About management consultants? Sanwei? And then what? Three evils? What are they? Come and have a look with me!
Judging from the scope, content and mode of management consulting service in China at present, the general form of cooperation between enterprises and management consulting institutions or professional management consultants is management consulting. There are not many ways for management consultants to enter enterprises to implement management and management consulting, and successful cases are rare. The following methods and successful cases are few, mainly because the following cooperation methods are aimed at management consulting institutions or management consultants. Its management activities or management consulting activities are risky and often in a passive position. Often, because the ideas and methods are not recognized by enterprises, their management consulting ideas and schemes cannot be effectively implemented, and the final result will become a conclusive evaluation of the ability and skills of professional management consultants.
In fact, it is normal for career management consultants to have these problems in enterprises. It is precisely because of these problems that it is possible to ask consulting institutions or career management consultants to help solve the problems. However, if the root causes of these problems are not effectively solved, such problems will become great obstacles for consulting institutions or career management consultants to manage their consulting activities. However, the development of the situation is indeed an insurmountable obstacle, and doing good deeds is the best choice. Although there is always cooperation? Scattered? Reality is waiting for consultants, but as consultants, we should try our best to manage and consult.
First of all, the consultant should have enough mental preparation, that is, once the consultant enters the enterprise to carry out management consulting activities, he will become an enterprise's? Quasi-employee? And then what? Quasi-leader? , quickly become enterprise employees to pay attention to or judge the right or wrong of enterprise management problems? Referee? If the on-site operation or on-site referee does not perform well, it will become the object or channel for employees to vent their grievances or dissatisfaction, and even lead customers to become consultants? Waterloo? .
Secondly, there must be countermeasures and methods. In order to implement management and consulting more steadily, I deeply feel that consultants stationed in enterprises must have the skills and strength of comprehensive identities such as senior leaders or CEO, consultants and trainers, among which the most important thing is to have the decision-making ability, leadership ability, systematic and phased micro-design, consulting and training ability of specific management methods, which can be shown as follows? Sanwei? And then what? Three evils? And other factors.
First, handle it correctly? Three, management consulting must have the basic skills:
1. Be good at doing something: the way to do something is mainly to formulate and implement management systems and promote the idea of adapting to the development of enterprises, rather than an arbitrary instruction or decision; You must embody the will of the enterprise and safeguard its interests; At the same time, we should also show our own personal wisdom, but the highlight of personal wisdom is not our own personal language, but our own wisdom should be the popular language based on the thoughts of most employees in the enterprise.
2. Avoid wrong behavior: wrong behavior is a kind of behavior that will affect the effect of management and consultation. The manifestations of wrong behavior mainly include: the behavior of consultants based on wrong judgment; The consultant's judgment is correct, but there is no correct method or behavior to solve the problem, or the correct problem-solving behavior to delay the fighter plane is implemented. The wrong result is: show your management and consulting ability to all employees in an unobstructed view. It is possible that a small mistake of the consultant will bring huge loss of authority and reputation, as well as irreparable loss of authority and reputation.
3. Put an end to inaction: The most direct manifestation of inaction is that the consultant has no basic judgment and response. In a sense, omission is actually a wrong behavior, even the most serious' wrong behavior', and omission is the worst state of wrong behavior. However, when an enterprise needs a consultant to respond, but the consultant fails to respond properly, then the consultant's sense of powerlessness or lack of corresponding skills will be fully demonstrated, and the consultant's ability will be proved by actual results: the consultant does not have the ability to handle enterprise management and consulting. If there are several inaction, it will limit the possible future of the consultant. Even if the consultant has a promising scheme on a certain issue in the later period, it will not arouse the trust of employees and the adoption of enterprises, because the management and consulting ability of consultants has been distrusted by enterprises or employees, and the promising decision-making and leadership management behavior of consultants in the future will be doubted and restricted.
Second, properly handle it? Three kinds of reaction management and consultation must deal with this reaction:
1, artistically responding to objections: employees at all levels of the enterprise will have different opinions when choosing consultants, which can be roughly divided into three types. In addition to support and doubt, there are also employees who oppose it. Most of the employees who oppose it are concentrated at the top of the enterprise, because they will think that it is not their own ability, but the problem of leading decision makers, and it is not convenient to tell their views and opinions to the top of the enterprise. When inviting consultants, senior executives of enterprises will instinctively refuse, thinking that it is unnecessary or that consultants are not much better than them, so that they will inadvertently hold opposing opinions and practices when cooperating with and implementing consultants' opinions and instructions. At this time, counselors should especially deal with the wisdom of their opponents, listen to their opinions, and remember not to prove that they are better than them on some occasions. At the same time, we should always anticipate the reaction of our opponents, be prepared ideologically, psychologically and methodologically, and even prepare the language and the theme of the meeting. An idea, the introduction of a system, there will be reactions, including positive reactions and negative reactions. The positive response is to win the trust and support of employees, and not opposing is supporting. It is necessary to comprehensively consider possible reactions, pay full attention to negative reactions, and try to solve negative and adverse reactions before they appear.
2. Predictable response to rebound: Once the opinions and instructions of the consultants assigned to the enterprise for management and consultation are made, especially when the personal interests and reputation of employees and leaders are involved, we should pay close attention to the rebound of some employees. The greater the impact of your decision, the greater the rebound that the stimulated employee or even his friends may bring. On some occasions, some rebounds will make you feel uncomfortable, and even the purpose of the rebound is to hope that you can't do it and make you lose your prestige. Class is over? This requires that consultants should not only have the perseverance, pressure and leadership art of general leaders, but also have skills and methods different from general leadership art, so as to minimize rebound events, but they should not do nothing because they are afraid of rebound. If they do nothing, it will lead to a bigger rebound. When the consultant implements the concept and system, although the consultant represents the will of the enterprise, some employees do not think that you represent the enterprise. But on behalf of you or some people, his rebound may be aimed at you, or he wants to target others in the enterprise through anti-rebound, which means you may become a punching bag for employees in the enterprise.
3. Persevere in dealing with duplication: It is normal to have duplication from all sides when carrying out a proposition or implementing a new system, but as a consultant engaged in management and consulting, the means and intensity of dealing with duplication should also be different. There needs to be a process, and employees need to be educated with repeated cases. In order to turn the previous repetition into the basis of less repetition in the future, it is necessary to control the situation of less repetition and gradually shorten the time and scope of repetition. When dealing with the recurring problems in enterprises, we should fully realize that the management problems in enterprises need to be grasped repeatedly. In the process of dealing with duplication, career management consultants should pay special attention to duplication from senior managers. Once there is duplication from high-level, management and consultation may be difficult to grasp in place, and the cost is the biggest. Such repetition often leads to the failure of consulting institutions or career management consultants. At this time, the direct realistic harm to consulting institutions or professional management consultants and the potential harm to enterprises cannot be underestimated.