藤原定子 藤原彰子:BOSS love strong anger gave the nine words

                      BOSS love strong anger gave the nine words



With the above;

      Transformation is the essence of managing people in transition; and changes in people, need in order to solve three problems: know I do not know, can not, is willing to go out. Angry and curse which can only solve a small part of the problem.

     I first saw A chairman of the board, he had just finished his fire on its face but also with anger went into the meeting room. Chairman of Shandong people, very upright enthusiasm, say and do is always Jichong Chong's. Greeted, seated, he first apologized, "Now the economic situation is bad, I will temper big pressure; but much better the past few years, if not forced to try not to get angry, that" tolerance "can testify. "talking all the time, he turned to the wall of the" tolerance "is used.

     Bear the word head with a knife, then incumbent on him to continue to talk, if to fight back, may lead to resentment deposition, the body adversely; but if not bear, and very easy to hurt the subordinates and colleagues. He said: "It's no way. In order to 16 companies under the management of the implementation of a game of chess, I have spent three years time to explore flexible and efficient management, or even every group will be standardized management will be speaking, but the production under the corporate and sales company functions or even group of people, is unwilling collaboration, want to Zhanshanweiwang. This does not, just what is to guarantee to those who finance department reprimanded a pass, tight cash flow because we principles and must have the flexibility to work with banks to hold the book can not be all day looking over bungled opportunity. "

    Indeed, if there is no problem, it is not business but a heaven, do business and ultimately, these bumps are always chores. We often discussed the recent corporate restructuring in the crisis an occasion, but whether management or business transformation, and its essence is the transformation of people; and people's attitudes and behavior change, to overcome the many shortcomings of human nature.

     This is the negligence of God made man in his process is not over when the hastily put us into the world under semi-finished products, the result is a lazy, greedy, narrow-minded for life in our so.

     Of course, our hearts and may have more of the glory of human nature, like the earthquake in Sichuan, China, as we have seen, many people selflessly sacrifice their own wealth and power, to help others, but also happy themselves. Therefore, the people at the beginning, may neither good nor evil, totally depending on the environment of good fortune the day after tomorrow.

    Let me say this, Chen, chairman of the elimination of gas really some. So I asked him to give me 20 minutes, I have 9 words to give him. He readily nodded, I started around the whiteboard in the plan than the hand gestures.

Know I do not know:

1. McKinsey said that one thing people talk about seven times to remember; In addition, each piece of information conveyed orally once, almost half will decay, so the absence of direct channels of communication between staff, away from the Group Headquarters people may not even know you thoughts and intentions;

2. In order for employees to participate in the transformation, he not only wanted to know the company and chairman of the idea, he would like to know what this change means to him (What's in it for me), you will increase the difficulty of the work, the treatment will improve you, you need to learn new methods, in the future I will be out of it?

3. If 100 people do not want to change your active participation, of which 60 were due to no one to help him answer the above question.

Can not:

1. Ability to not only individuals, but the main thing is to see whether your business needs under the new conditions with the organization. You can not expect the same stock as Lei Feng in charge, take the initiative to call every day to know sales, marketing, procurement plans and the situation in order to constantly optimize inventory; In fact, you should establish information systems sales to production to ensure understanding of inventory and sales information anytime, anywhere in charge, so that he as a person, but also according to management procedures to manage inventory;

2. Capabilities also include a variety of resources such as funding, team, time, tools and methods, when these conditions do not have the time, most people will choose to wait and avoid, this is reality.

3. Unwilling to participate in that change of 100 people, 30 are individual and organizational capacity, limiting their participation.

May not want to:

1. In addition to talented and underappreciated by those outside, most people do not like change, which is part of human nature, so for a variety of incentives, do not be stingy, if subordinate groups and standardization in promoting progress in the management, should time be encouraged; and for people interested in impeding change, the necessary personnel arrangements need to be addressed.

2. The problem lies in the first three row, root on the podium. Leadership is always an example for shaping the corporate culture is based on, for a change, too, if employees see management team who disagree words and deeds, we will not really change you;

3. Above, among those who do not want to participate in change completely from the heart do not want to, in fact, only 10 individuals.

    Finish this, I tell you this he Chen, chairman of the three issues. Chen, chairman down his pen, stood up to the triangle in the side I have painted, drew an inverted triangle. He said: "My time allocation and you said just the other way around. 100 in the you do not participate cited the example of change, I always thought that 60 people are unwilling, so have to criticize or even name-calling, personal capacity 30 people lack of learning and training needs, and only 10 people did not understand my idea, after all these years I have repeatedly speaking groups and standardized management. "

    The idea you are a little different you, I asked him. He has always been straightforward answer me: I'm not sure of your triangle to be right, but now I realize that so few points.

First, the curse can only solve the problem would like to not want to, but most only solve part of the problem; (may not want to)

    Second, the original I think the personal ability of cadres and employees is a major problem, it now appears, may also lack organizational skills; and if it is deficit, not be solved by the curse; (can not)

    Third, I suddenly realized that this is, like adolescents as rebellious children, sometimes speaking, the more the more you listen to, so I may need to change communication. If you can not talk to understand this transformation have any effect on them personally, we are counting on enthusiastic participation appears to be unrealistic. (Notice I do not know)