in
1985
In the year, I have asked some questions.
,
Since then
,
I started looking for a real answer. Bell Laboratory
(
That is still
AT & T
Part of it, now
Lucent Technologies Inc.)
. Bell Lab is the best, the most intelligence graduate by the best university world.
,
however
,
Finally, only a few people really play their potential and become an excellent engineer. Most new advisers develop into actors that can complete the task, productivity is not particularly prominent, and it is impossible to help Bell Laboratory.
AT & T
Market competitiveness, make a significant contribution.
Bell Lab wants to know: What is the difference between the outstanding engineers and ordinary engineers? Outstanding is determined by the heavens? Can still be learned? Can you design a plan to improve productivity to help manifest the flatteners become an outstanding talent?
Not only the company will seek these questions. Since 1985, almost all of the engineers I encountered would like to increase their productivity. They feel that they can be extracted, they don't like the shallow of the colleague. So they constantly strive to progress. In today's workplace, fewer resources are getting less, and the requirements for work are more and more. Global competition, purchase and air, business layoffs make the responsibility assumed by each employee more and more significant, but the resources available are fewer than before. Looking around you, and more than five years ago, that is more effort than the previous work, longer hours? Who is not a bunch of work to be completed, a lot of phone and email have not returned? Everyone is in secret, if you can't increase productivity, will the next strait will be yourself? Who doesn't want to be able to re-master your life - get a better balance point in work and personal life? Everyone has heard: Work Smarter, but it seems that no one knows that what is.
I and my colleagues started working on the company and personal productivity. From Bell Lab, 3M, and HP, a total of more than one thousand engineers played research partners and subjects while playing research partners and subjects. In order to understand the secret of outstanding engineers, we used the questionnaire survey, directly observe, work diary, focus team (Focus Groups), and interviews, and other methods to collect information. Statistical analysis, content analysis, and ITERATIVE MODEL Building are used in appropriate time.
Many other companies are also involved in this process, including analog devices, fore systems, air touch, and some companies that include other field engineers, as well as companies, including other fields. These companies have adopted our productivity lifting plan. Effectively convert ordinary employees into outstanding engineers, and in this process, we also have more understanding of key factors that produce outstanding performance.
Top to outstanding road
LAI and Henry are approximately the background of the two people when entering the Bell laboratory. They are all graduated by top colleges, and the average score is 3.8 (GPA). They have been studied in the computer company, and they all have been highly recommended by the professors. However, in the first six months of the company, the two have taken a very different attitude towards the company assignment. In the morning, they need lessons related to telephone technology and Bell laboratory workflow. In the afternoon, I participated in some warm-in projects, which is some secondary work that needs to be completed, even if it is done, it is not impact on important plans.
Henry is like writing a graduation papers or ready to test it in the office. He collected many technical documents to deepen the latest technological progress, only leave the office only when going to the toilet or participation in the necessary meetings. He remembers that the idea of the time is "The most important thing is: I can prove that my colleague, I really don't have a three-hour time arranged for each afternoon to complete the assignment work and enhance Technical skills. One time, she will introduce them to other colleagues, and learn about the plans they are going on. If a colleague needs help or the pressure of the time, she will help. Although she is not familiar with the new working environment, her colleagues still feel very well. Especially these are not her problem.
One afternoon, a colleague is fighting with a difficult program, and the time of the entire software is only one week. LAI has learned a new program tool before repairing a higher-level course. She feels that she should cope with this program, so she took the initiative to help write this procedure so that her colleague can concentrate on more places. Another time, some complex software tools need to be installed on each person's PC. According to the previous practice, everyone is installed on a computer by everyone. LAI has encountered a similar situation when he studied in the previous summer work, and she felt reasonably from one person to install this software to all computers. So she took the initiative to do it by her. But this installation moves more difficult than the imagination, a total of two weeks. There are many more than four days of the original estimate. She could have given up this suggestion, but she still completed this work. Although she has to go to the company early and work overtime, she will not affect the progress of the class and the schedule during the day.
After six months, Henry and Lai completed their technical courses and the first task. Their planned implementation is evaluated as good and technical competitiveness. In fact, Henry's planning results may be technically better than LAI.
However, henry is obviously less insufficient in terms of recognition between colleagues. Although everyone feels that he is still better, colleagues still think that he is more like a single person. It is quite skilled in the technical part, but it is not necessary to share his skills and other colleagues. His attitude is still the same as at school, only cares about individual performance.
On the other hand, LAI is active for the impression of others. She is willing to discover and solve the problem, even if it is not within her responsibility. Colleagues feel that she is not only six months like entering the laboratory. Of course, managers also noticed that LAI has the characteristics of outstanding engineers. Already consider going to let her participate in more important plans.
Most people (such as Henry have their own theory for the cause of outstanding work ability, however, most of them are wrong. In the past 14 years, we have a surprising discovery for the cause of outstanding engineers, and it has broken many universal disturbances. Our first discovery is that the bosses and colleagues in the eyes of their colleagues are often very different. Let's first ask the manager to list the outstanding candidates in their minds, and then recommend them to screen these people, please think I want to do it if they have important plans to be executed, or have a major plan, there is an emergency, need Special Forces to solve the problem, or you have to come out, you need to hire some masters, who is the best candidate. When we show this gossip to the outstanding engineers, they often have the choice of the bosses. "How can Joe will be selected? He hasn't done in a few years. Also, how can Maria are above? Everyone has a problem with a problem or you need to look for her new idea. "
The difference in this reaction allows us to stop reissue. We will retreated a step, re-requireing the manager and the master in the engineer to list many of those people more than other colleagues. Especially doing things make others admire. Those who we want to eliminate those who do not have sex to get performances often, they often have damage to the organization to offset all their contributions.
The result of this step is: The candidates raised by the two parties, only about 50% of the people are repeated. Excellent engineers and managers are better for anyone, about half of the opportunity is inconsistent. In our earliest research in Bell Lab, we made further selection of subjects. Only in the eyes of managers and colleagues, outstanding engineers will become our research object. (When the 3M company later studied, we also take the views of our customers.). We also consider the awards, honors, and performances of the awards they have obtained. In addition, the number of patents and publishing articles will also be included. The outstanding engineers who satisfy these conditions constitute the objects we have studied, which analyzes the causes of outstanding performance.
In order to divide the main differences in employees with excellent performance, we are advised to see the high-end supervisors, middle-level supervisors, engineers, and other researchers. In these results, we accumulated that 45 executives and engineers feel the main factors that will affect outstanding performance. It can be divided into four categories:
I. Factors of cognitive class: a relatively high IQ, logical reasoning, and creativity.
Second, personality factors: confident, ambition, courage, and whether I can control your own fate. Third, social factors: interpersonal relationship, leadership ability. Fourth, work and organization factors: relationship with the supervisor, sense of work, and attitude toward salary and bonus.
Next, you have to find out that these 45 factors are important factors affecting outstanding performance. We did two days of testing for hundreds of performance outstanding and expression of ordinary engineers. We also do the collection and analysis of information, establish a detailed case history, and employees and employed their supervisors. At the same time, they also ask them to provide autobiography and individual archives.
It is confusing that after two years of research, our information shows that it is an effective factor that is unable to distinguish outstanding performance, whether cognitive factors, individual factors, social factors, or work and organization factors. For all of the traditional factors listed above, whether it is alone or merging, the answer is the same: unable to distinguish ordinary engineers and outstanding engineers. We used a dozen comparison information to apply computer analysis to the limit. However, each execution result made us feel that our analytical method must be a serious mistake. We can't find any factors that can distinguish whether a person will have outstanding performance.
Is there another key factor we haven't found yet? Do we originally thought that the main factors: cognitive factors, individual factors, social factors, work and organization factors are completely unrelated to outstanding performance?
The long-term effect of our research is to break the average person's fans about outstanding performance. In fact, in our later studies have found: Other factors also affect. It is only that most engineers have entered the workplace, and it has already had enough potential to express excellent extraordinary, but finally, it is ordinary. The reason for the outstanding performance is not what they have, but how do they apply the qualities they have. The mystery of the outstanding performance is actually how to convert their talent into productive forces: as if you can convert the position into kinetic energy. Our conclusion is that outstanding performance is to work hard and have nothing to do with the heavens. (Stars Are Made, Not Born.)
Nine working strategies
Ok, if you are an engineer who wants to improve productivity and increase your intelligent assets. How do you do it to make others feel outstanding? This answer does not exist before our research. Whether in the school or in the job, there is no work strategy in the training of outstanding performance anywhere. Most people verify their own ideas by tested. However, many of the most competitive engineers have made too many errors in this process, making their overall performance only more tall than average. For example, they may not take active attitudes, or they take the initiative to actively actively in terms of high importance of the entire organization. We have found that it is necessary to change the way you do, and the way others will work. The method of expressing outstanding personnel doing things is quite different from other people. They integrate their working strategies to the daily performance, producing a leading behavior criterion. Any engineer with sufficient clever and motivation can achieve excellence.
Despite this, this productivity is not released like a big explosion. There is no magic pill or magical bullet to make you instantly outstanding. Instead, it is developed by nine interactive work strategies. The following is arranged in accordance with importance, introducing these nine working strategies.
Shiny trajectory (Blazing trail)
What is your views from Lai and Henry mentioned earlier? Do you think Henry is underestimated because he only emphasizes that the technical competitiveness is not unfair? Or LAI is appreciative only because she will chat?
General employees, such as Henry, the initiative in the mind is: Thinking of some new ideas can make their work better, or take the initiative to help some extra things, such as planning an annual picnic or calling the colleagues Blood. In fact, Henry feels that he is very active. "I collected the latest technical documents and learned the latest software tools, so I can do my assignment work is excellent. No one told me to do this. Henry tells me this.
Lai is very clear and Henry does not understand is that only specific behaviors can make others feel active. Active active true meaning is:
Actively pursue more responsibilities exceeding the scope of their own terms of reference (such as LAI active helps installing new software tools). At the same time, you can still complete your own main task.
Ability to pay extra heart to help other colleagues or teams, just like Lai take the initiative to help her colleagues should pay hard.
When an important task appears in the gray zone in the middle of each person, you can take the initiative to take responsibility and perfectly reached the task. For the identified goals or places, it is unyielding until successful execution. Just like LAI completed the original idea in overtime when helping to install software.
In the impression of the average person, the only thing that is decentralized is to invent a commercially successful new product, such as the inventive object-oriented Java language. If you spend a lot of heart, it is impossible to publish a great contribution to a great contribution to the Wall Street Daily.
However, in our study, outstanding engineers firmly believe that although they are very expected to actively make huge contributions, the daily contributions, the day, the same day, may also cause the same influence. Not only the case, they find usually a major discovery is slowly formed after a series of smaller efforts. If your own work attitude is not paying attention to take the initiative at a small place, the contribution you have accumulated will gradually dry, and a significant breakthrough will never have a chance. For example, LAI actively helps colleagues handle a cumbersome program that may allow her colleague to get a breath of breath, and this is the condition you need to have meaningful breakthrough.
Outstanding engineers also believe that you can actively contribute to your experience directly. When LAI is still a new person, everyone does not expect her to bear too much responsibility, but she took the initiative to make some unexpected surprises for her colleagues. At the same time, it is also soon agree with her is a productive engineer. When she is increasingly experienced, everyone will begin to expect her to actively bear the more difficult and risky tasks. Our observations of LAI, Henry and other hundreds of other engineers have found that new people must showcase active spirit of any competitive professional worker team. Such attitudes will not only satisfy the supervisor, more importantly, your colleagues and customers will appreciate your performance. Colleagues expecting work partners will not limit themselves in the tasks listed in the position instructions. They hope that their colleagues can be willing to do tasks than they have more than their own terms of reference. Because they know, if a new person's work share is less than yourself, you will bear more responsibility. They need to extend their responsibility for work partners, whether they are more matching with colleagues, providing customers better service, or to cope with the market's rapid changes.
Not just supervisors and colleagues, customers will also expect those employees who have contacted to have these qualities. If there is no way to meet these expectations, they may be classified as the ability but have the ability to have the ability to make a positive contribution to the entire team.
2. Know that you should ask? Knowing who knows
The general employee is only in the interpersonal network idea that there is only pipelines that can learn the latest office, or keep in touch with the supervisors of people in their own areas, so that you can convert better work in the future.
Except for the above-mentioned pipelines, outstanding engineers maintain a more important interpersonal network. Because they understand that the extent to which social information overload has enabled few people to complete all the information required to work. They may have 50-80% of knowledge, but their work cannot be completed smoothly unless there is a way to make the remaining parts. Effective interpersonal contacts is the method of insufficient information.
People who are good at using this connection clearly must establish a reliable two-way liaison pipe in advance and experts in various fields. Experts in this contact network can complete your important tasks by helping each other. Establishing the main purpose of this network is to want to reduce its own knowledge as much as possible to compete for new work.
Effective interpersonal networks and general people have two largest differences: First, the effective interpersonal network contains the right person, and the second is to get the response speed.
The experts they know can provide the correct answer in the first time. The average person often gets the wrong information, usually because of the wrong person, or the expert who knows the answer is not in his interpersonal network. They may be misleading or continue to blindly explore.
A quick interpersonal network can make excellent engineers quickly get the information you lack, and can continue to work earlier than other people. Suppose they spend a half-day time to ask what they have to have, and other people will spend a day or two, and usually or wrong information. For a long time, the accumulated difference is considerable.
Excellent engineers can surpass ordinary engineers because of the establishment of a more effective and more rapid network, productivity to exceed ordinary engineers. Even with the same day, light is always insufficient.
Andersen Consulting, an international consultant company assisted a company's information technology consultant Claudio to write a contract proposal for a time limit. This is a $ 500,000 contract, which is information technology support for the biosensory procedures used by biotechnology companies.
Claudio remembers that he has a university classmate now in the most famous company GENENTECH Inc., so contact her, and she introduces a colleague who specializes in biosensory programs to Claudio. Just use two calls, he got the information required to complete his contract proposal.
Another colleague that happened in Claudio, the situation in Newt is different. Like Claudio, Newt also requires the same information. But Newt did not use its own interpersonal network, and adopted the company's suggestion, attached his question on the company's internal electronic message board. The next day, he found 40 responses in the computer waiting for him to deal with. There are many answers to these responds to each other, but because he doesn't know those who provide these responses, the quality of the answer cannot be judged. He has to understand and confirm the content of these 40 responses. Therefore, when NEWT is also hurting the brain, Claudio has taken advantage of his efficient interpersonal network to make the difference between the two people.
For information on information, the current senior executives are generally practiced by improving the company's internal computer network as a solution. The executives spent millions of dollars in new computer hardware and software, I believe that employees like Newt can solve their dilemma with Email. However, successful interpersonal contacts are often built on one-to-one direct communication, and more unmanned computer network broadcasts tend to have poor effect. Outstanding engineers will spend many spirits in establishing, maintaining, and using high-efficiency interpersonal relationships that are interpersonal from one group of experts. And there is no direct relationship with high technology.
3. Proactive self-management (Proactive Self-management)
The average person believes that self-management is to control the time and plan. If their work can be completed within the original time, budget, and specifications, their self-management must have no problem.
Outstanding engineers know that the true content of active self-management is not just a time and planned management. Both of these are every employee should be done, and the company pays for them to complete. Outstanding engineers' work strategy is to actively create opportunities, affecting work decisions, perform extreme excellent work, and create their own career development. Such attitude allows them to accelerate the accumulation of work experience and talents so that they have increased in the company.
Elena is engaged in research and development of companies that provide advanced ceramic materials in automotive industrial ceramic materials. She filed an application to the company, hoping to participate in a productivity and quality seminars. Since the content of this seminar is not directly related to her work, and the budget has been running quickly, her boss does not agree. Elena did not consume his thoughts because of this decision, because she believes in this seminar will make her more valuable in the company. She used her own holiday to participate in this seminar and paid the travel fee.
In the meeting, she found that Europe is developing a new quality standard ISO 9000. This standard has established some bidding requirements to ensure higher quality of raw materials, products, and production procedures, making European companies more competitive in the global market. If companies that provide raw materials such as her company cannot meet these requirements, they will not be able to participate in the European standard.
After coming back, she became more active. She uses her time to study ISO 9000 requirements and explain to her work team with the time of the lunch meeting. Soon, her colleagues also began to pay attention to this topic and tried to convince their boss to prepare for the European ISO 9000 bidding requirements for the company to have a lot of help.
High-level executives are more difficult to accept their views. They suspect that Europe will form a consensus consensus, let alone is to force new standards. However, ELENA has tried to let the compensants understand that she will send some articles or her memo to them, reminding them to meet the benefits of this standard. Finally, the highest authorities have seen some substantive benefits, so they decided to adopt this idea. Now, Europe is already the largest customer of their company, and at the same time, the improvement of quality is also helpful to their US market.
Elena's self-management makes the company operate more successful. Even if her supervisor does not support, she still actively enhances her value. At the same time, she also saw opportunities to enhance the company 's value. Finally, Elena's practice emphasizes that each working strategy is intertwind. Her self-management also contains active active - willing to do more than her position, and even more than her boss, and reach a goal that everyone benefits. The key to completing these is: she doesn't give up easily. 4. Master Getting The Big Picture
The average person has a lightweight problem. They only look at the world from their own perspective and limit themselves in the same point of view.
Outstanding engineers are often jumping into their own perspectives and seeing things in many different opinions. "What do my customers think? What is my competitor's idea? What about my colleague? What is my boss and the company's shareholders think? Because they can measure the importance of things in different vision, they can make improvements to the product or develop a more complete solution to the problem.
The outstanding engineer's view is the judgment model developed by accumulating sufficient experience. Sarah found a software development in Silicon Valley after she received a master's degree in Computer Science. During the study and work, she used a notebook to record her observation of the problems and solutions that often occur. Every night, she will read her notebook carefully, look for the pattern of problems like detective, and the clues.
Compared with Sarah's practice and experience, she is as good as other new people. However, the biggest difference from her and other people lies in her understanding of software and computer logic. Colleagues quickly discovered her insight, and when there was a major obstacle that could not break through, they will seek her help. And this also provides a good opportunity for Sarah that can be exposed to some problems that she did not encounter.
Sarah made a very incredible thing when you have a year. She requests to adjust to the software test department. Testing work is often mistaken to be a secondary and the future is limited. The work of software testers is mainly to check the results of other people, confirm the implementation of the software and the same expected. Compared with other R & D work, the test work has less personal accomplishment from developing new products. Since they always bring bad news, such as software bugs or quality problems, software development engineers are often unwilling, even slightly hostile tolerance testers.
But Sarah regards test work as a new opportunity, can understand her own work from a completely different angle. She will broadly understand the reason why software errors. A large amount of experience can be accumulated within one or two years. At the same time, we can cooperate with the most important customers to develop a reasonable test program in the eyes of customers.
In this process, Sarah can learn how to avoid errors in nature and views in the future. At the same time, testing has also made her have a chance to understand her point of view. She learned quite solid skills in the process of developing software developing software.
Two years later, when Sarah returned to the work of software development, she started at work in the training department. Her colleagues quickly determined that she is a master. Sarah became their company's software experts, leading the company to strive in the Silicon Valley.
Outstanding engineers like Sarah can distinguish between different perspectives. This is not because there is a day. Because they actively pursue and convert this trait into substantive help.
5. THE Right Kind of Followership)
The general engineer believes that the focus of the follower role is to strictly accept, without hesitation accepting orders, and does not pose a threat to the supervisor.
However, the outstanding engineers have long learned that the deputy can also have a more positive contribution, and a true meaning of an outstanding second person is to help. They actively and actively invest in the success of the organization (and supervisor), while what is what to do, they can make independent and decisive judgments. A good follower can adequately cooperate with the supervisor to achieve the goal of the entire organization, and the individuality and working culture between him and the supervisor is not the same. This may be surprised many people, because the average person thinks outstanding people should be the supervisor or focus. Typically, the help of outstanding departments to the competent is that the priority of the mighty-minded resonance board may be made for the right to warn, or question the correctness of the competent place.
Among many technologies, companies believe that customer real demand and knowledge employees must make differences. I often listen to the bosses and I complained that when customers need it, he only has a truck, but his employees have made a Rolls Royce. Technical employees often make the best considerable persistence. They hope to use the most advanced technology in the product, which will cause time delays and increase budgets.
But sometimes it is not necessarily absolute for the fault, and a Bell Laboratory's excellent engineer questioned that he did an additional function. His supervisor hopes to use a simplified transfer function in a telephone switch to complete the product to the customer.
She said: "Don't take these additional features, this customer is now there is a basic machine to be used, not because a stronger function is more than one month. "
Her engineer replied: "Not necessarily this." And with her to discuss this product for the short and long-term goals of this customer and other customers.
"Yes, this customer may be good in the short term. She is said. "But this is also risking, they may classify us into a lower level of product line. At the same time, if we now add this extra function, we have saved the product development of the next customer in progress. However, we still confirm their ideas again with our customers. "
This excellent follower understands the most concerned about his supervisor. At the same time, he also tried to transfer her view to their common overall goals. Under the possible situation, outstanding followers can a slightly correcting their direction, making their efforts and the company's goals. If you can't do it, they have to find another company.
6. Teamwork (Teamwork As Joint Ownership of a project)
The teamwork of the general employee is to work with others in progress or solve the problem, and do their own part.
Outstanding engineers have a higher level of the team. They will regard them as a series of complex techniques, including participation in the planned target, team commitment, working discipline, time, and sharing team achievements. At the same time, this also includes an initiative to promote the interaction of the team - allowing everyone to think of a group's molecule, handle conflicts, and help other members solve the problem.
A medical equipment Supplier is very dissatisfied with the hospital's failure of the hospital for their latest emotional monitor, there is a crisis processing team to handle this matter. This instrument will issue an error-in warning, making patients and medical personnel, and medical staff often rush to handle emergencies, and found out completely no problem.
This processing team contains five departmental professionals, including personnel of production, research and development, and customer service. Among the seven members of this group, only Aiden is the best, he was originally an engineer, which was adjusted to the customer service department in order to learn more about customer service.
When the first meeting of the group was in the third hour, members have a fierce dispute to the immediate action. Ewing, a 53-year-old, in the company has served 25 years of production engineers, hoping to persuade others to continue to send repairers to hospital repair. Julie, a new advice of a research department, hoping to be able to deal with the precedent of Tylenol events than the priority of the Tylenol event. With the discussion, Ewing and Julie debate are getting more and more hot, and it is also more unclear. Aiden found himself and other people began to feel frustrated and irritated. In order not to make this situation continued to develop to uncleake, Aiden put his feelings and recommended for 10 minutes, let everyone rest, think about there is no way.
When the meeting continued, Aiden asked Julie to speak Ewing, and asked Ewing to defend the view of Julie, trying to use this method to break the deadlock. Although Julie and Ewing are a bit unwilling, this strategy effectively cuts gradually elevated tension and anger. At this time, other team members started brain surgery and proposed possible ideas. A very experienced but shy designer ELOISE, sitting in the corner and has not yet speaking all day. She uses a very gentle voice to make her view: "As each hospital has the same complaint, should we find out what the machine will continue to have problems? Perhaps these machines have faults at the beginning, or these machines have some special places. In contrast, all products are fully recovered, it is better to collect only problems, and check all the setting information to find out there, maybe it is caused by the phenomenon that the magnetic field is too high. "
When she finished, there was no other member to respond to her thoughts. After discussing, Aiden joined the discussion and reminding everyone: "I am uncertain, everyone heard the suggestion of ELOISE, I think her way should help us solve this incident, now I can ask you Let's talk about it again? "
Eloise raised her ideas again, Aiden noted that this recommendation not only showed serious response to customers, but also lower than the comprehensive recovery cost. Other team members began to support ELOISE to resolve deadlocks and then start discussing subsequent topics.
If it is not Aiden, Ewing and Julie may still quarrel, Eloise's opinion may never be noticed, the entire group doesn't know how long it is to struggle. Although the role in the group is a representative of the customer service department, he has made efforts to surpass his responsibilities and enhance the team's performance.
7. Small leader's leadership style (Small-L Leadership)
The average person is very fascinated by big-l leadership: big vision, big charm, great success. For them, leadership capabilities are people who come. People who have this kind of heavens can show off their self, there is decision on the most important things, and they are not interested in the right to authorize down.
Outstanding employees will regard leadership as a working strategy, which is used to convince a group of people to unite and complete important work together. This work contains many efforts: Help team creates a clear vision, establish trust and has committed to work hard to complete the task. Strive to achieve sufficient resources to achieve goals smoothly. At the same time, guide the entire plan until successful implementation.
We all know that some people are very smart, but there is no way to lead the smallest plan. In addition to intelligence, other capabilities can also show the leadership of small leaders (Small-l Leadership). Small leaders understand the subtle relationship between people, and the big leaders focus on their own ideas, their own work style, with their own goals. Small leaders know that they must consider all team members' needs, skills, desire, and power. This leadership style that will focus on ourselves is more productive. Small leaders usually do not have formal powers for groups he led. Colleagues are only willing to participate in the determination of leaders in the team. Therefore, it is necessary to interact with all members and all members, which is a waste of precious leadership. However, a small leader who is willing to share with all team members, often thanks to members' loyalty and trust than the most attractive leaders.
The biggest secret of outstanding leaders is also the biggest difference with big leaders and ordinary leaders. They don't assume that they can fully master everything about others. Most big leaders believe that they are omnipotent, they know what is the best disposal for members and conditions.
Outstanding small leaders always ask the members' opinions, even if they think they already know the results. Anithia, a Deli Company's software designer in the United States, will definitely verify that her idea of colleagues is correct before starting the plan. When she is assigned to lead a plan to develop network software, she first asked members to ask members for work roles and tasks.
"John, when you perform the plan with you, you mentioned that you want more hardware experience, is this still like this? Because this planned hardware is very important. "
Anithia suspend their assumptions like a cognitive psychologist, proposing some open problems, allowing members to express their current skills and their expectations and needs of the plan. Therefore, she can make the task allocation and the capabilities of the members and the ability to make better cooperation. She hopes to avoid stealing her colleague, do not make actors like a Hollywood producer.
Of course, as an employee, it is impossible to always get all the tasks and benefits. However, small leaders who do not have official authority can win the recognition by sincere listening and trying to meet some needs. At the same time, this effort to communicate can also be based on the basis of the plan to make a mutual trust, helping to spend the absence of difficulties when they encounter difficulties. Excellent strength in a certain technical field may help an outstanding engineer assigned to team leaders. However, small leaders know that the strength of the class does not extend to interpersonal relationships. They will try to create an atmosphere, let members feel "we are on the same ship".
The reactors led by Anithia later have been very good. At the dinner of the year-end celebration, the president of the North American sector appreciated Anithia, invited her to come together to praise the success of this plan and her previous leadership. He said: "If our company has 500 people like Anithia, the entire North American market is so late. "Then, he invited Anithia to speak a few words.
Just like many actors to get an Oscar Award, Anithia can quickly tell some of Thanks to the boss and members. And she is not doing this. She invited all team members to come up with the stage. Please introduce all the people to everyone, then she said: "This plan is the result of our joint efforts, there is no contribution to everyone, it is impossible Today's success, we are very proud of this plan, I am very happy that you think so. "Then they got a bow with everyone.
8. SprieT Smarts
The average person is more focused on the discussion, so that this is a rapid promotion in the workplace. They must be too concerned about the political problems in the office, or not to care about it at all.
Outstanding employees understand any of the organizations, there are many legitimate and competitive interests. With their understanding of organizational operation, they can help them facilitate part of these mutually conflict competitions, and let the tasks are successfully completed. This action contains outstanding operational capabilities with personal and team dynamics. I know when to avoid conflicts, when it's a positive pair, I know how to convert possible enemies into allies. Remember Sarah? Outstanding software development engineers mentioned in the 4th work policy. Although her colleagues think she is crazy, she is still voluntarily tested. This action not only made her a different point of view of her work. She also knows those people will be related to her future work and began to establish a good cooperation. This organization can not only improve her status, but also make the interaction in the future more smoothly.
Elena mentioned in Article 3 Work Policies, using a large number of organizational operation wit to affect her company, transfer the focus of the operation to the ISO 9000 and European market. First, she uses the opportunity of the lunch meeting to teach her colleagues in the seminar. After she is more understanding of this topic, she holds a more detailed training course. At the same time, she carefully explained the benefits of the company to the company, and by sending the relevant documents and memos of business and revenue, slowly lobbying management classes. Of course, she will first get the permission of her boss before contact with the upper-level manager. Then she started training her other colleagues how to win the standard of European customers. It can be seen that while she tries to sell her ideas, she combines this idea and the company's important goals. At the same time, I also pay great attention to the etiquette of the organization.
9. Show and Tell
The general employee believes that the presentation is to use a dazzling presentation, a long memo, or publicly showing its own results to attract the attention of the management. Their focus is in their own image and what you want to communicate, not the listener.
Outstanding engineers will carefully screen the information to be expressed, deliver information in the most effective, and most friendly format and persuad the specific audience. As far as the highest level is, the meaning of presentation is to choose the appropriate message for a particular listener, or select the appropriate audience for a specific message.
The importance of presentation is unavoidable. A professionals cannot communicate their ideas in a presentation in a presentation, which is quite hard in today's workplace. For most knowledge workers, the focus of discussion here is not a large speech, like Billgetz in the super-large conference center to show the most advanced multimedia equipment and computer special effects. Instead, in the small meeting room inside the company, the presentation of 5 to 20 listeners. More than half of the auditors are colleagues, boss, or customers. More than half of the content is technical or related to product issues.
For outstanding professionals, the process of preparation preparation is more complicated. Our research observes the expression of the presentation will gradually correct, and the simply conveyed information is transformed into the shaping of the message. Outstanding engineers are often proficient in communicating the message to a specific object, persuading the audience to accept the ability to express, and the ability to prepare for possible criticism in advance.
The most common mistakes of the average person will occur during pure information, enhanced to attempt to use this message to play influence. During this process, their composition of the audience has been greatly different. However, the style and structure they present are maintained as the original.
When the Labor Relationship Manager of a Financial Star is in consultation with the company's trade union, he faces the problem that must reduce medical care costs, and he solves this problem with excellent rendering. During this consultation, the plan he is planned must be accepted by the company's highest supervisor and union.
His main processing method is to shape the same information into a completely different manifestation. First of all, he communicates with a group of lower-order trade union staff, and presents a small part of the document every day. He sent them a clear and easy reading of the lean, allowing them to copy to all union members. The content of the content is shallow. People can quickly understand. The spindle of this presented is to convey a message. If the union agrees to change the plan of medical care. The company promises to use the funds that will be used to update the old factory equipment, making the factory more competitive. At the same time, reduce the risk of the main field and unemployment. His presence, the presentation of the company's executive ministers and vice presidents substantially contains the same information, but it is packaged in a completely different way. First, and the biggest difference between the union presentation is much less than the interaction. Therefore, most of the information is included in a detailed report. He has a very persuasive chapter to recommend new places. In addition, he has an hour of time to reinforce his arguments for the company's executive and chairman.
He emphasized in the presentation that if the management class insisted on changing the medical caregone without any creative compensation plans, the trade unions will not agree to make negotiations almost impossible. He reminded the company that it is only just entered a rapid growth period, and shareholders may not endure employee strikes.
Although the camps between the two sides have some criticisms, this excellent consultant has made the foundation of this plan very solid. At the end, the management class and unions accepted his advice, only a small partial movement.
There are many rendering techniques worth learning in this case. But most of which are the biggest differences between ordinary people and masters are: Understand your audience, and to create the message to be communicated.
MEARA's work is to design image transfer software, which can transmit X-rays, ECG index, and real-time TV screens through telephone lines in the emergency room of the hospital. She used a TV short film as the beginning of the presentation, and introduced the latest software designed by the emergency department physician and the hospital supervisor. The short film begins with the car's emergency brakes and the ambulances of the ambulance. A child is urgently sent to the emergency room. A physician opens their company's instruments and saying that he can save a young life in a few minutes.
She said: "Our current progress may save this child, or your child's life. In our plan, we will continue to watch this short film to remind yourself, try to make the product more important. Now, please share our results. "
In order to showcase new software and previous versions, MEARA uses the electronic timer to match the heartbeat. First, she uses the old version of the software, when all the audience is still waiting for the screen, the timer has been running, the heartbeat is stopped, and the warning light in the operating room is also extinguished. When using a new software display, the speed of the screen transmission is rapid, and the transmission of the image has been completed before the timer stops.
Then MEARA explains her listener in the process of product development in order to shorten the efforts of the transmission time. It contains those try to help, those who are useless, and the causes. She woven the technical arguments and medical professionals to save their lives.
MEARA attracts the attention of the audience to the company's products by making her listeners feel the fear of their children into the emergency room. Then dramatically show the value of new products.
Shining star
We have made long-term effective assessments for our productivity improvement gauges. Observing engineers have learned the difference in productivity before and after these working strategies. In the past seven years, more than 1,000 professional workers in the United States and Europe have been trained. This training course has been licensed to professional training institutions, and there are also universities to use this set of plans for the growth plan of the class and staff.
In order to provide the evaluation baseline, we visited the supervisor, outstanding engineers, and general employees, please list the measurement of the birth weight improvement. After many repetitive experiments, we confirmed employees who met these measurement standards, which had a significant improvement in productivity. Then we visited 300 participants and 300 direct supervisors without participants, scored according to these measurements, the first ratings were previously completed before the plan was completed.
In this analysis of this competent score, the participating people have a significant increase in productivity. Engineers participating in this training not only solve the problem of problems, and the quality of work production has also improved, and their customers are constantly surprised.
This outstanding work strategy is not used to correct employees with low productivity. Among the personnel participating in the plan, 30% is that the performance is already excellent. However, the lifting of their productivity is still quite significant.
The productivity is most pronounced is the engineer of women and ethnic minorities. According to their boss, the average of productivity differences before and after participating in the plan can reach 400%.
The success of this training plan has verified the main discover of our research. It is necessary to significantly improve productivity and do not need magic. When an engineer is flat, it is usually not because of his ability. But because he has never learned the working strategy that can improve his productivity. Once he learned these strategies, he began to move towards outstanding roads.
