"From Excellence to Excellence" achieves Excellence and the foundation will last forever!

In a leadership learning workshop, the CEO of the company gave a speech and strongly recommended the book "From Excellence to Excellence". As the mainstay of the company, with an exploratory mentality, I flashed in my mind how to combine and apply it to the thinking at the company level, and studied this classic that CEO must read. From Excellence to Excellence is a purely conceptual book. After five years of research, the author's team finally draws a wonderful conclusion. There is a sentence in the book that is particularly good. People always sum up what is "wrong" and ignore the reason for "right". This "right" development path can guide a batch of excellent companies and get excellent enlightenment.

The reason why this research result is wonderful is that it has straightened out a growth path to achieve a breakthrough. I want to say that this step-by-step road can be replicated. As long as the company has the required characteristics, quality, concept support, and effective behavior, it will achieve a leap-forward breakthrough.

in a sense, these characteristics have an obvious order. First of all, it is a well-trained person. In the early stage of transformation, instead of bringing poor people on the right track, it is the first to reuse well-trained excellent employees. Secondly, it is a well-trained mind. You need to be well-trained to face the cruel reality, and at the same time firmly believe that you can and will open up a more brilliant road. Finally, well-trained behavior makes you persist in exploring and understanding ideas until you get your own "Hedgehog Theory". Every step and sequence mentioned above is very important and the only way. Companies that have crossed a certain step or jumped directly to the last step abound, which can only lead to a fiasco.

In reading such a purely theoretical book, I was moved by it in two places, and I found that this kind of movement is always inseparable from the conviction of spirit, willpower and faith, and the deepest touch of human beings. Many people say that it is boring, and some people say that translation is awkward. However, I took this spiritual lubricant and read it naturally. I wore it on my body at any time like a madman and used all the available time (although in summary, except for the morning time, not much time was used, or even if it was used, it was not convenient to make mind maps at the same time, so I had to go home to make up for it). This mentality of wanting to see more and improve the progress is a complete sense of identity with this concept and achievement, and it also satisfies the heart a little. What makes me feel most is the first two parts, with well-trained people and ideas as the main exposition.

The research results of level 5 managers are the most enlightening in this book. From the 1,435 Fortune 5 companies listed in the United States in the past 3 years, only 11 companies meet the standards and achieve the goal of becoming excellent companies. Among these few or rare companies, the common phenomenon is that level 5 managers are mixed with extremely humble personality and strong professional will. The leaders in the center are all such leaders, who don't like to show their faces, and at the same time, they are determined to make the company go to Excellence at all costs. When asked about the difference between the CEO of Electric City and its control company, Worzel concluded: "The difference is like a horse for performance and a horse for pulling a plow-he is more like a horse for performance and I am more like a horse for pulling a plow."

In fact, in my dictionary, a well-defined company leader will be a spiritual leader with personal charm, driving force and appeal. Speaking of this, I think of Li Yunlong in Liang Jian, which is in line with my definition of a good leader. The research results in this book are surprising, but we have to accept it, read it step by step, deduce countless cases, compare and verify it, and most importantly, it is the necessary standard and premise for excellent companies to achieve leapfrogging. What kind of CEO do you want, how to choose a supervisor and train successors, what kind of thinking mode and concept do you have, and through action and decision-making, you can accumulate quantity and seek a qualitative breakthrough. Under the clear thinking, it is concluded that this dual personality of the fifth-level manager is a necessary condition. In fact, such people should not be so rare and universal. What is important is how to find them. It depends on their own development, whether they are trained or not, or whether they know talents. So believe that as long as you cultivate this potential and do things step by step, don't worry about being buried. Talents are needed everywhere. Look at myself again. To tell the truth, I still have some potential. Of the two points, humility and determination, the second one is particularly prominent. The representation of humility is not stable, or it depends on self-confidence.

Examples of windows and mirrors clearly reproduce what JP said in his speech. How should a qualified level 5 manager treat success and failure, and how to treat employees? When I heard this speech at that time, I was deeply impressed and shocked. Although I agree with it when I am rational, I may not have such a calm judgment in a certain environment with a certain character background. At least in my current position, I can't think so rationally. The first thing that comes to mind is to blame others or myself. Based on my personal characteristics, I can do better when I succeed, but when I fail, the possibility of "affecting the fish in the pool" is very great. Therefore, this sentence should be my motto in the workplace: when everything goes well, look out the window and attribute the credit to factors other than yourself. If things don't go well, look in the mirror and take responsibility instead of blaming others or bad luck. Give yourself and others a clear position, treat progress and setbacks with rational thinking, treat others' efforts with a broad mind, find your own problems and reflect on them in time.

the principle of putting people first is to find and keep the right people. Whether it's recruitment, internal promotion or salary increase, we pay attention to the same point, not the implementation method, but who to target and whether that person is the right person. The author also puts forward the research conclusion: in selecting suitable talents, companies that achieve leapfrog value quality, such as highly educated background, mastery of practical skills, special knowledge and work experience, which can be taught. And such values as personality, professional ethics, basic IQ, determination to complete tasks and other values are more human nature. Thus, the old view that human resources are the most important wealth is abandoned. In realizing the transformation of the company, human resources are not the most important wealth, but the right employees are.

This point is particularly pertinent. I think many CEOs or executives have encountered similar situations, the general hiring decision dilemma. One is enthusiastic, dynamic, relatively inexperienced, or not so flexible and smart. The other is rich experience, which basically conforms to the hard indicators, but differs from the soft conditions, such as the fit with the company culture (this is the general direction, which must be respected) and the integration of the team. The conclusion in this book just illustrates this problem. Why do you choose the former? It's not just an experience talk, but more attention should be paid to the essential characteristics of employees and whether it is worth training. At the same time, this trait is vividly displayed in our company. From the mechanism of daring to employ people and the willingness to promote talents internally, we can see that the full trust in personnel and the willingness to give full play to their initiative are also in line with the theory of Excellence. At the same time, as an employee, I can really feel that I am willing to play my initiative spontaneously and instinctively play the small universe on the basis of the company's established goals. However, the company is faced with the situation that under the macro environment that the internal needs to be improved and the external competitors are strong, I have changed from an essentially technical employee to a brave and enterprising employee. This is the automatic mechanism brought by the company mechanism to employees, which is self-expanding, in line with the company's long-term goals and full of enthusiasm.

It is an important point of well-trained thinking to face the cruel facts and keep firm faith. When faced with the harsh reality, companies that have achieved leapfrogging make themselves stronger and more flexible, instead of becoming weak and losing confidence. The feeling of excitement comes from bravely facing the difficulties and telling yourself that you will never give up and never stop resisting. Although it may take a long time, you will always find a way to success.

The cases of "Prayer" and "Paradox" are presented as examples. In the case, after a proper silence, Smith looked up at the crowd and said in a solemn tone, "It was a moment of silence for Procter & Gamble!" My heart was turning, and the whole audience was in an uproar. In this way, he excited the company from top to bottom, just like competing with the giant Goliath. Later, Wayne Sanders (Smith's successor) said that competing with the best company would bring many benefits. "Can we find a better opponent? No way, I say this because I respect them very much. They are more powerful and talented than us, and they are also good at marketing. All our competitors were driven into hell by them, except Kimberly, which is one of the things we are proud of. " Don't talk about feelings, just quoting these words from the original text has already made me excited. This is the belief in my bones. If I touch it gently, it will expand and scatter.

Robert of krogh Company described the mentality of the team when it changed the whole system of the company hard and consciously for 2 years. There must be some kind of god who is blessing the ongoing work and has a strong desire to survive. He believes that it will win the final victory. The two characteristics of "calmly accepting the cruel reality" and "being firm and believing in a bright future" show great psychological endurance across the company. We call this endurance "stockdale Paradox" (I won't repeat the specific story here, see Love and War for details). It conveys the belief that you will succeed, and at the same time, you must face the cruelest fact in reality, no matter how difficult it is, no matter what it is.

this important point is also a part of my emotion, and my thoughts have reached a resounding sound. Starting from my essential work, all the "cruelty" of the company's development, problems and reality is revealed, not only whether to face these problems, but more importantly, to ask questions tit for tat. The discovery of obligation is put forward and shown to the leadership team level, which is a cruel reality that cannot be ignored according to the data. Then how to face it with firm belief and further implement it is the most substantial and important item. This is in line with the reality. There are also obvious problems in the company that need to be corrected by the same powerful competitors. No one is hiding anything, but they are looking directly at the problems and gradually improving and improving them. The reason why I am deeply impressed by this case and topic is that I really feel the same way. Every day, I feel like a little giant full of energy, doing what I can. Returning to the previous topic, I think I should be the "right person" mentioned above, stay in the car and go to the same direction.

Hedgehog theory is the focus of this book. From the short passage of Hedgehog and Fox, the three-ring theory is analyzed.

? -What can you do to be the best in the world?

? What drives your economic engine (what are the indicators? )

-What are you passionate about?

this is the fundamental pursuit of all outstanding companies and the foundation in any environment. Based on this theory, we will unswervingly achieve Excellence with strategies and management methods adjusted by changes in the external environment. It is the basic theory of all reached. At the same time, it is important to recognize your own essence, make a choice, and dare to give up the part that cannot be the best.

this cycle of accumulation, one action after another, one decision after another, the flywheel turns round and round. The accumulated sum has produced a sustained and spectacular effect-breakthrough! Don't believe that this is an instant miracle. Although it is true only on the surface, it is a process of calmly and carefully planning what the company needs to do in order to achieve the best results. Push the flywheel to rotate in the same direction for a period of time, and achieve the breakthrough point.

Through a lot of data deduction and case analysis, this book has proved the effective way from excellent to excellent step by step. Proceed steadily according to the logic in the book, and finally achieve a breakthrough with overwhelming momentum. Finally, this book is combined with another masterpiece by the author Jim Collins, The Foundation is Evergreen. Stepping into Excellence is not the end, but with continuous outstanding performance, using the concept of evergreen foundation to create lasting Excellence. A company with lasting Excellence does not only exist for the benefit of shareholders, but it is essential to have core values higher than the reasons for making money. The key is not the specific content of values, but whether you have core values and know what they are, whether you integrate them into the organization and abide by them for a long time. This is the source of establishing a company-seeking meaning.

finally, I want to say that this is not a theoretical study only for CEO, and it can bring more inspiration and extension. It can be an employee in the company, thinking about whether he is the right person, and clarifying the hedgehog theory of the company, how to integrate with each other and drive each other; It can be the team to participate in the competition, football match, debate match, etc., and apply the theory to the Excellence of the team; Even in daily life, it will make your life and experience better and improve the outcome of things constantly ... no matter which way, it is possible to create Excellence in what you are doing. You don't have to pursue Excellence, but there are some jobs or things that make you feel urgent and you want to pursue them hard. When you understand this theory, you will find the charm of this research result, which will completely simplify life, at the same time increase the effectiveness, be more focused, and find out what is most important and what is not. If you are engaged in a career, a job, or a focused thing that you care about very much, apply it to it, firmly believe in your goals and objectives, and all efforts to become outstanding are too natural.