In the last article, we talked about how a good CEO defines the strategy, goals, direction and business model of an enterprise. In this article, we will share some excellent CEO's management experience in selecting, cultivating and using talents.
The premise of employing people: learn to establish a relationship with "people"
CEO's experience: how to establish a good interactive relationship with employees? Steven, author of Win-Win Partnership? Stowell once shared his research conclusion that "business leaders can only achieve good results through contact with people." In this regard, Conant, the former CEO of Campbell Soup Company, gave the answer: use "four A's" to face employees' problems and suggestions. That is, vigilance, first of all, we must really pay attention; Abundance, always considering possibilities rather than problems or limitations; True, committed to interaction with employees; Strong adaptability, according to the specific situation, use the necessary skills to provide guidance, consultation and inspiration for each other.
The essence of cross-culture is to treat people correctly. When talking about the integration of local culture between Haier and overseas enterprises, Zhang Ruimin said: "China culture is collectivism, while American culture is individualism. Individualism encourages innovation, while collectivism inhibits innovation. It's actually quite difficult to integrate the two. We usually talk about cross-culture, which is superficial, but the essence is actually the same: that is, the German philosopher Kant said:' Man is an end, not a tool'. As long as you don't use people as tools, you can use people as an end. "
Managers should learn to use competent people. In the view of Liang Xinjun, vice chairman of Fosun Group, "When evaluating a person, the most important thing is to look at his ability; We will always stand with the capable people. Among the capable people, we will find ways to turn them into our own people through reasonable incentives. On the other hand, don't just stand with your own people and then find talented people among your own people. Very dangerous. "
To deal with the relationship between good people, we must first deal with ourselves. When a journalist friend who had forgotten his friend wanted to switch to management, Liu Chuanzhi gave the following pertinent suggestions: "First of all, people always say that management should be put before management. In fact, management should be more important than management. Management is dealing with people, dealing with people, and emotional intelligence is more important than IQ. Secondly, don't let go of your past experience. The past is the past. It doesn't matter what a good reporter or editor you were. Third, you will encounter many problems and difficulties that you have never encountered before. In the face of problems and difficulties, we must grit our teeth and never give up. Giving up means giving up all our efforts. "
Cultivate people: put forward correct requirements and choose appropriate methods.
A good employee in the eyes of CEO, the chairman of the world-renowned headhunting company Yikang Xianda believes that the quality of a good headhunting consultant is: "First of all, you are interested in the customer's situation. If you can't analyze the customer's situation and understand the dynamics of a company, you can't have an interview. Secondly, you have great interest in what others are doing. You can't be a good consultant if you interview just to finish a job. You must really want to know what a person is doing. You should be able to admire what they are doing and applaud them. Don't be too conceited and ask too much. If you want to be a star, you are unlikely to be a good consultant. "
The real hacker spirit In the view of Wang, CEO of People's Daily Online, the real hacker is "problem-oriented, and actions speak louder than words". They have no boundaries, and they will never position themselves as programmers, general managers or business people. In order to solve the problem, they can take any title and do any job! When they find a problem, they can't wait to solve it. If there is no solution, they will build their own solution, whether it is writing code, planing wood or buying bricks, they will start working; If they encounter something they can't do, they will learn. If their identity is anything, then their identity is a hacker, that is, a person who solves problems across national boundaries. Their curiosity led them into one field after another, and they all did well.
Success requires patience, and great success requires great patience. According to Bai Sijie, the chief education officer of GE China, "China local talents are very smart, diligent and enterprising, especially hoping to get a good position, but some people are too eager to achieve success. It seems that it is best to be a CFO and CEO on the second day of work. " In this impetuous psychological state, it is difficult for a person to find out where his weaknesses and deficiencies are. A person who is not good at discovering and reflecting on his own weaknesses and deficiencies will never think from the perspective of others. Success in business requires avoiding self-centeredness as much as possible, and learning to understand others first. Therefore, he specially suggested, "It is incorrect to hope to become a talent quickly in a short time. Just like learning chemistry, we should not only learn and master basic formulas, but also learn and master many profound experiments. The same is true for the growth of professional managers, which must be constantly honed in practice. "
What kind of employees have the hope of success and growth? According to Zhao Xiaojun, Chairman and General Manager of CCDI Sidi International, a truly independent employee should think like this: The real meaning of working in this company is not what I have done for the company, nor what the company has done for me, but what I have done for the company. We advocate "using" CCDI platform, and employees must think like this: the boss is a brick man, colleagues at the same level are tile men, and subordinates are glass men. We can build a house together. Employees should know that everything from the boss to the subordinates is my resource. This is called "independence".
Idea and spirit are the "cornerstones" of a person's growth and success. Guo, director of human resources in IBM Greater China, believes that what really makes an employee outstanding is spiritual strength. "The idea is the decision-making standard of being a man and doing things, and it is also the attitude towards life when facing advance and retreat. With ideas, you can form a virtuous circle in your work, and the accumulated energy will make you stand out in your work. "
Staff development: explore interests and advantages, and give regular feedback and analysis. Regarding the career development of employees, Zhu Jianwen, president of P&G Beijing R&D Center, learned this way: "Know what your strengths are, whether you are interested in learning, and then look back at the results after learning. Through continuous review to reflect on whether you are suitable for this job, whether you have more potential and ability to do this job better than others. This kind of' self-knowledge' is very important. "
Ma Yun talks about talent training Ma Yun: What is "training"? Just pay more attention to him. Of course, how to pay attention is also art, water, but not all the time. What is "raising"? Is to give him a chance to fail, a chance to succeed. But you have to watch, you can't let him hurt his bones, you can't let him breathe for a lifetime. Many companies exhausted him in the process of employing people, and his body, spirit and skills were defeated. Did not reach the realm of "nurturing". "Raising" is not to raise a bunch of diners, but to raise them well in the process of use. This is "beyond Bole". Zeng Guofan said, "There is no shortage of talents in the world, and those who suffer from talents cannot use them." Honestly.
A few questions that leaders should always ask themselves. Ma Yun said that as a leader, you should ask yourself these questions: Who did I hire? Who to fire? Who got promoted? Who was warned? Have you done all these four things? If you don't do it, you must not be a good leader and don't know how to train people. I think the highest level of employing people is to promote people. We haven't reached this level today, at least I haven't.
Prosperity makes a career, adversity makes a man. Jack Ma, founder of Alibaba, said in an interview that smooth sailing has made our career, and the headwind has made our people. People have great potential, but many times they are not discovered. No matter how you run at normal speed, you can't run out of potential, unless the tiger chases you, you run fastest. It's easier to give up than to persist. The biggest failure in this world is to give up. Don't give up easily at the critical moment, under any pressure challenge.
Lead troops first: choose the right leaders
When talking about why Chen Shaopeng was chosen to take charge of the modern agricultural sector under Legend Holdings, Liu Chuanzhi gave the following criteria: "He is a generalist, who can formulate strategies, lead teams, understand marketing and implement them effectively." Obviously, these standards also provide a direction for every enterprise and manager who is determined to train excellent CEO.
According to Meg Whitman, President and CEO of Yi Bei, Yi Bei's criteria for choosing the CEO of China Company must meet at least three conditions: 1. Have a deep understanding of the market and insight into the characteristics of the company's business; 2. His past experience is enough to show that he can effectively solve problems and promote the realization of the company's goals; He should also be a great teacher, who can educate people and be a spiritual mentor.
A prerequisite for becoming an outstanding leader. What are the characteristics that a leader must possess? Philip, Chief Entertainment Officer of General Motors? Abram's answer, based on his own experience, is to know his own strengths and weaknesses. Make full use of your own advantages and unite with those around you who can make up for your own shortcomings. Look for peers and mentors who are willing to help you find defects.