CEO The Way Of Modern Enterprise Management: Practicing Double Faced Skills

" Administration It's the art of letting others do things. As a manager, in order to make the team have combat effectiveness, it should not only have good personal quality and professional quality, but also have excellent management art, and infect subordinates with their own charisma, so that subordinates can respect and obey on the basis of understanding, so as to effectively form resultant force and succeed.

　 First, one side is the courage to never waver, the other is caution against thin ice.

To be successful, you must remain unswayed and courageous in the presence of people. You must be calm and confident and determined when you are sailing smoothly or surging. You have to believe that no one will follow a general who is desperate for the future. Just imagine: in the long march of twenty-five thousand li, if Mao Zedong and Zhou Enlai are frustrated, the Red Army may be "just a thousand rivers and thousands of mountains". Finally, they will win the victory and join forces to turn things around. Napoleon has said: "a sheep leads one hundred lions to beat one hundred sheep led by a male lion". If you want to win, hide the sheep in your heart and let yourself be as fearless as a lion. Although we have the confidence and determination to win, we must have a sense of crisis in our work. As Bill Gates said, "we only have fifteen days from closing down." Only when we are prepared for danger can we realize the predicament of going against the current and sailing backward, keeping pace with innovation and vitality.

　 Two, one side is company On the one hand is personal development.

As equestrian riders and steed horses are on horsemen, excellent riders have to rely on vigorous and vigorous steed for their success. The relationship between individuals and companies is also the same. Personal development must be combined with the development of the company to win a win-win situation. There's only a bowl in the pan. Only when the company develops, can individuals develop. Therefore, managers must take the overall situation as their priority both in public and private affairs. People who are not serious about the overall situation are absolutely impossible to win the trust of their subordinates. When dealing with affairs, managers should care about their personal likes and dislikes, whether they are intimate or aboveboard, fair and aboveboard, a bowls of water: a meritorious service must be rewarded in their work, a good punishment must be made, and a clear distinction between merits and demerits; when employing people, they should know others well, appoint others to be wise, do not appoint Negro, and help others; when they are involved in their duties, be strict with the law and take the initiative to take responsibility; when dealing with conflicts, act impartially and do not kiss them so that the stubborn people will compromise with each other, so that those who have a grievance against their grievance can not shake hands with those of us, and they will never die.

　 Three, one side is "first for the body" while the other is "after the others".

In order to meet difficulties, we must "first serve the body" and "enjoy the latter" when we encounter the need to enjoy. Ask others to do what they want to do, and do what they want to do first. Only in this way can we convince others and win the hearts of our subordinates. The power of example is endless. Instead of shouting, it's better to make a look. Only by setting an example and taking action to influence people and motivating people can we get twice the result with half the effort. If we do not learn anything, talk much, speak more and do less, we will make our subordinates disappointed, hurt their subordinates' enthusiasm and cause centrifugal force to increase. Some people analyzed why the Kuomintang failed, and why the Communist Party succeeded. The slogan of the Kuomintang's official shouting was "give it to me". Soldiers were bleeding. They were in heaven and earth. The slogan of the Communist Party official was "follow me." As a result, the Kuomintang left Taiwan, and the red flag of the Communist Party was all over China. "The body is right, not the order, but its body is not right, though it does not follow." To drive others with their own actions is actually a silent criticism of deviant behavior. The effect is that positive criticism can not be replaced. In addition, when subordinates fail, they must take the responsibility bravely rather than prevarication. After losing the street kiosk, Zhu Geliang was deeply responsible for his improper use of the blame, self - confessing, demotion and salary reduction. Zhou Enlai said well: "the correction of shortcomings and mistakes should start from the leadership. First of all, we must criticize ourselves on the leadership and bear more responsibilities. The problem is always related to the above."

　　 Four, one side is the principle and the other is lenient.

At work, with a gentle attitude and subordinate Contact, solve problems in talking and laughing, but must not believe in unprincipled harmony, and be a good gentleman.

1. we must stick to the principles we should stick to in our work. We should not relax management because we are afraid of affecting the relationship with our subordinates. First, we must be strict in our thinking, overcome all kinds of negative factors, make the team share the same language in the right direction; two, we must be strict in our work, and we must never lower our standards because of temporary difficulties.

2. in dealing with problems, we should not "spend more flowers and grow fewer kinds of thorns". We must have targeted and effective criticism. A resolute attitude and strict punishment can not only embody the deterrent power of managers but also have strong police power, which will make the impact of criticism lasting and far-reaching. On the contrary, if we are overcautious and stand in a dubious manner, we will hurt some people's enthusiasm and lose their support. At the same time, those who make mistakes can not change their minds and go farther and farther in the wrong way. But it should be noted that criticism is like a drug that has strong stimulations. If it is used properly, it can heal the sick and save the people. If it is not used properly, it will hurt people and harm people. Therefore, criticism needs to be consistent with principles and methods. For example, criticism should be conducted in private rather than in private. We should not only be a man of principle, but also a forgetful person. For the shortcomings and mistakes of subordinates, we must have a sense of propriety. After strict criticism, we should be tolerant and considerate. We should help subordinates to sum up their experience and learn from them, and not save them.

Five, one side is to convince others by reasoning and the other is to convey feelings with emotion.

Criticism can make people react differently, and some people are striving to advance. Some people are discouraged and some people become angry and angry. Therefore, managers must be good at criticism and soothing, that is to grasp uncle Sam's "stick and carrot" policy. When a subordinate makes a mistake, he should never wave his stick around, but after he plays it, he needs to use carrot. The big stick is based on reasoning, and the carrot is moved by emotion. A single leaf is always in love with each other, helps in the work, cares in life, creates deep feelings between the team and the upper and lower, so as to produce the gratitude of "the dripping water and the fountain of the newspaper", so as to give play to the subjective initiative of the work. In addition, the cultivation of talents and the improvement of their subordinates' ability is a deeper and wider concern, which can fully motivate the work of subordinates and promote their feelings and make their subordinates energetic and vigorous.

　　 Six, one side is to respect autonomy and the other is to strengthen monitoring.

Most talented people have strong self-esteem, self-confidence, sense of achievement and sense of honor. They have the ability to handle problems independently and solve problems. Managers should fully trust them. If they are suspicious of people and guard against them everywhere, they will inevitably hurt their self-esteem, create insecurity and affect their enthusiasm. "Trust without doubt" is a strong cohesive force. Because trust is not one-sided. If you trust others, you can get someone else to trust you. How deeply you trust others and how much trust you have in others. With trust and trust, talents can be gathered and gifted.

In the actual process of work, we should let him do it within the purview of his subordinates, but we must not relax the monitoring. "Right leads to corruption, absolute right leads to absolute corruption", so proper control of process is necessary. Of course, this kind of monitoring is in the supervision of system and procedure, rather than listening to small reports of abnormal channels. In this way, we should boldly use and strengthen monitoring so as to enable subordinates to have both motivation and pressure, thereby gaining sustained support and support. At the same time, in the process of monitoring, we can find the difficulties and problems in time. We should encourage our subordinates to solve problems and solve problems at the right time.

　　 Seven, one side is to establish prestige and the other is not to put on airs.

It is necessary to establish self prestige to ensure the smooth flow of government decrees. However, while establishing prestige, we must not be too high above and put on airs.

1. don't be a good teacher, self righteous and arrogant. When discussing problems with subordinates, whose opinions are correct and whose methods are good, they will do whatever they want. When subordinates raise objections or unpleasant opinions, they should listen patiently and let others finish their sentences, then analyze them and revise their opinions. Even if the subordinates' opinions are incorrect, they should listen humbly, and then give the necessary explanations, persuasion and help, without turning a deaf ear or accusation. Even when clash with subordinates in the process of discussion, they should respect their subordinates until they are in a blush. They will not let subordinates dare to speak from then on, so that their subordinates will feel that their managers are broad-minded.

2., we should dare to dissect ourselves and reflect on ourselves. This not only does not damage the prestige of managers, but also makes our subordinates close and trusted.

3. when we know that the other side's opinion is wrong, we must not give up the right thing in order to be friendly. However, we should not try to force people to suppress others, but to persuade others and help each other.

4. be considerate and initiative. When working with subordinates, subordinates will feel nervous and reserved. Managers should be considerate, and create a harmonious and relaxed atmosphere with an active attitude, sincere attitude and witty conversation, eliminating the tension of the other side and shortening their psychological distance. In this way, we can not only set up the image of a manager to be approachable, but also inspire the subordinates to take the manager as a know, so as to open their minds and heart to heart. Zhou Enlai has both foresight and strategic vision, and has the ability to strategically and win the heroic spirit of thousands of miles. But when dealing with problems and making decisions, he always pays great attention to the lower level and draws wisdom and strength from the masses. He often said, "it is always good to discuss more." Because Zhou Enlai was sincere in his discussions with subordinates, everyone was very willing to confide in all the questions he heard and thought. In this way, Zhou Enlai heard many real situations, and constantly grasps the new knowledge, so as to solve many difficult problems in a timely and timely manner, and has made an indelible contribution to the country and the people.

　　 Eight, one side is to stick to one pattern and employ another.

Someone once played a figurative metaphor. The manager is like a coach. His work is two things. One is to find the right way, and the two is to put the right person in the right place. It is what the ancients said, "to make a brave man do his best, a wise man can do his best, a benevolent man can help him, and a virtuous man can perform his loyalty". Therefore, managers must be good at exploring talents and establish effective mechanisms to promote talents. We must pay attention to seeking virtue and not asking for perfection when we use others in an informal manner. "Gold is not golden, but man is not perfect." It is not enough to choose a virtuous and capable person without adhering to the standard of virtue. Heaven and earth have no power. There is no fish in the water until it is clear. Therefore, there must be a magnanimity in which the prime minister can support a boat and have a clear mind. We should look at the essence of the people, see the festival, see the mainstream, and not be full of blame.

　 Nine, one side is positive incentives, the other is negative incentives.

To make a horse run fast, what should we do? The two are indispensable: enough food and grass to make it eat fat and strong; a whip, hard to smoke, do not let it idle. The same is true of management. To make the team energetic, there must be an effective incentive system. Well done, rewarded; poorly done, severely punished. Otherwise, it will be a pool of stagnant water. As a manager, your work is related to the survival and development of the company. You must put the burden on your subordinates to all subordinates, and you must not have half of the "soft core" element. Otherwise you may not enjoy the boss or your subordinates. It is just like on the battlefield, you are not dying to command the troops to rush ahead and lose the battle, but you will be beheaded!

　 Ten, one side is wide open and the other is on-the-spot investigation.

Why do people have two ears and two eyes, but only one mouth? The purpose is to let us listen more and see more, and to speak less! To understand the real situation of the market, what should we do? Listen carefully! Understand the real thoughts of the employees of the company! Listen carefully! Plan the future strategy? Only when we understand the real ideas of various aspects can we formulate effective solutions to solve the problems.

However, we should pay more attention to the judgement and analysis, and we should go deep into the field investigation. We must not be bureaucratic, biased and biased, misled by small people, misled by superficial phenomena and misled by false statements. Why is Zong Qinghou able to win the Wahaha team and compete with the imperialist powers? It is because he has two hundred days in the market in a year, the most accurate and timely grasp of the market! The people who have read the romance of the Three Kingdoms have summed up the management characteristics of the three big heroes: "Liu Bei is kind, people can't bear to bully; sun Quan Yingming, people can't bully; Cao Cao is strict, and people dare not bully."

If you cultivate the above ten "double faced" Kung Fu skills, you will be able to manage "people can't bear to bully, people can't bully, people don't dare to deceive", thus leading your team to succeed one after another.