There Are No Irreplaceable People In The Workplace.

My former boss has a saying: "although everyone says that after 80 is not good management, but my practical experience shows that as long as we give a stage after 80, they will return to the company a wonderful." Only in this sentence, how many young comrades feel "know each other" and then try their best to report it. This is what I said a few years ago. Now we see that 80's have grown into the main force of a generation of business. Whether they are willing or unwilling, the leading posts are senior, and they will become more and more of them.

Career guide ER has a tendency to like to engage in the topic of "new employees, fresh students". Of course, as a business, I can understand that this is an area with strong demand and easy access. But as time goes on, generations of new people are climbing up their career path. They no longer need to learn to be a good employee, but also start learning to be a good leader and guide others to become good employees.

There has been a process on my career path: Boss I started to let myself make and organize the resource completion plan. He just told me that if you need resources, you can come to me for support -- of course we are a small company, and I very much do not want to think of that kind of big pen. Market cost Something like that.

Then I fell into a great pain, as if without a navigational map, I just took a compass and rowed a small sampan, and was kicked into a sea without a buoy. I shouted to my boss, "what do you want me to do? Can you say it directly?" the boss said, "I don't want to copy one of me, I hope you can surpass my level." Now I will not give you the job you cannot do, but you have to plan for yourself and then organize it. "

This process is very painful. First, I collected other people's experience to make up a framework, and then made a lot of work in this framework. After finishing it, I optimized the framework in turn to form my own routines. But after doing that, I found that my ability, especially the angle of view, went up to a higher level. I began to see the needs, problems, resources and solutions that I couldn't see in pure execution. No matter how big or small the leader is, the process is irreversible. Otherwise, no matter how title is, it will always be an executor.

As young Leader No matter what level it is, there are actually a few canons. The management below 10 people is a level -- at this point, we need to understand how to gather people's hearts and organize resources to accomplish their goals; 20-100 people are basically at a level -- at this point, we need to understand the balance between empowerment, management and guidance to ensure that the process of achieving the goal is controlled; and then we go upward, usually with small boss or senior management. The management may be smaller, and the needs are different abilities.