Five dimensions and team management

Good evening, five-dimensional friends!

First of all, I want to thank our children, the host Li Jiang and the academic committee Zheng Tingwei. It's called Liu Baoqun because the three of us each have two babies, and everyone works hard. Two days ago, everyone in Weiwei's family was sick except him, because he had classes and it was not easy to support me. I wish my family a speedy recovery!

I am very happy to share the first post-holiday event with you today. The theme I share tonight is five dimensions and team management.

I hope I can empower everyone, and then I will feel "hey, it's a little interesting" after listening to my sharing! (35")

Let me introduce myself briefly first.

I have always been a salesman. At the age of 40, I changed careers and became a headhunter.

Then I came into contact with a lot of psychology and coaching courses and knowledge, in fact, in order to find myself and make myself better.

Make a small advertisement. If you are interested in changing jobs, you are going to find a headhunter to help you recruit. If you have problems with talent development, you can talk privately.

I am good at telling stories and moving bricks. What do you mean? My thinking is divergent, Aquarius. I often associate freely and save some things together. This course will be saved tonight. (30")

Personally, it is still a great challenge to integrate five-dimensional information with your existing knowledge system in such a short time.

But the output can force the input, which can improve yourself better. So, I also forced myself to do this project. Today, I am not here to talk about team management. What I'm going to talk about today is how to combine the five-dimensional tools with our daily team management and solve the landing problem of these tools from my own understanding.

(45")

Before formally sharing, I declare first! (25")

Why talk about this topic?

Anyone who has seen The Dragon Slayer with Eternal Hand knows that Zhao Min, the No.1 female, once caught many masters and learned moves from them, but she didn't become a master in the end. On the contrary, it is mowgli's brother. Because of his honesty, he learned to move Gankun in minutes. It can be seen that no matter whether you are the 18 palms of the dragon or the six-pulse Excalibur, no matter how subtle the moves are, there is no internal skill, or it is in vain.

Therefore, during the three-day course, Mr. Chen Xu spent most of his time preaching. That is, "I know why I can meet it."

But what is our best understanding of Tao in China? Epiphany! Yes, I understand at once!

But epiphany is hard to find, and today's society is pursuing short, flat and fast, so it is easy for everyone to ask how to get the method-because fast! (55")

So what should we do? So, I wonder, is it possible to realize Tao through art? The so-called "reading a hundred times, its meaning is self-evident." We can try to deepen our understanding of Tao at the same time of enlightenment, and finally help us realize Tao. ( 15")

Ok, my sharing now officially begins. About the landing of five-dimensional tools, I mainly talk about three parts:

First talk about the dimensions involved in team management;

In the remaining two parts, I will talk about the use of five-dimensional tools in various dimensions from both internal and external aspects. (25")

Team management is actually a big topic. Today, we try not to talk too much about theories to solve the problem of landing, that is, where can five-dimensional tools be used?

First, let's look at the dimensions involved in team management. We can divide the dimensions of team management according to human, financial or human-machine methods, but the division should conform to the MECE principle, that is, as comprehensive as possible (please refer to the Golden Pagoda principle for MECE principle).

I will divide it into internal and external, and the external is customer and business, so I won't discuss it; I won't talk about the HR part at the company level, such as rules and regulations, salary system, etc. I only talk about the dimensions involved in internal management when leaders lead the team and what we can do. (55")

It is mainly divided into eight parts: self, culture, structure, motivation, management, teaching, recruitment and training.

If your company's business situation is different, it may involve different dimensions, but it should be very different. Moreover, if you look closely, you will find that the internal operation of the company is similar to this method.

Some people may ask, why is self also in team management? Because the train runs fast, it all depends on the headband. Leadership is the front of the car, so we must take ourselves as the center. (40")

Next, talk about the internal cultivation of team management. My understanding of team management has always been three sentences and three theories.

I now find that five-dimensional and multi-channel things are saying these things.

In the first sentence, leaders are like parents. Why do you say that? There is a term in psychology called projection. In the process of our growth, we will constantly project the relationship between childhood and parents and people around us into the relationship around us, with leaders projecting to subordinates and subordinates projecting to leaders and people around us. We sometimes hear people talk about how my first boss influenced me. When we take care of our subordinates, many of them rely on words and deeds, just like parents take care of their children. So, I say leaders are like parents. To be a good leader, you must be responsible and have love affairs. (50")

In the second sentence, I originally said allow, but Mr. Chen Xu perfected it and called it allow everything to happen. I once wrote an article called "To be a leader, learn to allow", which summarized four management modes, so I won't expand it here. I'll send it to you later. You can have a look if you are interested.

The third sentence is judge a book by its cover. You should judge people by their size. How do you know that your ceiling is not someone else's starting line? In fact, Teacher Chen Xu has made a better interpretation of this sentence, that is, finding beautiful eyes and being able to see the Excellence of others. (40")

After three sentences, let's look at the first of the three theories.

Managers need to change roles from time to time and wear three hats.

The first hat, the manager hat, is in charge. For example, you should wear this hat when implementing company regulations, inspecting work, supervising KPI, implementing standards, auditing, etc.

The second hat, the coach's hat, the construction of the three views or brainwashing, catharsis, clear goals, etc. , is the manager. After five dimensions, I actually have a deeper understanding of this hat.

The third one is called cheerleading. What do you mean? Is to cheer up. What must be next to the Red Army marching in the movie? Yes, the art troupe! Singing while knocking on the bamboo board, such as "Come on, comrades", is a booster of morale. (55")

The team is bound to encounter difficulties, so someone needs to cheer for everyone all the time. Children will also be self-motivated, and they will make up their own words, "Come on, work hard, and try to shit. What if I can't pull it out? " -then put a fart "! Just kidding.

Let's look at these three roles again. To put it bluntly, leadership is like being in the army. You should be a good leader, political commissar and head of the cultural and art troupe. (30")

I think you have heard of these three team concepts.

Third-rate team, the boss is A, and all the subordinates are B, which is what Chen Xu said.

Second-rate team, the boss is A, the subordinate is A, it is good to reach this level.

But the first-class team is that the boss is A and the subordinates are A+, that is, the subordinates are better than the boss. The most typical example is Emperor Gaozu Liu Bang. He is not as resourceful as Sean, and his fighting skill is not as good as that of Han Xin. Xiao He could not handle the logistics, but he finally defeated the overlord of Chu and established the Han Empire. Before he made a fortune, he was a curator, equivalent to the director of the township police station now, but his success lies in his mind. (50")

When we hear that someone has left, we always hear a sentence, "The boss has nothing to learn." Aside from this man's self-righteousness, it does exist.

Therefore, the greater the boss's space, the greater the employee's space. The boss should be tolerant enough to allow his subordinates to surpass you. (25")

The third theory I call the anti-barrel effect.

Everyone should have heard of the bucket effect. How much water a bucket can hold is determined by the shortest board in the bucket. What is weak and what is weak.

However, if a person also involves eight dimensions, connect his score points in each dimension, and this area is his current state.

If a region is closer to the whole circle, the more it shows the development of this region. Usually we will go to see if we can make up the short board and make the area bigger. For example, if I get the lowest rigor score, I will be more rigorous and less casual.

But I want to say, ladies and gentlemen, do you think your weaknesses are better or worse, faster or faster?

(60")

The answer should be no, then why don't we improve the strongest communication part, make it closer to the best state, increase the area and get faster results.

Once, a friend went to an insurance company for training and wanted to meet their sales champion after class. As a result, he was put up by an ugly, shy and quiet boy.

This friend is surprised, how can this person be a sales champion? So, after class, he went to run with this boy.

After following him for a few days, I found that this boy has a great feature, that is, he likes to laugh every time he talks to others, and his smile is sincere and thoughtful. As soon as you see him smile, you think he is warm and reliable, especially those elderly men and women who like him very much. Guys, see? This is called maximizing your own advantages!

Therefore, it is very important for us to see the advantages of our subordinates and even understand what their driving force is! (60")

Well, we have talked about the so-called Tao of team management. Next, let's take a look at what five-dimensional tools can be used to cultivate self-cultivation and improve ourselves.

1, it is strongly recommended that you make life intentions and core values, which is an important means to sort out our individuals, find out our self-orientation, where to go in the future, and our own internal drive. Friends who may have gone through three stages will still have a lot of feelings about this. (30")

2, and then combine the logical level to sort it out again. Who am I? What kind of person am I? What kind of world should I create for the people around me and what kind of relationship should I establish with them? Why would I do that? What drives me? What qualities should I have to be that excellent self? Where is the gap between me in reality and me in the future? What else should I do? Wait a minute. Everyone's growth process is a process of constantly combing and integrating themselves. The better I integrate myself, the more I can seek internally and achieve the best of me. (35")

Next, we can go for a walk in Jiugongge. What does my team want to achieve? What's the status quo? What choice do I have? What else can I do? Let yourself know more about what kind of team to build and what kind of results to create.

4. While doing the above three steps, you need to constantly practice self-cognition. Daniel Gorman, a doctor of psychology at Harvard University, mentioned in his best-selling book Emotional Intelligence that 93% of a person's change depends on self-awareness, which shows the importance of consciousness. If you don't cultivate consciousness, you will probably return to the old road of informing and preaching. (50")

5. Then we should constantly discover beauty and practice seeing others' excellence; Constantly loosen the rules and break some of your inherent beliefs; Practice 3F listening, listening to the facts and the intention behind them; Practice asking powerful questions, and make others think more. I have been worried before class, and I feel that my subordinates can't think independently! It wasn't until I listened to teacher Wang Xinying's sharing that I suddenly realized: I have been waiting for my subordinates to have the ability to think, but their self-thinking ability will not grow on their own, and so on. Why not try to use coaching skills to cultivate their independent thinking ability by asking questions? (50")

After that, let's take a look at the external work. I divided the other seven dimensions into three different modules. Let's take a look at the application of five dimensions in these three modules. ( 15")

After finishing yourself, you must do one thing-unite your team. Find your core members first, so that everyone can confirm that this is what everyone wants and is willing to work together towards this goal. Then start with these people, from point to point, and carry on this set. In layman's terms, it is brainwashing.

It doesn't seem easy, but every time I want to adjust my goal, I will empower myself: NND, if MLM can do it well, I don't believe I can't do it? (40")

How to do it specifically?

First of all, all the staff should do the core values, and then get together the people with the closest and most important values. This is your core team. We don't want everyone to have the same values. You can't do that. Seek common ground while reserving differences, as long as the general direction is consistent.

Then let's brainstorm and sort out the team through the logical level like ourselves. Make recruitment criteria, everyone wants to be surrounded by God teammates instead of pig teammates, so know what kind of people can come in-build a recruitment competency model; What can and can't be done-determine the code of conduct. Through the above, the values are unified and the cohesion of the team is increased. (50")

In this process, we can use two-wheel matrix and force field analysis to help us understand team goals, find driving forces and constraints, and then everyone will unite.

Our ultimate goal is to create a category that belongs to our team.

Then what is a category? (Go to the next page first) (20 ")

Ladies and gentlemen, think about it. What is in the desert? There are sand, oasis, cactus, lizard, bones, mirage and so on in the desert, which are all elements in the desert and are unique to the category of desert. A specific category has its unique elements, which constitute this category. The five-dimensional community we share tonight is also a category. What is the element here? Sharing, love, learning, micro-lessons, and of course red envelopes, but those desert elements will not appear in this category.

So the team should have its own category and elements. Metaphorically, I enclose the land and fence it. We are together, playing in this fence. If not, don't come in. (55")

How successful is that category?

For example, we put four monkeys in a cage and hang a bunch of bananas in the middle. As long as any monkey reaches for bananas, we will water all monkeys with high-pressure water until no monkey dares to do it again.

Then change a monkey in the cage into a new monkey. The new monkey doesn't know the "rules" here and will reach for bananas. Then the three monkeys in the cage will be afraid of being watered. They will perform the punishment task instead of people and beat the new monkey until it abides by the "rules" here. In this way, we changed the monkeys in the cage in turn until all the monkeys in the cage were new, but no monkey dared to touch bananas again. This is the category of success. (55")

I have completed the construction of team knowledge, team culture and structure, and there is still one incentive left.

There are too many specific methods of motivation, so I won't discuss them. The most effective tool of Five Dimensions is actually to discover Cosmetic Contact Lenses and then empower coaching skills. This is the foundation of power. Leaders must see the advantages of their subordinates and believe that they can succeed. As we said before, we should find everyone's strengths and his driving factors. Why? Because of the use of incentives. Mentally, I need authorization, but in other aspects, I need to know what can motivate my subordinates, whether it is money, public recognition, PK victory among teams, or standing in the spotlight to accept everyone's congratulations ... Remember what this is called? Find the happy switch! However, in fact, the highest level is not our motivation, but whether we can support and help employees and realize self-motivation. (60")

Ok, let's take a look at the five dimensions that are most likely to be used in recruitment.

The first is the competency model mentioned above, which is the competency model of our company. It is divided into two parts: personality and ability, which is also the result of team discussion.

We know that an interview is only about 1 hour, so how to ensure that the interviewer must be OK? Therefore, we will use the star principle to let candidates describe a specific case, instead of just talking about some theories. We will also use role-playing to make them imagine that they are already in this position and make some assumptions for them to deal with. These can see a lot of things that ordinary interviews can't see. (60")

Good five dimensions, I found that 3F listening, powerful questions and in-depth talks can all be used in the interview.

3F listening can make us more clearly identify whether there are attribution errors in candidates, and introducing strong questions and in-depth conversations is better for our interview.

Many times we dare not arouse each other's emotions in the interview because we don't know how to deal with it. With the five dimensions, we can boldly use stress interview's method, forcibly ask questions to arouse each other's emotions, and then observe each other's handling of emotions, which is effective for jobs that need to deal with people and handle emotions, such as sales, headhunting and education. (50")

In addition, I think if you carefully study the five-dimensional tools, you will find that both Jiugongge and in-depth talks are developed from the GROW model. In other words, you can develop new tools by yourself if you master the foundation and Tao.

Nowadays, the mainstream interview actually relies on the behavioral interview method, that is, judging whether you are suitable for this position according to your past behavior. But this is actually limited, that is, people can be changed.

So when I came back, I changed the original astrology to STARL. (60")

Part introduction of future-oriented in-depth talks. In addition to the other party describing what happened, what was the goal, what was done, and what was the result, a learning part was added to see if the other party had thought and summarized it, and whether it would change in the future to avoid killing the other party with a stick. At present, the interview is not very useful, but we have used this method to coach some candidates for interviews, and the effect is quite good.

If you look closely, you will find that this STARL principle is a deformation that leads a coach to talk from the future and summarizes the past. (60")

How to use five-dimensional tools in training, I think trainers have more say than I do. If it is an enterprise, I definitely recommend training 3F listening, because it is the basis of communication. I can't listen well and communicate well. If you want to ask powerful questions, you should practice listening first. Be sure to hold your breath and practice shutting up. There is a saying that it takes three years to learn to speak and a lifetime to learn to shut up. Then, after the training, you can make a study summary in the form of in-depth conversation, which should be very good. (45")

When we develop customers, we have used two five-dimensional communication deformation skills, one is called fact-feeling-fact, that is, the cross-use of factual questions and receptive questions will make communication smoother. The other is called Feel-Feel-Found, which means "I understand what you said. In the past, some customers were just like you. Under our persuasion, they chose to cooperate with us and find a way. " This is communication based on the same principle, and the effect is quite good. (50")

Finally, teaching and management. In this link, the intervention model is undoubtedly the best tool. We can deal with people in different situations in different ways, so we won't expand here. Whether teaching or management, we can finally consider a scaled-down in-depth lecture. What have you learned, felt, inspired and adjusted in the future? This will have a good effect. (40")

In this link, we actually need to pay attention to two points. One is to distinguish between "tolerance" and "connivance", that is, we put on the wrong hat and do things in a way that treats others, and eventually we will become Liu Bei.

I also have an article on this issue, the question of time. I will send you the link later, and you can have a look if you are interested. (25")

We have a cash model, not a cash model of money. We will divide people's ability to do good things into four dimensions. K is knowledge, industry knowledge about work. S is a skill, and some basic skills and advanced skills can be done well. A, attitude refers to the attitude, that is, the attitude, will and willingness to do this job well. H, habit is a kind of work habit. Of these four dimensions, K and S are the easiest, because they can be improved by learning, and A is the most difficult. Once a person loses his interest and motivation in work, if he can't seek it internally, he will get into trouble, because "we can never wake up a sleeping lion." At the same time, I think habits may affect attitudes. Why do you say that? (60")

Teacher Chen Xu said in class that before taking action, people will have a preset result for their actions. What happens if they behave, but the preset result does not appear? Give up, because there is no winning experience. At this time, people will have a belief that the result must be bad. At this time, whatever he does will only point to bad results. We call it God Horse, a negative "self-fulfilling prophecy". The most frequently heard sentence is "Look, I told you this would happen". If the preset result does not appear, the bad result will only strengthen this belief, make this belief a habit of thinking, and make people stay in the original cycle forever. After a long time, it may affect your will or attitude, because you can't win. In fact, we all know that this is because repeating old behaviors can only get old results. So I said, habits may affect attitudes. (60")

So we must let them have new behaviors and get new results, thus forming new beliefs and new thinking habits. This requires coaching skills to arouse his thinking and constantly let him see new possibilities and new choices, so as to get different results and changes in new actions. (30")

Teacher Chen Xu said in class that some students think five dimensions are useless because they are useless. Eric also said, I hope we don't "get excited after class, get moved after class, and then stop." Therefore, we must make use of the content of the course. Whatever the purpose, there is nothing wrong. These tools can help us meet better ourselves as soon as possible. I believe that if you are in full bloom, will the butterfly love you? How are you? God will arrange it! (40")

Finally, I want to end today's sharing with a sentence from Socrates, one of the great philosophers of ancient Greece. "A life without inspection is not worth living." We need to constantly cultivate ourselves, constantly perceive, perceive and improve ourselves.

Ok, that's all for today's sharing. This is my first time to share a micro-lesson. I am in a hurry, and I have some thoughtlessness and shortcomings. Please give us your advice!

Thank you again for listening and meeting my needs. Thank you! (40")