Being A Learning Organization Is Only Half Done.

< p > enterprises should use teaching methods. Enterprises are actually a teaching organization rather than a learning organization.

We ask everyone to study together, study at leisure and study without any time. Then who will do the work? If learning becomes the main axis of the enterprise, then where is the customer? < /p >

< p > Drucker told me that learning is negligible and the most important thing is teaching.

Why do we need to teach? Because only by teaching can we truly understand what customers are thinking and know what they need.

It is only through teaching that the best aspect of the company can be reflected through the staff, which is the so-called experience inheritance.

In doing so, the interactive relationship between enterprises and employees will become better and better.

Therefore, the teaching type organization actually emphasizes the personal experience.

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< p > Drucker said: "all the < a href=" http://www.91se91.com/news/index_c.asp "> learning method < /a > no one is more important and effective than this method, that is to say it personally.

For example, a salesperson, he can get the order.

If you ask him how he gets it, he will tell himself how he got it and how he got it.

He will talk about how he approached the customer and how he got the order.

This is very important, because only if he does so, can you have a way to understand how he did the right thing.

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< p > don't care less than a href= "http://www.91se91.com/news/index_c.asp" > staff < /a > doing wrong things, those are not important.

But on the contrary, I can see that many managers of big companies and small companies are criticizing their employees, criticizing them for what they have done wrong and how they do it.

Then you would say, "if you can't do well, do you need no review? Can't you put it into discussion?"

Just when teaching staff, we should teach them the right way to help them, so that they can be effective.

Do not tell them all day long that they have done wrong, they should not do anything, look at flaws in everything, and look at employees' problems.

If this is always done, will the employee still be able to stay in the company? Is he still dignified? Is he still valuable? < /p >

< p > How can we build a good relationship between a href= "http://www.91se91.com/news/index_c.asp" and "superior /a" and its subordinates? The key lies in what their superiors teach to their subordinates, and what things are done by their superiors to be worthy of their subordinates to share.

Such learning is meaningful.

So learning must learn from practice instead of learning from pure theory.

It is useless to read too many books if we only learn pure theory.

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< p > statistics have been made. After graduating from a bachelor's University, he really used only 7% of what he learned at school.

Drucker told us in class that he said, "if a person has not read a book or just graduated from primary school, if he can spend 15 minutes every day to read some meaningful books and apply them to practice, if he can persist in doing so, he will graduate from university in 10 years.

On the contrary, even if he is a university graduate, he only reads the news every day and no longer absorbs any new knowledge. After 10 years, he is just a primary school graduate. "

Drucker also mentioned that when our knowledge can not be replenished, knowledge will not only depreciate, but also lose. Therefore, a knowledge worker must think of this problem, pay attention to replenishing knowledge all the time, and constantly pform knowledge into results or results.

I think this is a very worthy aspect of our attention.

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