After reading a book, everyone must have learned a lot. Why not calm down and write down your thoughts after reading it? Maybe you have no clue now. Here are the sample essays I collected and compiled for "From Good to Great" (generally 6 articles). You are welcome to read them. I hope you will like them. Thoughts after reading "From Good to Great" 1
This book mainly talks about how to be successful on the road of life, you must be first, seize the opportunity, and be the first to be strong. Competition in today's world is fierce. If companies want to stand out and gain a firm foothold, they must be good at seizing opportunities. By taking the example of Li Xiaohua, an educated youth from Beidahuang, who became a millionaire in the 1980s, and the example of Dai Ibuka, the founder of Japan's Sony Corporation, we are told that we must learn to innovate, and speed is the booster of success! There is an advantage when there is speed.
I was deeply impressed by the case of Dai Ibuka, the founder of Japan’s Sony Corporation, in the book. By chance, he saw an American tape recorder and bought the patent right first, and soon produced Japan's first tape recorder. In 1952, the United States successfully developed the "transistor", and he was the first to buy the patent. A few weeks after returning to China, he produced Japan's first transistor radio recorder, and sales have been very good. I saw the speed in Jingxia Shen's body and the spirit of striking first. The reason why he is successful is that he is good at seizing opportunities and time, and his speed is as fast as others. And he also has a smart mind, good at thinking and innovation. I think many entrepreneurs now should learn from him.
In real life, students study in school. Students who work hard, diligently, and diligently in their studies often achieve better results in exams because they are good at seizing opportunities. They know that the exam is approaching, so they review hard before the exam, seize the opportunity to get excellent results, and show their abilities to teachers and classmates. This way you can get support from many people and maybe even find a good job in the future. I think we should do our best in learning from beginning to end and not be lazy at all. Only in this way can we achieve excellent results. Review 2 of "From Good to Great"
I remember when we were young, the teacher asked us to write review of "The Foolish Old Man Moved the Mountains". The main idea of ??the essay written by some classmates is this: Since there is a mountain in front of the house blocking your way, you Just move or walk around and that's it. You have to dig out a bloody path, and your children and grandchildren will be affected. As a result, he was severely criticized by the teacher.
Looking back now, whether the mountain should be moved or not should be attributed to the value of the Yugong’s land! And whether the labor cost and time cost required to move the mountain is greater or less than the cost of moving! But Yugong’s perseverance and perseverance have to be convincing. He is simple and persistent. This is just like the "hedgehog concept" mentioned in the book "Good to Great". For example, the operations of our company involve The amount of process achieved, and the use of leasing transactions to absorb company costs and drive transaction transactions - these concepts are nothing to discuss and must be followed and implemented resolutely. Speaking of management, this reminds me of Liu Bei during the Three Kingdoms period in ancient China. He was able to support a situation in which the Three Kingdoms stood apart, not because Liu Bei was good at leading troops in war, but because of a group of subordinates who worked hard for him - yes, this CEO It relies on management, and it relies on discovering and tapping fifth-level managers... Of course, this can be traced back to Liu Bei's three visits to the thatched cottage to become sworn brothers with Taoyuan, which is a bit off topic... The fifth-level managers showed a convincing performance. They are humble, they don't like to show off, keep a low profile, and attribute their success to other factors instead of themselves. I think this is in line with China's cultural heritage. The Chinese value modesty, prudence, and the golden mean.
At first, this reminded me of China’s most famous philanthropist, Chen Guangbiao. He was the first person in China to propose a naked donation. He made a high-profile donation and was exposed in a high-profile manner. At the same time, he is also a famous entrepreneur in China. In some circles, The field has indeed achieved excellence, as well as Li Shufu and Jack Ma, so why do they choose to be high-profile? A few days later, I finally had the answer. On the one hand, charity needs to be publicized and mobilize a group of people; on the other hand, this is due to "being a high-profile person and doing things in a low-key manner." The humility possessed by the "fifth-level managers" mentioned in this book is a kind of psychological quality, an attitude, and a state of mind, without any commercial purpose or other purpose.
The above are the two points that impressed me most about this book! The Hedgehog Concept and Level 5 Managers! This book focuses on what is the fifth level manager. Only with the fifth level manager can the development direction of the enterprise be framed. In addition, what else the enterprise should have, the corporate culture, the soul of the enterprise, which requires constant exploration and innovation, how to make the enterprise develop. There is an endless stream of "Level 5 managers", what "Level 5 managers" should do and what they should not do, and how to understand the position and role of "technology" in the entire process of achieving excellence. , it can only serve as an accelerator, but cannot serve as a life-saving pill for the company's considerable and sustainable development. How can the company enter a virtuous cycle of sustainable development, face the current difficulties squarely, and face them head-on with indomitable faith? Overcome obstacles and achieve goals. I'm wondering whether "leap" should be translated as "excellence." The excellence expressed in this article is more about the enterprises or individuals that continue to lead development. "Immortal".
The whole book seemed to arrange a healthy meal for me. Before the meal, I drank a cup of soup. The clear soup went into the bottom of my stomach, and then I entered the staple food. After the meal, I was presented with a fruit platter, in which Individuals need to be digested slowly and are worth savoring. Comments after reading "From Good to Great" 3
Why should we become an excellent company? This is because this society is always about survival of the fittest and winners take all. If you cannot become the hegemon in a certain field, you will be eaten by others in the future. Lose. I believe this is also the reason why our company pursues the principle of promotion or resignation. The number of companies providing services to the State Grid increased from more than 2,000 in 20xx to more than 300 in 20xx, and then to 8 in 20xx. This is the cruelty of reality. Standing out from many companies, our company is undoubtedly an excellent company. But we are not satisfied with these achievements, but want to break through ourselves and become an outstanding company.
This view coincides with the 80/20 principle mentioned in the "McKinsey Method". If 20% of people create 80% of profits, then we should focus on these 20% of people and make them the core competitiveness. When doing things, you should also be good at identifying the problem, and focus your main energy on 20 key points to achieve twice the result with half the effort. When many graduates hear about our company, they will say with disdain: "small company", but I don't think so. In my eyes, Tianli Technology is small, but capable and full of combat effectiveness. A company is not directly proportional to the number of people. One useful person is better than hundreds of people who do negative work.
Excellent companies never happen overnight. The reason why people think that someone or a certain company becomes famous overnight is because media reports give us such an illusion. In the process of pursuing excellence, we must first bravely face the cruel reality, and then adhere to the hedgehog concept (using a simple and clear concept to guide all work). Our goal is to become a consulting firm like McKinsey, serving clients To provide better solutions, our hedgehog philosophy is to "help you do better". Follow the pattern of first developing well-trained people, then forming well-trained thoughts, and then taking well-trained actions. That is what our company often calls “people first, things first.” In such a long-term accumulation process, our company will definitely be able to make a leap forward. Thoughts after reading "Good to Great" 4
"Good to Great" is another masterpiece by Collins, the author of the super best-selling book "Built to Last". It depicts a grand blueprint for a good company to leapfrog to a great company. .
How can companies with mediocre performance make the leap from good to great? Do outstanding companies have the so-called "excellent temperament"? Is it really difficult to break through the bottleneck of development?
This chapter tells the story of the author’s discovery after research that the actual situation is consistent with what people have always believed: “The first step in taking a company from good to great is to set a new direction, new vision and strategy for the company, and then Find the right people and go in this new direction" is exactly the opposite. Before determining the direction, the most important thing is to select the right talents. Focus on forming a suitable management team. Human resources are not the most important asset, but the right employees are.
1. What kind of people are suitable? Companies that achieve leapfrog cannot follow the model of "1 genius plus 1,000 assistants" when establishing a management team. Although important geniuses are the company's greatest wealth and the key to success. The driving force, but once the genius leaves, the company without a complete management system will quickly become a mess. It is necessary to select the right people in the right positions and form an excellent management team to lead the company on the right path.
When selecting talents, what matters is quality and unity of values, rather than high academic background, mastery of practical skills, special knowledge and work experience. The management team of a company that achieves leapfrog is composed of people who: On the one hand, they will argue endlessly and insist on their own opinions when seeking the best solution; on the other hand, once a decision is made, they will obey the decision without hesitation. Personal gains and losses. The truly right people want to be part of a great cause. They do not care about temporary rewards but will do their best within their ability to create a great company.
2. How to select the right people
Endless reorganization and arbitrary dismissal are never the way to achieve success across the company. Strict but rigorous human selection must be achieved. There are three basic principles for how to make strict personnel decisions without being ruthless:
First, if you are not sure, it is better to wait and see;
Second, once you find out, If a replacement is necessary, make the decision immediately;
Third, use outstanding talents to seize God-given opportunities and develop in order to develop, rather than solve your biggest problems.
How to choose the right person? The author mentioned that "before completely rejecting the decision, we will spend some time researching whether it is just a matter of inappropriate position." I think this is very important in our work. Applicable. As the saying goes, "No one is perfect, and no one is perfect." Everyone has areas of expertise and imperfections. After a period of assessment and work experience, one must be able to discover everyone's strengths and listen to their own opinions. Will. Some people are serious and careful, suitable for rigorous and meticulous work, and some are flexible and suitable for communicating with customers. It is necessary to put the right people in the right positions so that human resources can be optimally allocated, so as to build an excellent team. team.
Choose the right person and work together with the people you respect for your favorite cause. This will become a beautiful experience and memory in life. Adhering to the perspective of putting people first, is The key to a great company and a great life. Review 5 of "Good to Great"
"Level 5 managers" is a very important concept proposed by Jim Collins. Collins divided managers into five levels, like a pyramid. Level 5 managers are at the top of the tower and are the highest level of managers. Level 1 is an individual with outstanding abilities, Level 2 is a dedicated team member, Level 3 is a powerful manager, Level 4 is a strong leader, and managers who can reach Level 4 are already rare. . Level 5 is the highest level of managers who can combine personal humility with professional determination to build sustained excellence. The first three levels of managers are not difficult to understand, but for level 4 and level 5 managers, it is inevitable that there will be many doubts.
In addition, during the execution process, you must master the method of "taking shortcuts". Diligent thinking, active learning, and quick mastering are powerful magic weapons to improve work efficiency. The method of work is neither dogmatic nor rigid. The higher the degree of simplification of complex work, the higher the work efficiency, and vice versa. Being diligent in thinking means not being content with the status quo and not being constrained by previous ideas. In the process of work, one must actively look for effective "shortcuts" to improve efficiency; active learning means striving to tap one's own potential and learn from the surrounding people. Human learning brings together everyone’s wisdom and is committed to improving work efficiency; rapid mastering means quickly absorbing and mastering the new knowledge learned after the “shortcut” is found, so as to reserve knowledge power for further improvement of working methods.
Effective application of diligent thinking, active learning, and rapid mastery will gradually improve work efficiency. Whether it is employees or the team, the strong backing they rely on is the company where they work. Employees and companies rely on each other. The company is the largest team for employees. The company gives employees a sense of belonging. Employees are the creators of corporate value. The company It is closely related to employees, honor and disgrace and passion. For employees, they should take a long-term view and see the close relationship between the interests of the company and the interests of employees. Don't just think about their own interests. The interests of the company can only be guaranteed by ensuring the interests of employees. They must love their own company and safeguard it. maintain a high degree of awareness of corporate crises at all times, never forget to provide useful suggestions to the company, and inject fresh blood into the development of the company. The enthusiasm of employees is the vitality of the company. Enterprises need employees who not only have the ability to work, but also have loyal character. Loyalty is a precious human character and the most basic professional ethics that an employee should have. Without loyalty, no matter how strong the work ability is, the company and society will not recognize it. Employees without loyalty and good professional ethics will find it difficult to be recognized in the company, and the benefits gained from unethical behavior will only be temporary. To put it simply, to learn to work, you must first learn to be a human being.
The above is my reading experience of the book "Good to Great". I think if we can all "practice" according to the rules in the book, each of us will move towards the goal of outstanding employees, and we will surely be able to realize the value of our company and employees at the same time!