal Company's Rockhart: Ordinary people, but once vibrates.
McDonal Stone Sifer: Excellent in the mall. Can do things. Prestige. It has been an incredible maturity on the issue of promoting the merge with the Boeing. He will work with Boeing's CEO.
Stanley's Chuannie: Change the GE Medical Device System into a company with global network, making him the most internationally influential in six CEO. Have experience in managing a huge global company. I don't dare to affirm that Stanley is the company that is best for him.
Can the Jack Army copy itself?
Lorrangji and many people believe that it can generate such a set of excellent CEO, and its credit should be attributed to GE, attributed to Welch. "This is a company with a long history of operation, remember this is very important. They have always paid attention to the management program," Luo Longji emphasized. He believes that GE has more than ten independent business departments in their respective industries - "The Best Enterprise Group Structure" - provides a very good learning environment for managed talents. "Just as USF & G's Brake said, Welch took the enthusiasm, decisively and quickly made his own, as well as a well-managed company from his highly respected Qioner Jones. Contribution. Whether it is still now, Welch wants an effective corporate leaders to understand his business from strategic, finance, and technology; to be full of courage, courage to challenge, and motivate others to become leaders .stanley The company's Sichuan said, "In GE, we have a saying is' Tropical want to leave but ready to go." "He hopes that Stanley's manager training can also achieve this realm.
However, according to the IMD company, a company, especially the company like GE, when it carefully cultivated the vitality, there is a strong management personnel, and the company's continued development will be Affected? Quot; When you arrive at the highest point in your field, your development will go to the head and cannot move forward. This is the situation in Welch and several few people. "
In contrast, like Nestlé, SA, and ABB, excellent European companies, retained many talented managers. "There is no restrictions in the top; you have the development space of higher enterprises leaders." For example, in ABB, "You will have an eight-person committee on you." Although some management textbooks believe Such a committee is the bureaucratic hotbed, Lorrangji is considered to provide "a group of talents" to the company and create a lot of vitality.
"Exposure" GE - humanized CEO
A CE0 called "Fortune" as "Century Manager", which is the most qualified to be a god of operation, however, Welch did not think so.
In GE, there is such a sentence called Welch everywhere. He is a CEO of $ 400 billion in assets, but can directly face the CEO of 340,000 employees with more than 100 countries.
For this interview, the public relations personnel from the GE China Headquarters specially arranged four GE employees from different departments, different positions, and different regions. The ginger of the public relations department told me a interesting number: in the United States, only The employees of less than 1/10 have seen Welch, and 4 people have seen Wellch twice in five people talking to me.
Zhang Xiaohui, a market development manager of Guangzhou Branch, has seen Welch during the "Wealth" forum in 1999, at the time, her team was arrested to report to Welch, and Zhang Xiaohui is in one. Bar, already talking to Welch, when Zhang Xiahui's colleague stands and respectfully said that Welch is Mr. Welch, Welch interrupted his words, said: We didn't have seen it yesterday. Have you? Just call me Jack.
Welch is a dedicated to make your own image humanized collar, GE Plastic Panyu Nanda Plant's human resource manager single and weaitaries are described in the face of such a leader, personal values change:
"I first saw Wellch, it was Welchi to visit Nansha Factory. He left straight, and said to me, hello, I am Jack Welch.
"When a man managed $ 400 billion, I said to me: Hello, I am Jack Wellch, my feelings are my self-confidence, I change it, I have improved the value of myself." GE can born humanized management leaders, is not only Welch's personal rectitude, GE is very flat, and this flat is the cornerstone of humanized leaders. Liu Bo, Manager of GE China Public Relation Department, once told me a very appropriate example to illustrate this flat: he and Welch's difference in the level, that is, the president of China, the president of China, and Welch revocated in 1998. The position of the Asia Pacific President made him only one level with an ordinary regional department manager.
The charm of humanized image makes each employee feel that Welch is nowhere in power. Wang Quan and Wang Quan and the only person who have never seen Welch when talking to me on the same day, but it is strange that his feelings of Welch and those who have seen several colleagues have no matters. :
"I won't feel a distance from Wellch, this is the exchange between you and CEO, you will always receive Welch's E-mail, each GE staff has received Welch Electronics Signed E-Mail surprises, but later felt natural, because he often tells you the company's views directly.
Distance in a flat-flat company architecture, narrowing the point to allow CEOs to communicate directly with ordinary employees. In the age of E-mail, the famous Welch's stabilitated management is achieved by fax, in the office of Weiritar, a fax note with Welch's personal signature has been copied. I have on the wall.
People have asked Wellch again over and over again: How did you transplant the GE's values to elsewhere? Welch told them: "We can do this because they are very simple values. That is the dignity and speech. In GE, this clock contains it to be paid, is paying attention, care, and this is all from their CE0. Culture in the country, race, and geographically Can you be unimpeded, is it invincible?
China's operating managers gave us different answers.
In May 2000, the nearly 2 leaders of 39 centralized large enterprises came to the GE's Crawton Village. After returning, Zhang Qinglin, the party group and deputy general manager of China Construction Engineering Corporation, wrote a slightly sprinkled more than 10,000 words "Searching for General Road - Participating in the first phase of China's senior management staff to study the training of General Electric Corporation training", in the text, Zhang Qinglin wrote seven enlightenment, involving all aspects of GE values, from Welch daily income 260,000 US dollars to the integrity concept, the face is, the revelation is: "People-oriented" should be used as an eternal management idea.
However, a small action has already made Zhang Qinglin to implement the actual, the stable management is Zhang Qinglin to witness and very envious, but he thinks this is very difficult to learn from China: "We have such a leader, who go What is the challenge? This is a question, who will I write? If the official is a woman, this is not a problem? If someone receives my own letter, what will he think? But the employee of GE will think: 'I am very positioned in our president'.
Chinese culture is deeply rooted by quite similar Chinese corporate managers in Zhang Qinglin. I have asked Ge employees as a question: Do you think GE culture can promote in the atmosphere of Chinese culture?
He asked me: What do you think is Chinese culture?
Is the Chinese culture is a diaphragm, suspicious, suspicion? In the GE (China) enterprise, countless employees receive Welch's E-mail in countless times, from ordinary employees to the high level, there will be this management in the east mode Culture is associated with interpersonal relationships, which is an open management, open communication.
In the face of Zhang Qinglin's question, I feel that the Chinese manager, before the application, the courage is still needed to find a way to solve even the details. All the business gods have his genius decisive, and even the stubborn one, the work and autocracy in the work, nor does it hinder Welch to become a professional person.
Wei Jiafu, president of COSE Group, believes that Welch is GE "Mao Zedong", his leadership is not a specific thing, but is tube ideas, thoughts and culture. However, the people in GE don't look like this. Welch is always a professional manager. His job responsibilities are also responsible for the specific matters. For Welch, GE staff is admirable, and Imert succeeded Well. In the ceremony, he pointed to Welch said: "This old man is really good, but his achievements will not bring any burden.
No one was lost for Welch's departure. The GE people calmly accepted a mythical illegitimate leaving, and Lu Hui, general manager of GE Plastics, said: "Welch is just a very good manner of GE culture, and Imert is also. "
Institutionalization
In GE's culture, there is a matter of leadership, referred to as four E: ENERGY, with personal vitality to meet and respond to change speeds; Energizes has the ability to create an atmosphere to motivate others; Edge, facing difficulties Be brave in the sharp decision; EXECUTE, always adds an execution capability. When we measure the manager of GE with four e, they almost meet this value standard. Wang Jianmin, President in China, is a big open office door, let all employees enter, and sit down and talk to him. His employees describe him this way: Wang Jianmin and Welch are a president who is flat and often hear him. A core team puts culturally to the core team, and then distributed directly from the core team to every corner of the enterprise. Welch is actually like every CEO, his most direct impact, is the team around him. Single and weavier emotions, he can also feel the human charm from the team around Welch. In 1999, during the Shanghai "Wealth" forum, I have asked GE Global Human Resources President: What is your daily work? The president claimed him: So what is your daily work? Let me tell him to do this. His maximum of the highest, he listened him: I also do these work. Welch's most happiness is a person with extraordinary. If one day I found a person sitting in the office in the office, Welch will call everyone to go out. In Imel, we will find the same Boda: Never arrogant, never satisfy the achievements already achieved. Some people say: GE's excellent culture is the perfect integration of various strengths in the historical process in the past 109 years. In GE, this fusion is not only realized by the infection of leaders, but also through effective, powerful ways to institutionalize. GE's staff, many of the other international groups "jumping", whether other multinational companies do not have a culture like GE, ginger Answer: We can't evaluate other companies, but GE is insisting on doing this, and do the best one. Values in GE is the year, the moon is talking, every day. Each employee is soaked in such a cultural atmosphere, from entering the first day of the GE gate. Zhang Xiaohui: "GE has a very good system to implement his values, starting from the beginning of new employees, the issue of values, coming up new employee thinking answers, future training and assessment can see GE to value values identity "Single Weir:" Welch's attitude towards individual values and corporate values, for everyone, his ABC theoretist. People have appreciated that A is completely recognized by GE values, B is part recognition, C is Do not agree with the person who wants A. Minority B, people don't want C. All people can see their efforts: the integration of their values and the company. Lu Hui: "GE has a set Very good measuring system, let employees measures their performance, behavior, and standards are the same for ordinary workers and high-level elites, and they know how they are measured. "In GE, excellent talents are called red and special, that is, the GE value is recognized, and it has good results, but when a employee has a problem, even if his performance is excellent, GE will not hesitate. Abandon him.
The principle of integrity is the primary principle of GE value, and GE regards integrity as a priceless asset created by countless employees over 100 years. "Whether in order to create performance, in order to improve competitiveness, we can not make us in honesty. There is any compromise on promise. " Welch said in the "Integrity Declaration" of GE employees. Strict management assessments are not harmful. In GE, individuals have given great freedom and development space by the company's culture, and employees can fully launch their abilities, propose ambition, may be called a bit ambition, Welch's start in GE, explains the ambition of the President of GE. No one, especially your boss will not blame you to criticize him, and say that in GE, a boss can't attack a subordinate, because everyone's assessment is 360 degrees, one, especially It is leadership, make a joke, all at any time in the ocean of the people, all accounts must be based. Revolutionary spirit
