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Top Leaders Of Enterprises Need To "Do Not Push, Do Not Rush To Work".
< p > a Zhejiang group enterprise commissioned a headhunting company to identify group < a href= "http://www.91se91.com/news/index_c.asp" > Assistant to the president "/a", because the position of assistant president is the general manager of the group. Therefore, the group board is very careful in selecting such a personnel. After nearly six months' inspection, finally I selected another thirty-two year old Mr. Wu as assistant to the president. The group will spend three months to investigate whether our cultural integration and management ability in the group is qualified. < /p >
< p > because the group has more than 30 companies throughout the country. Our first task is to send sub branches. The group selects the two companies with the worst performance. We choose the district to help them and use the most appropriate method to improve the performance of the branch in the shortest time. < /p >
< p > I was assigned to Huzhou company, and Mr. Wu was assigned to < a href= "http://www.91se91.com/news/index_f.asp" > Ningbo < /a > Company. < /p >
In the process of doing P, everyone's efforts do not need to be repeated. Finally, after a month's help, the Huzhou company I was responsible for has achieved almost zero performance in the past two months and has sprint to the highest level in the same period since the establishment of the branch. < /p >
Mr. P, who is responsible for Ningbo, has no improvement in his performance. < /p >
At P group monthly meeting, Mr. Wu stressed his hard work and attributed his performance to the concept of consumers. And after the meeting, he told the chairman of the board of directors that the general manager of Ningbo district was poor in personal ability, but the method he had taught was useless. < /p >
"P" has just started. The president has no objection to employing people without doubt, but there is no objection to Mr. Wu's remarks. But after the first quarter of the year, none of the seven companies helped by Mr. Wu has seen a significant increase. But Mr. Wu always went back to the head office to tell him how hard he was, while the following branch, "a href=" http://fz.sjfzxm.com/ "," general manager "/a", had no way to make it. < /p >
< p > there is no air tight wall. As a paratrooper, Mr. Wu, on the one hand, does not look for reasons from himself. On the other hand, he pushes all the blame to the branch manager. The manager of the branch begins to feel sick of such a leader. So the managers of the branch offices who had been at least six or seven years at the company began to collectively reject Mr. Wu. Finally, Mr. Wu could not resign under such circumstances. At the time of resignation, the resignation reason for the chairman and the president was "a strong sense of exclusion from the manager of the branch company, being satisfied with the status quo, and not being receptive to new management thinking and ideas." Having said all this, the chairman only came to one sentence, "Zhang Zonghe, as president assistant, entered the company and was younger than you. Why didn't he have such a problem? Instead, he got the support of the overwhelming majority of people, and he also performed well in his performance." With this remark, Mr. Wu did not refute anything. He resigned in such a disgrace. < /p >
< p > here, I want to tell my friends how I acted as a "a href=" http://pop.sjfzxm.com/popimg/fz/index.aspx "professional manager" /a ". After the turnaround of Huzhou's company, when I returned to the head office, I didn't get credit for myself. On the contrary, I made a brief introduction to everyone's efforts in the process of performance improvement. And when I have individual problems, I take more responsibility on me. At the meeting of the group meeting, the public praise of the meeting was more frequent when I spoke to the leaders and employees of the branch. Achieve "no push, no work". It is precisely because of my practice that the leadership and staff of the branch believe that my arrival must be to help them, rather than shifting responsibilities and giving orders. I believe there will be no "sandwich" phenomenon. As a professional manager, we can display our leadership in a more harmonious environment. < /p >
< p > because the group has more than 30 companies throughout the country. Our first task is to send sub branches. The group selects the two companies with the worst performance. We choose the district to help them and use the most appropriate method to improve the performance of the branch in the shortest time. < /p >
< p > I was assigned to Huzhou company, and Mr. Wu was assigned to < a href= "http://www.91se91.com/news/index_f.asp" > Ningbo < /a > Company. < /p >
In the process of doing P, everyone's efforts do not need to be repeated. Finally, after a month's help, the Huzhou company I was responsible for has achieved almost zero performance in the past two months and has sprint to the highest level in the same period since the establishment of the branch. < /p >
Mr. P, who is responsible for Ningbo, has no improvement in his performance. < /p >
At P group monthly meeting, Mr. Wu stressed his hard work and attributed his performance to the concept of consumers. And after the meeting, he told the chairman of the board of directors that the general manager of Ningbo district was poor in personal ability, but the method he had taught was useless. < /p >
"P" has just started. The president has no objection to employing people without doubt, but there is no objection to Mr. Wu's remarks. But after the first quarter of the year, none of the seven companies helped by Mr. Wu has seen a significant increase. But Mr. Wu always went back to the head office to tell him how hard he was, while the following branch, "a href=" http://fz.sjfzxm.com/ "," general manager "/a", had no way to make it. < /p >
< p > there is no air tight wall. As a paratrooper, Mr. Wu, on the one hand, does not look for reasons from himself. On the other hand, he pushes all the blame to the branch manager. The manager of the branch begins to feel sick of such a leader. So the managers of the branch offices who had been at least six or seven years at the company began to collectively reject Mr. Wu. Finally, Mr. Wu could not resign under such circumstances. At the time of resignation, the resignation reason for the chairman and the president was "a strong sense of exclusion from the manager of the branch company, being satisfied with the status quo, and not being receptive to new management thinking and ideas." Having said all this, the chairman only came to one sentence, "Zhang Zonghe, as president assistant, entered the company and was younger than you. Why didn't he have such a problem? Instead, he got the support of the overwhelming majority of people, and he also performed well in his performance." With this remark, Mr. Wu did not refute anything. He resigned in such a disgrace. < /p >
< p > here, I want to tell my friends how I acted as a "a href=" http://pop.sjfzxm.com/popimg/fz/index.aspx "professional manager" /a ". After the turnaround of Huzhou's company, when I returned to the head office, I didn't get credit for myself. On the contrary, I made a brief introduction to everyone's efforts in the process of performance improvement. And when I have individual problems, I take more responsibility on me. At the meeting of the group meeting, the public praise of the meeting was more frequent when I spoke to the leaders and employees of the branch. Achieve "no push, no work". It is precisely because of my practice that the leadership and staff of the branch believe that my arrival must be to help them, rather than shifting responsibilities and giving orders. I believe there will be no "sandwich" phenomenon. As a professional manager, we can display our leadership in a more harmonious environment. < /p >
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