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.
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.
"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.
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.
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.
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.
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.
(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.
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