11 kinds of mistakes that professional managers often make.

11 kinds of mistakes that professional managers often make

11 kinds of mistakes that managers often make is a video recorded by Mr. Yu Shiwei a few years ago. I'll sort out my thoughts on the level below. Welcome to read for reference:

Mr. Yu has a high vision and a unique perspective, and he often starts from a small place, which is refreshing. At present, we still emphasize international integration. The hardware of some cities in our country has been in line with international integration, but our software has not yet been in line with international integration, because hardware can be bought with money, but software is not. Software is an internal strength. It is up to us to constantly improve ourselves, change our consistent thinking and way of doing things, inherit the essence of our ancestors, absorb the essence of foreign countries, and build our country into a powerful country. As Professor Wei Shoukun said? We are a steel power, but not a steel power. ? Now who are we? Big? Have you left? Strong? There is still a long way to go. ? The biggest problem after China's entry into WTO is management? As Mr. Liu Chuanzhi said above, it seems to be true now. Mr. Yu pointed out 11 kinds of mistakes that domestic managers often make.

1. Refuse to take personal responsibility.

Not only managers have this problem, but also people in China, which has something to do with our growing environment. Few people will say in their daily life and work? This is my fault? As an effective manager, you should be responsible for the result of things. Even if something goes wrong, we gather the relevant departments for a meeting to discuss, and generally no one will come out and admit it? This is my fault? Yes, it is often heard when analyzing the reasons? I thought? 、? We thought? Waiting for evasive words, constantly defending yourself there. we? Think? Is something really what we think it is? Instead of waiting there like a millstone for others to push, why not actively communicate and verify us? Think? Content, let our work have a more solid foundation, less detours, have a better result. In addition, we often blame others, complaining that our subordinates don't work hard, the upstream doesn't do a good job, the support given by the brother units is insufficient, and the resources given by the leaders are insufficient, but we rarely analyze our own reasons. Many problems often come from ourselves, not the market, the district, the office and the manpower. I often think of Zeng Zi when I am in trouble. I visit myself three times a day, and I am unfaithful to others. Make friends without believing them? Can you pass it on?

second, it failed to inspire the staff.

after the company recruits a person for us, the growth of this person will be borne by us. As a leader, no matter how big or small, a large part of his work is to guide his subordinates and teach them all his skills, so that the department in charge will not be chaotic if he leaves the company for one day. The supervisor wants to eliminate it completely? Without us? The feeling, the boss stressed? Grab it? It doesn't mean that you have to do everything and firmly grasp all rights, but that you have to? Keep an eye on it? Live under the staff's work, point out the problems at any time, and urge to correct them. If people's performance is low, we should first analyze the reasons from ourselves, instead of blaming them first. As a supervisor, do you have enough guidance and exercise for your opponents, correct their mistakes in time, and point out their shortcomings in time? As a supervisor, you should cultivate strong and capable staff, so that even if you transfer, retire or die, you should not paralyze the company. Just as Wei Zhi said in "Ten Thoughts on Advising Taizong": When the civil and military are contending, the monarch and the minister have nothing to do, they can enjoy traveling in Henan, raise Joe's life, sing the piano and hang down the arch, without words. Why bother to think hard, take over the duties, serve the eyes and ears of wisdom, and lose the road of inaction?

Third, only pay attention to the results and ignore the thoughts.

　? Don't tell me the process, I'm not interested, I only focus on the result! ? I often hear such words at work. This word sounds cool, but it's not really like that. Work should be guided by thought. Without that thought, there would be no process, and without that process, there would be no expected result. Thought is inspiring, not dogma. We should inspire our men to think about the whole logic without thinking about the problems, instead of teaching them the solutions to individual problems. ? It's better to teach fish than to teach it to fish. .

fourth, form opposition within the company.

we often say in the company? Their product department,? Your testing department? Our R&D department will clearly distinguish you, us and them in the company. ? You guys? And? They? It is easy to cause alienation, forming groups within the company, reducing the cohesion and combat effectiveness of the company as a group. When it comes to your own company, there is only one pronoun? we? In this way, any problem of the company is related to itself, which is conducive to solving the problem and improving the work efficiency of the team. The company's customers or product users and other related units often call the company, so you should always remind yourself when you receive these calls? The person who answers the phone is the person who solves the problem Don't shirk, say? I'm not in charge? And? This is not my business, okay? And so on, because for these callers, the caller represents the company, and they don't care which department you are in.

five, the management method of equal treatment.

As the saying goes, one kind of rice breeds a hundred kinds of people. Everyone's family environment, educational background and social experience are different, and they should not be the same when managing their subordinates, like? Teaching students in accordance with their aptitude? Like that? Manage according to material? . If you don't understand this truth and only manage it in one way, your men are nothing but you? Look respectful but not convinced? . There is an xyz theory that management should comprehensively use a variety of management methods to achieve the best results.

x: strong management+y: participation in management = z: comprehensive application

Hypothetical person is: Hypothetical person is: Hypothetical person is:

shirking responsibility, accepting tasks, material+spirit

Hate work, like challenges, punishment+encouragement

Unwilling to think about potential system+humanity

Sixth, forget the lifeblood of the company: profit.

At present, the target of assessment in enterprises is generally to achieve XX indicators, such as the sales volume and turnover. In fact, these are secondary, and profit is the lifeblood of enterprises. With sales volume and turnover, there is not necessarily profit, and enterprises cannot survive without profit. Now there are many enterprises that have just been established and have not fired a shot. Whether they can survive is still a problem, so they claim to be in the industry. Boss? 、? Leader? . In fact, many enterprises are still followers, and they are still in the stage of learning from others. After learning the essence of others, they can solve the problem of their survival before they can be qualified to talk about industry leaders. There is a saying: fourth-rate enterprises kill prices, third-rate enterprises engage in services, second-rate enterprises fight for brands, and first-rate enterprises set specifications, so you can sit in the right place. No matter what policies the enterprise implements and what management methods it introduces, don't forget that the purpose of doing so is to keep the enterprise alive, and the after-tax net profit is the focus. In order to improve the after-tax net profit, on the one hand, it is to open source, on the other hand, it is to cut expenditure. Many enterprises only know about opening source and ignore cutting expenditure. Now, in the fierce competitive environment, no matter how well they open source is done, there is not much room for profit. Some powerful enterprises have long noticed the huge space for reducing expenditure. Under the leadership of mitarai, Japanese Canon implemented a cost-saving plan, which successfully reduced the cost by 16% and improved the profit margin. The list of the world's top 5 companies is changing every year, and Enron among the top 1 companies has also declared bankruptcy. This shows that profit is the lifeblood of enterprises, and even the world's top 5 companies can't live without profit.

seven, only see the problem, don't look at the target.

only paying attention to small things or problems will lose creativity. As a supervisor, if he is addicted to solving some small problems every day, he will easily get lost in these problems, only see narrow things, and ignore the thinking of short, medium and long-term goals and the overall framework, and he will lose his creativity. To put it bluntly, he will be dereliction of duty. So-called? See trees instead of forests? . Zoologists have noticed the Aslan phenomenon: once an animal is used to a frame, it will not overstep it. This is the same for people. As a supervisor, if you set a good work framework and big goals, your work will have a yardstick and direction. As a supervisor, we should make full use of time and make full use of it. A survey shows that a supervisor spends 8% of his time only creating 2% productivity. Bill? Gates once stressed in Microsoft that E-mail is for others, and our company uses it as little as possible; Don't sit if you can solve it standing, and don't sit in a meeting if you can speak standing; Don't go to the meeting room if you can be at the table, and don't go to the meeting room if you can finish at the table; If you can write a note, try not to take minutes of meetings. I think his purpose is to save time and improve efficiency. Saving Big Blue (translated as "Saving IBM" or "Melancholy Giant", etc.) summarizes IBM's three major charter flights: senior executives are busy with meetings every day; Slow to respond to all problems and crises; Forgot where the customer was. As a supervisor's responsibility, it is much more important to set and keep an eye on goals than to bury them in a pile of problems.

eight, don't be the boss, just be the buddy.

　? Dude? It's a common saying in the north, which means he is my brother. If you are a buddy in a company, you will confuse ethics with interpersonal relationships, which will eventually ruin the company's ethics. There is no successful mixture of good brothers and managers. The beads in front of the emperor's face are used to cover the emperor's expression, and a certain distance should be kept between the superior and the subordinate, so as to strictly enforce the company's discipline and maintain the company's ethics. The clubs in West Point Military Academy are divided according to levels, and people of all levels are separated. Japanese companies don't often drink at dinners. They eat first and then drink. After dinner, all classes drink separately. Otherwise, an officer is drunk and full of gaffes in front of a soldier. How can he command his soldiers to charge? An executive shows off his chest muscles in front of a group of people. Does he still have prestige in his hands? Being with people is professional and business. Don't make the supervisor not like the supervisor and the leader not like the leader. So? Don't be a man, don't be a man, don't be a man? .

IX. Failure to set standards.

a perfect company must have established policies, but sometimes it forgets the essence of the process. Now many companies have SOP(Standard Operation Procedure), but there is no quantification of details. There are many companies that emphasize smile service, but there is no quantification of smile. What is a smile? Only after the Olympic Games did we know that the original standard of smiling was to show eight teeth and smile. Now enterprises in China should also enter the era of paying attention to details. One of the important reasons why a century-old shop can survive for a hundred years is that they make great efforts in details. The contest between great powers in the world is the contest of details. The products made in Japan and Europe are superior in quality and humanization, that is, they pay attention to details. McDonald's SOP has reached the extreme quantification of details, and even has detailed regulations for each door handle, so it is powerful. The biggest negligence in our workflow and workbook is the lack of quantitative details. This so-called: details determine success or failure. The company has been hoping for a long time, and it's all gone? Bad guys? What's left? Good people? In fact, why don't employees want to work in a calibrated, dignified and quality enterprise for a long time? Working in a dirty company can also make people feel timid and have no dignity, and they are embarrassed to tell you when they go out. A simple way to see if a company has standards is to see if it is quiet during working hours. Quiet has standards, while noisy has no standards. Pursuing standards is also the driving force for the company to seek development. Employees don't rely on supervisors to keep pushing things. With standards, details are refined, and ideas are deeply rooted in the hearts of every employee, and employees will work hard. Hilton Hotel staff will help customers contact other hotel rooms when there is no room in the hotel, which is a very good working attitude. As Li Suli, a model worker, said: Doing things seriously only means doing things right, and doing things with your heart can do things well.

ten, conniving at people with insufficient ability.

The mistake of human resources is to put a wrong person in a wrong position. Being a supervisor is not a favor, and management does not mean who is the most popular in the competition. Everyone in the company says hello, there is a problem, and everyone says you are bad and there is a problem. Why do bad people say hello and good people say you are bad? If only good people could say hello and bad people could say you were bad. The environment is constantly changing, science and technology and culture are constantly improving. In order to develop, it is necessary to keep learning. Only those who keep learning can exhibit, and only those who keep learning can survive. As a team member, if they don't learn, they will become the shortcomings of the team. The team should not keep him and those who refuse to learn, which is unfair to the team. It is not necessary to appear that those who have the heart to do things are not in that position, but those who have no intention to do things are in that position. Avoid it within the enterprise? Parkinson's law? The emergence of (note 1), as a supervisor, don't be afraid that his men will surpass themselves, don't shield people with insufficient ability, and think about the development and growth of the company. Empress Dowager Cixi used Li Hongzhang, who didn't understand the military, and Li Hongzhang used his hometown Ding Ruchang as the commander of beiyang fleet. As a result, the Sino-Japanese naval battle was defeated. This is a country, which harbors people with insufficient ability and brings disaster to the country, and so does the company. Don't look in the office? Love? Don't be a nice guy and don't be afraid to face others. Don't believe it either? Cross the bridge when you come to it? , to take the initiative to attack ahead of time, manage your men. Han Feizi put it well: only suppressing yourself is called? Afraid? , will only correct themselves called? Chaos? , will only save yourself called? Bitch.

eleven, there are only superstars in my eyes.

Almost no company is supported by a few superstars, and most of the work is done by people with medium qualifications. As a supervisor, you can attach importance to superstars, but you can't just look at superstars. The manager of McDonald's wants to sweep the floor. What do they advocate? We are all employees in the face of customers? . Airlines generally don't want undergraduates to recruit service personnel, and secondary school students are the best. How can undergraduates do a good job if they can't bend their heads when they see people? Napoleon said that success is hard work and opportunity. Everything starts at the grassroots level. Most of the employees in an enterprise have to rely on their own training to cultivate, and the masters they dig will only destroy their emotions. You can't let go of your figure even if you dig up a master. Tell me when you see something wrong? Before, our company was not only unhappy, but also affected the work enthusiasm of people around us. There are two kinds of unfairness when there are only superstars in your eyes. Zhuangzi said: The swift horse dies first, the precious sword is blunt first, and the good wood is cut first. Too much work for a superstar. For non-superstars, they can't attract attention and have no enthusiasm for work.

Note 1: Parkinson's Law: Northgood, a famous British historian? Through long-term investigation and study, Parkinson wrote a book called Parkinson's Law. he