10 essential tools for professional managers

The goal of professional managers is to sublimate in their career. Whether it can be sublimated depends on the use of tools. This paper provides ten accelerator tools with strong value performance for managers to choose. No matter career planning, coaching technology, salary management, headhunting, etc., these tools can only be used comprehensively to make managers learn both inside and outside.

1. Enterprise coach technology

Enterprise coach is a new management technology, which originated in the United States in the 1990s. It is transplanted from the way sports coaches train athletes to enterprise management, allowing employees to face work with a correct attitude and improving enterprise productivity. Compared with traditional management methods, corporate coaches emphasize people-oriented, focus on stimulating personal potential, giving full play to enthusiasm, and finding the most suitable working method for their own development, so as to achieve their goals effectively and quickly.

——Help employees realize their dreams. Managers should not only be satisfied with the realization of personal ideals, but should aim to help employees achieve their ideals, so as to achieve team achievements.

——Cultivate employees' good mentality. American tennis coach Gao Wei once promised to let a person who never played tennis learn to play tennis within 20 minutes. He explained: "I didn't teach her tennis skills. What I really did was help her overcome her inherent consciousness of not being able to play tennis."

——Tell the truth to the employees. Only after employees truly understand the causes and consequences of things can they devote themselves to doing the right things in the right way—— Show it to employees. Teach employees how to do it hand in hand. You can tell employees how to master the essentials of work through role playing or field visits.

——Let the employees try. Have the courage to let employees try and repeatedly practice the methods you taught them, and encourage them to stand on your shoulders and innovate.

——Give guidance to employees in time. Pay close attention to the progress of employees in their work, help them analyze problems, help them find solutions to problems, and properly correct their mistakes.

2. Career planning

A good and successful career planning is a sharp tool for managers to manage enterprises and manage themselves. Through career planning, managers can:

Clarify your professional orientation. Comprehensively analyze their strengths, weaknesses, opportunities and challenges of the environment, and find their proper positions in the fierce market competition.

Targeted human capital investment to improve the quality of work and life.

The planning itself plays a great incentive role for managers.

So, how to carry out career planning?

Step 1: self-analysis: "What can I do?".

Carry out a comprehensive analysis and understanding of yourself as described above.

Step 2, career opportunity assessment: "What can be done".

Analyze the opportunities and obstacles brought by the internal and external environment to your career.

Step 3, career strategy: "How do I do it?".

Career strategy refers to the action plan to achieve career goals, which is generally more specific and has strong feasibility, such as building interpersonal networks, participating in organizational training plans, job-hopping, etc. The career strategy also includes some forward-looking preparations, including taking refresher courses and mastering some additional skills or professional knowledge (such as obtaining a lawyer's certificate, pursuing a business administration degree, etc.).

Step 4, feedback and correction: "How are you doing?" "How should you do?".

After a period of time, managers should examine the changes in the internal and external environment, and adjust their established career plans in time.

3. Communication

70% of the problems in an enterprise are caused by unsuccessful communication or failure to communicate.

First of all, the realization of communication must be human-centered and based on mutual equality and democracy.

Secondly, thinking determines the way out. To successfully communicate, it must be a win-win or multi-win between the communicators.

Thirdly, expressiveness is the specific application ability under the elements of attitude and mode of thinking, which directly determines the strength of communication.

The use of communication tools should focus on shaping the communication background. In the future, human beings will have more independent self-concepts, values and cognitive models under the shaping of electronic media. This kind of environment will play a huge and subtle role in the success of communication, and even play a decisive role, which cannot be ignored.

4. Leadership

"Leadership" is the process of influencing others' behaviors and thoughts. The purpose of leadership is to influence the efforts and contributions of the leaders to achieve organizational goals. "Leadership" is the ability to inspire others to work with you to achieve common goals. Its essence is influence.

The core elements of "leadership" include: "emotional intelligence", "technical skills", "personality quality", "cognitive ability" and "leadership style".

Today, leadership is regarded as one of the most critical factors for the growth, transformation and regeneration of organizations, and improving leadership has become a key factor for managers' personal career development.

First of all, it is not possible to cultivate leadership overnight. A good leader's leadership comes from long-term accumulation. In this process of accumulation, we need to consciously cultivate emotional intelligence such as "self-management ability" and "social skills".

Secondly, we also need to constantly learn communication skills, situational leadership and other scientific management methods. This process can be summarized into three points: first, we should establish correct values and constantly strengthen our sense of mission; The second is to study persistently and accumulate experience every day. Third, we should have the spirit of dedication and actively contribute to others to achieve performance goals.

5. Salary management

The so-called salary management is to effectively manage the factors that affect the manager's salary, and then continuously improve the society's awareness of its own value. There are two factors that affect compensation. One is the importance of managers to enterprises, that is, the irreplaceable ability of their own skills; Another factor is personal brand.

In order to achieve good management of salary and continuously improve their income, we must reasonably manage the two factors that affect salary.

Salary management should take the following steps:

Evaluate your own skills and personal brand - When evaluating your skills, you can combine your own career planning to evaluate the extent to which your own skills are irreplaceable. When evaluating your personal brand, you can evaluate the gap between yourself and the goals in the industry by setting benchmarks.

Pay attention to the coordinated development between the two factors - if the skills exceed the personal brand, it may lead to the undervaluation of its importance to the enterprise, and will fall into the second quadrant. Don't let your personal brand greatly exceed your skills. In this way, although you can get a high salary in a short time, there will be a huge gap between your personal brand and the company's expectations over time, and you may be forced to leave the company.

Formulate salary management plan - When implementing salary management, managers should formulate salary management plan based on market environment, their own education background, their own experience and other factors.

Constantly adjust the plan - in this changing era, the skills needed today are not necessarily the skills needed in the future, and the personal brand of today is not necessarily valuable in the future, so,

We need to constantly adjust the salary management plan according to the changes of the times.

Reasonable use of compensation management tools can continuously work in the right direction, and thus achieve the purpose of improving personal value.

6. Headhunting

For individuals, we should not only choose good headhunters, but also choose headhunters with good professional ethics. The headhunting consultant is to comprehensively analyze the matching degree between the quality of talents and the position, and provide career development suggestions for talents through detailed understanding of talents' personality, potential, values, work experience and even their problems on the career path, using industry knowledge and excellent career guidance experience.

How do managers attract headhunters?

Establish the popularity and good professional image in the industry; Actively select professional headhunters Don't turn down headhunters easily, even if you think the position is not suitable for you; Regularly learn industry and enterprise information from headhunters; Keep communication with professional headhunters and pay attention to their suggestions; Know your position within your career.

7. Financial management

Financial management is not only an economic activity, but also a basic skill for managers' management and life management. It is also a reflection of judgment and even decision-making ability.

The European management community believes that a person who cannot understand the financial statements and conduct enterprise analysis cannot make correct business decisions for the enterprise, so he is not qualified to serve as the manager of the enterprise. This concept is gradually recognized by domestic enterprises. Domestic large and medium-sized enterprises have also begun to arrange management personnel to participate in the study of financial management, enterprise analysis and other aspects.

8. Entrepreneurship

Because of the ultimate ownership of enterprise property rights, the rising space of professional managers can only be smaller and smaller. No matter how successful they are in the position of manager, the loneliness and sense of drift in the dead of night can't be really removed. This is the desire to control their own destiny! "Entrepreneurship" is almost the ideal destination in the minds of most people. It has become an important goal of ultimate pursuit in the career of managers.

The core elements of the "entrepreneurial" tool include "entrepreneurial quality assessment", "complete investment plan", "financial financing", "entrepreneurial team formation", "marketing system establishment", and so on. Not every successful manager is suitable for starting a business, so the self-quality assessment before starting a business is the first.

Before starting a business, you should check your entrepreneurial motivation, which is related to all important factors of starting a business, to avoid a hasty conclusion.

Managers should accumulate resources in many ways to prepare for future entrepreneurship.

There are endless opportunities for entrepreneurship, but there may be only one suitable for your reality.

Integrate the resources to maximize their effectiveness for entrepreneurial goals.

To solve the problem of choosing successors after starting a business, it is a truly complete career to solve this problem.

The cost of entrepreneurship will be greatly reduced in the future, and "entrepreneurship" will be used more widely as a career tool.

9. Evaluation

Using the evaluation system to evaluate the performance of subordinate employees, while ignoring the need to evaluate themselves for self-cognition, is the current thinking mistake of managers. As an executive and manager, managers often need to use evaluation tools to examine themselves under high intensity of work pressure.

The evaluation system is essentially composed of two systems: measurement and evaluation. The most common and simplest core elements are IQ and EQ. But modern research shows that people have multiple intelligences. Gardner believes that people have seven kinds of intelligence: language intelligence, logic-mathematical intelligence, space intelligence, music intelligence, body-kinesthetic intelligence, interpersonal intelligence, and introspective intelligence. The core element of the evaluation system is also a dynamic quantity. Managers should pay attention to timeliness when selecting evaluation tools.

Managers should choose targeted and highly localized evaluation systems as far as possible, and directly copying foreign system tools does not conform to the personality characteristics of Chinese managers.

10. MBA

Reading an MBA is like learning some routine actions of enterprise management. It tells the general rules of controlling the enterprise and gradually forming the thinking mode of professional managers, rather than learning "unique skills" and "secrets". Like many people who can play table tennis, most of them are self-taught, but are the actions very standard? If you want to become a professional table tennis player, you still need to participate in regular training, correct your irregular movements, and make your progress faster. Therefore, if you want to become a professional enterprise manager, you'd better read an MBA. After all, this is a shortcut, but it can't guarantee that you will become an entrepreneur or a big boss.

After completing the MBA, I will be more confident and comfortable in future management. The future MBA should also be "segmented", that is, it should have different training objectives for different industries, such as medical MBA, IT MBA, financial MBA, education MBA, etc. In this way, on the basis of "broad", "specialized", I believe it is more competitive.

 职业经理人的10大必备工具

     在职业生涯中升华，是职业经理人不断追求的目标。能否升华，却取决于工具的使用。本文提供十个价值性能比较强的加速器性质的工具供经理人选择。不论职业规划、教练技术还是薪酬管理、猎头等，这些工具，只有综合使用才会使经理人内外兼修。

1．企业教练技术
      企业教练是一种新兴的管理技术，它起源于20世纪90年代的美国，由体育界教练训练运动员的方式移植到企业管理上，让员工以正确的态度去面对工作，提高企业生产力。与传统的管理方式相比，企业教练强调以人为本，着重于激发个人潜能，发挥积极性，寻找最适合自身发展的工作方式，从而有效快捷地达到目标。
         ——帮助员工实现理想。经理人不能只满足于个人理想的实现，要把帮助员工实现他们的理想作为目标，从而达成团队的成就。
         ——培养员工良好心态。美国网球教练高维曾经许诺在20分钟之内，让一个从来不会打网球的人学会打网球。他解释说：“我并没有教她打网球的技术，我真正做的是帮她克服了自己不能打网球的固有意识。”

             ——把道理说给员工听。员工只有在真正理解事情的前因后果之后，才能尽心用正确的方法去做正确的事。——做给员工看。手把手地教员工如何去做，可以通过角色扮演或实地访问告诉员工如何掌握工作要领。

            ——放手让员工试做。要敢于让员工去尝试、去反复实践你教给他的方法，并鼓励他们站在你的肩膀上创新。
           ——及时给予员工指导。密切注意员工工作中的进展状态，帮助他们分析问题、协助他们找到解决问题的办法，恰当地纠正他们的差错。

2．职业规划
       良好且成功的职业规划是经理人管理企业、经营自我的利器。通过职业规划，经理人可以：
       明确自我职业定位。全面分析自己的优势、劣势和环境的机遇、挑战，在激烈的市场竞争中找到自己合适的位置。
       有针对性地进行人力资本投资，提高工作、生活质量。
      规划本身就对经理人起着极大的激励作用。
       那么，如何进行职业规划呢？
      步骤一，自我剖析：“我能干什么”。
       如前文所述方法，对自己进行全面的分析与认识。
      步骤二，生涯机会评估：“什么可以干”。
     分析内外环境给自己职业生涯带来的机遇和阻碍。
       步骤三，职业生涯策略：“我怎么干”。

      生涯策略是指为实现生涯目标的行动计划，一般较具体，有很强的可行性，如：构建人际关系网、参加组织培训计划、跳槽等。生涯策略还包含一些前瞻性的准备，包括参加进修班学习，掌握一些额外的技能或专业知识（如获得律师证、攻读工商管理学位等）。
        步骤四，反馈与修正：“干得怎么样”“应该怎么干”。
        每过一段时间，经理人要审视内在和外在环境的变化，并及时调整自己既定的生涯规划。

 3．沟通力 
            一个企业中70％的问题是由沟通的不成功或者是不去沟通造成的。
     首先，沟通力的实现必须以人为中心，以相互平等、民主为基础。
      其次，思路决定出路，要成功沟通就必须是沟通人之间的双赢或多赢。
     再次，表达力是在态度和思维方式要素下的具体运用能力，它直接决定沟通力的强弱。 
      来沟通力工具的运用要把目光放在对沟通背景的塑造上。未来的人类   在电子媒介的塑造下将会更有独立自我观念、价值观念和认知模式。这种环境将对沟通的成功与否起到巨大的潜移默化的作用，甚至起着决定性的作用，不可不察。

4．领导力
        “领导”（leadership），是影响他人行为与思想的过程，领导的目的是影响被领导者做出努力和贡献去实现组织目标。“领导力”则是激发他人跟随你一起工作，以获取共同目标的能力，其本质就是影响力。
“领导力”的核心要素包括：“情感智力”（emotional intelligence）、“技术技能”、“人格素质”、“认知能力”、“领导风格”。
          如今，领导力被视做组织成长、变革和再生的最关键的因素之一，提升领导力已成为经理人个人职业发展的关键性因素。
       首先，培养领导力不是一朝一夕就能完成的，一个优秀领导者的领导力来自于长期的积累。在这个积累过程中，需要有意识地培养“自我管理的能力”和“社交技能”等情感智力。

      其次，还需要不断地学习沟通技能、情景领导等科学的管理方法。这个过程可以概括为三点：一是要树立正确的价值观，不断强化自身的使命感 ； 二是每天坚持不懈地学习，不断地积累经验。三是要有奉献精神，积极地为他人做出贡献，以达成业绩目标。

5．薪酬管理
      所谓薪酬管理，就是通过对影响经理人获得薪酬的因素进行有效的管理，进而不断地提高社会对自身价值的认知度。影响薪酬的因素有两个，一个是经理人对企业的重要程度，也就是自身所拥有技能的不可替代性；另外一个因素就是个人品牌。
        要实现对薪酬的良好管理，不断提高自己的收入，必须对影响薪酬的两个要素进行合理的管理。
      薪酬管理应该采取如下步骤：
       评估自身的技能与个人品牌——对技能进行评估时，可以结合自身的职业生涯规划，评估自己所拥有的技能在多大程度上是不可替代的，对个人品牌进行评估时，可以通过树立标杆的方法进行，评价自己与行业内的目标之间在个人品牌之间的差距。
     注重两个因素之间的协调发展——如果技能超过了个人品牌，就可能导致自身对企业的重要程度被低估，也就会落入第二象限。也不要让自己的个人品牌大大地超过技能，这样，虽然短时间可以获得高薪，但时间长了，会与企业的期望值之间形成巨大的落差，可能会被迫离开企业。
        制订薪酬管理计划——经理人在进行薪酬管理的时候，要结合市场环境、自身的教育背景、自己的经历等影响因素制订薪酬管理计划。
      不断调整计划——在这个变化的时代，现今所需要的技能，不一定是未来所需要的技能，现在的个人品牌，不一定在未来拥有价值，所以， 

         需要不断地根据时代的变化调整薪酬管理计划。
         合理地使用薪酬管理工具，可以不断地按照正确的方向努力，进而达到提高身价的目的。

6．猎头
        对个人而言，不仅要选择好的猎头公司，更应该选择具有良好职业操守的猎头顾问。猎头顾问是通过详细了解人才的个性、潜质、价值观、工作经历甚至人才在职业道路上的问题，运用行 业知识、优秀的职业指导经验，综合分析人才的素质与此职位的匹配度，为人才提供职业成长建议。
      经理人如何吸引猎头公司呢？
      树立在行业内的知名度及良好的职业形象；主动选择专业的猎头公司；.不要轻易回绝猎头公司，即使你认为该职位不适合你；定期向猎头公司了解行业及企业信息；与专业的猎头顾问保持沟通，注重其给予自己的建议；了解在职业范围内自己所处的位置。

7．理财
      理财已不单单是一项经济活动，实际上它是经理人经营管理和生活管理的基础性技能，是一种判断,甚至决断能力的体现。
欧洲管理界认为一个看不懂财务报表，不能进行企业分析的人是不能对本企业做出正确的经营决策的，因此也就没有资格担任企业的管理者。这种概念逐渐被国内企业所认识。国内大中型企业也都陆续开始安排管理层人士参加财务管理、企业分析等方面的学习。

8．创业
      由于存在企业产权的终极归属问题，职业经理人的上升空间只能是越来越小。无论其在经理人位置上做得多么成功，夜深人静的孤独和漂泊感仍无法真正挥去，这是对主宰自身命运的渴望！“创业”几乎是大多数人心中的理想归宿，它在经理人职业生涯中成为终极追求的重要目标。

      “创业”工具的核心要素包括“创业素质评估”、“完整的投资计划书”、“财务资金融通”、“创业团队的组建”、“营销体系建立”等等。并不是每个成功的经理人都适合创业，所以创业之前的自我素质评估是第一位的。
       创业前要先检查自己的创业动机，动机和创业的一切重要因素相关，避免草草收场。
      经理人要多方面积累资源，为将来的创业做准备。
      创业的机会层出不穷，但适合自己现实的也许只有一个。
     整合拥有的资源以使其对于创业目标来说效用最大化。
     要解决好创业之后选择接班人的问题，这个问题解决好才是一个真正完整的职业生涯。
     未来创业的成本将大大降低，“创业”作为一个职业工具将被更广泛地使用。

9．测评
        用测评系统考核下属员工的绩效，而忽略自身也需要测评来进行自我认知是当下经理人的思维误区。身为执行人和管理者的经理人，在高强度的工作压力下往往更需要利用测评工具来省察自身。
         测评系统实质上是由测量和评价两个系统构成，其核心要素最普遍最简单的是包括智商（IQ）测评和情商（EQ）测评。但现代研究表明人是具有多元智慧的，加德纳认为人具有七种智慧：语言智慧、逻辑—数理智慧、空间智慧、音乐智慧、身体—动觉智慧、人际智慧、内省智慧。测评系统的核心要素也是一个动态变化的量，经理人在选择测评工具时应注意时效性。
            经理人应尽可能地选择有针对性的本土化程度高的测评系统，直接照搬国外的系统工具并不符合中国经理人的人格特征。

10. MBA
      读MBA就像学一些企业管理的常规动作，讲述的是驾驭企业的一般规律，逐步形成职业经理人的思维方式，而不是来学“绝招”、“秘诀”的，如同会打乒乓球的人很多——绝大多数是无师自通的，但是否动作都很规范呢？你若要成为职业乒乓球运动员，还是要参加正规训练，纠正你的不规范动作，使你进步更快。因此，你要想成为职业的企业管理人，最好读一下MBA，这毕竟是一条捷径，但不能担保你会成为企业家或大老板。
      读完MBA，对今后管理会更加自信和自如。将来的MBA也应该来个“细分”才行，即应针对不同行业有不同的培养目标，如医学MBA、IT MBA、财经MBA、教育MBA等，这样，在“宽”的基础上再“专”，相信更有竞争力。

(This article is an original article by Zhuge Changqing, and the pictures are selected from the Internet. Welcome to forward it, and please indicate the source for forwarding)

Introduction to Zhuge Changqing: Zhuge Changqing, the inheritor and promoter of traditional Chinese culture, is willing to "learn from sages, promote virtue, revitalize China and benefit the world" together with people with the same ideals in the world.

(Zhuge Changqing: zhuge8031@163.com ）

Zhuge Changqing mailbox：

zhuge8031@163.com

Zhuge Changqing's Chinese Dream

Learn from sages and carry forward virtue

Revitalizing China for the benefit of the world

 （本文是诸葛长青原创文章，图片选自网络。欢迎转发，转发引用请注明出处）

诸葛长青简介：诸葛长青，中国国学传统文化传承弘扬者，愿与天下志同道合者一起“学习圣贤、弘扬善德、振兴中华、造福世界”。

（诸葛长青：zhuge8031@163.com）

Zhuge Changqing mailbox：

zhuge8031@163.com

  诸葛长青中国梦  

学习圣贤 弘扬善德

振兴中华 造福世界

Selected Articles in Previous Periods

Click the article title to view

往期精选文章

点击文章标题查看

1The wisdom of traditional Chinese culture changes the destiny: filial piety to parents+five in one+self-improvement

1 国学智慧改命运：孝敬父母+五合一+自强不息

2Zhuge Changqing's Three Golden Keys to Changing Destiny

2诸葛长青改命运三把金钥匙诸葛长青施食仪轨 （十五步简洁版）

3Zhuge Changqing's Greeting Ritual (15 Steps Concise Version)

3 诸葛长青施食仪轨 （十五步简洁版）

4How to repent: the ritual of repentance and the method of repentance (full version)

4   如何忏悔：忏悔仪轨忏悔方法（完整版）

5How to read the Dizang Sutra: Methods for reciting Dizang Sutra (complete version)

5 如何念地藏经：念地藏经仪轨方法（完整版）

6How to release? The ritual of releasing life

6怎样放生？放生仪轨

7Zhuge Changqing's Repentance Culture: A Case Study of Repentance Methods for Changing Destiny

7诸葛长青忏悔文化：改变命运忏悔方法案例

8Free Life Culture: Free Life Culture in Ancient China

8放生文化：中国古代的放生文化

9Shocking photo of feeding: Buddha, Bodhisattva and Dharma Protector come to the scene

9施食震撼照片：佛菩萨护法神亲临现场

10Feeding Rite Return: the return is changed to simple return

10施食仪轨回向：回向修改为简洁回向