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Leadership Can Change &Nbsp And Enterprises Can Survive.

2010/9/4 8:45:00 90

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Contingency Living Environment

"Today's

leader

There are no essential differences between the problems encountered and previous leaders' problems.

Those shouting their own

dilemma

In addition to looking forward to demonstrating their abilities, leaders with special problems are looking for an excuse.

Lv Feng, a professor at Guanghua School of Management in Peking University, asked the readers in the "manager community" activities. "Since there are no new problems, why are leaders constantly repeating the mistakes made by the previous people? What should leaders pay attention to at different stages?" Professor Lv Feng discussed with him on the spot with Cao Xiuyun, general manager of Inamori Kazuo (Beijing) Business Management Consultants Ltd., Zhang Guodong, partner of Peking University longitudinal management consulting group and readers of business school magazine.

Lv Feng believes that any change in the environment can never lead to any kind of leadership style, and leadership will change.

enterprise

To survive.

Taking Grena's organizational growth model as the main line, Lu Feng puts forward that organizations will face different problems at different stages of development, which requires leaders to constantly adjust their mindset and behavior according to specific circumstances of the organization.

Leaders at this stage of the start-up face many challenges: he needs to describe an exciting future for young organizations, find a little competitive advantage in the cracks, and carry out specific management tasks. In terms of personnel management, the biggest challenge for leaders is to set up teams: it is difficult for small companies to recruit outstanding talents; and the unity between family members and external members.

Leaders on the road need to bury their ideals in the heart and take good care of the team.

Lv Feng believes that this period

Controller

It is very important to spread vision to employees.

"Vision is a slightly partial perception based on inner thinking and external careful analysis, but it does not mean isolation from rational results."

Lv Feng said, "the spread of vision is a continuous work.

When a leader repeats, he must bear the scorn and carelessness from his subordinates.

Faced with this situation, leaders must continue.

Only when the vision is repeated and the members of the organization remember and become their work habits and habits, the role of vision can be revealed.

Small businesses are also facing difficulties in recruiting talents.

LV Feng suggests that managers should think about how to keep the existing talents away. At the same time, we need to think about how to make the company explicit in the talent market and be sought after by the candidates.

After having a certain foundation, the leader will realize that it is unrealistic to manage his own decisions solely by himself. He must standardize the organization through institutionalization.

But at this time, the old employees who started to work together began to feel confused in their mentality and responsibilities.

Only by making the old staff fully responsible and actively investing can the organization develop healthily.

At the same time, Lv Feng believes that the most valuable mentality in change is calm.

Calm is not conservative, it is based on certain principles, based on careful analysis and careful thinking based on firm behavior.

Growth stage is a stage for leaders to easily take lightly. Because organizations have entered the fast lane of development, everything looks so beautiful, when leaders are most prone to be opinionated.

Organizational growth can not be built on some external opportunities and inertia, but must be based on careful analysis and rationality.

More humbly in dealing with managers and focusing on continuous optimization of internal environment, leaders can enjoy growth longer.

During this period of adjustment, leaders should be very conscious that employees who have led the organization through the crisis must be those who share weal and woe with the organization.

Compared with blindly looking for external opportunities, respecting the members of internal organizations and arousing their enthusiasm for work is the only way for organizations to adjust smoothly.

There must be pain in this process, but leaders must bear these pains and control the emotions of the whole team.

A good team leader is the one who is good at controlling news: they understand the importance of team emotion, master the rhythm of message collection and play, control the team's emotions through this kind of replay, and finally ensure the achievement of team performance.

Leaders who have been trained for more than ten years or even decades in the new stage should have more peace of mind, more comprehensive thinking and broader vision.

Respect for history, maintain stability, and guard against arrogance and impetuosity will make this leader more attractive.

The business led by him has really become a social instrument. So, letting more people share their leadership results actually embodies a mature social responsibility, and this should be the ultimate goal of leadership evolution.

"If you are about to start or have already started your leadership journey, please keep in mind that keeping an open mind is a prerequisite for adapting to the environment, as well as a prerequisite for progress."

Lv Feng said.