First, thank you for recommending this course to me. He saw my shortcomings. Before, my concept of management was vague, and I didn't have a clear plan for the future warehouse. Let me briefly share my learning experience.
Harvest after learning: different roles need to be changed and self-improvement is needed in different periods. It is necessary to formulate a clear process for the team, so that the team can become an independent team and cultivate more talents, so that everyone in the team can give full play to what they are good at, see opportunities for promotion, and become a qualified middle manager on their own.
Learning reason: the middle layer seems to be a sandwich layer. If the superior only gives a general direction, he has to lead the team to build rockets. Not only the middle layer hurts, but also the bosses. They always feel that the middle level has blocked the strategic cycle of the company, and this distrust will aggravate the career crisis of the middle level; Subordinates also feel pain. The lack of tools and methods at the middle level will limit the growth of subordinates. Conversely, distrust of subordinates will make middle-level commanders unable to move the team. Need to eliminate misunderstandings and lead the team to go further.
Extending to the actual situation of the warehouse itself, there have been some improvements in the last year, and there have been some misunderstandings during the period, which makes the warehouse no longer stay in the same place and can go further and give full play to everyone's potential.
This course is divided into four stages: the first stage "beach-rushing period", the second stage "power-exerting period", the third stage "normalization period" and the fourth stage "evolution period". We should recognize our stage and prescribe the right medicine, which is the key to solve the problem. I found some solutions.
The first stage "beach-grabbing period": 1~ "good organization" consists of increment and stock. Developing the stock of an organization is mainly to improve the ability of existing employees through training, and attracting more talents is the increment of developing the organization. When selling business, don't just look at the immediate business stock, but also look at where the long-term increment comes from, not only the business itself, but also the improvement of your team's ability.
2~ We should confirm the work priorities with the superiors, so that the development direction of the team can follow the development direction of the company, and we can't build a car behind closed doors.
3~ Build your own core team; Secondly, you need to cultivate people around you to help you break the ceiling and make greater progress.
These are all through self-study and promotion, continuous practice, after this stage.
The second stage "launch period": Entering the launch period, the ultimate goal is to lead the team to "win a great victory" and prove your team to the company. The core key is to talk about how to do it and why? For example: Are we going to increase by 20% this year? 2~ Our department is responsible for 30% of the company's new customers? Why is this goal important to the team? Only by ensuring the growth of 10% can we ensure that the establishment of the team will not shrink, and the company will continue to be willing to invest people, money and resources in organizational development. Hand over the increase of 1 1% and you will have a chance to get a promotion.
For the common goal of * *, and for our promotion opportunities, we will work together to become an excellent team.
As at the beginning, the goal of the launch period is not only to "survive", but also to "live well". Lead the team to win a "good" battle.
The third stage "normative period", continuous optimization: the optimization of the process is "engineering". It should be based on steps, figures and facts. With a good process, the personal experience of excellent employees can be quickly copied and transformed into the ability of the whole team; With a good process, you can continuously improve your performance results. During this period, establish a team culture and trust each other; And everyone should work hard in one place, so the goal should be the same.
The key to the fourth stage of evolution is to manage and practice yourself. Clearly point out the learning direction of the team, master strategic thinking by yourself, make plans for the future in advance, let the team grow continuously, and let outstanding people get opportunities that belong to him.
Course conclusion: The more you listen to the back, the more difficult it is to understand. I need to know more about the stages of evolution. Next, I can improve my learning ability, go back to my colleagues, seek the support of my boss, get resources, help the team grow, let the team's small partners see the rising channel, and work together to become a trustworthy and excellent team.