As a department head, how will you lead and manage your team? You must be an excellent supervisor. Otherwise, you wouldn't think about it. Oh, that's great. I believe you will create one: a sense of belonging (creating more home atmosphere); Have executive power (heart is not as good as action); Have the spirit of mutual assistance (both competition and mutual assistance); There is a goal (a guiding light). Lovely team! Come on, we will always be by your side!
As a store manager, how do you effectively teach your employees? As a store manager, we should first set an example, improve the professional level of all employees in the store, care about their lives and rights, and build an excellent team. We need to use the system to restrain the behavior of employees, let them know what to do and abide by the labor law. Warm employees with feelings and make them feel that this is a home.
If you are the leader of a department, combine social psychology to talk about how you will manage your team and how to evaluate your employees (1) to accommodate individual differences and collective consistency and goals.
The first contradiction is the need to accommodate individual differences and achieve collective consistency and goals. The effectiveness of a team usually requires the integration of different individuals. In order to benefit from diversity, a team must have a process that allows different voices-opinions, styles, priorities-to express. These different voices actually bring openness, which will inevitably lead to conflicts and even competition among team members. Too much conflict and competition will lead to the problem of "winning or losing", rather than cooperating to solve the problem. The purpose of this is to gather individual differences and encourage them to pursue the same goals of the team. An effective team allows individual freedom and differences, but all team members must abide by appropriate subordinate goals or team schedules.
(b) Encourage support and confrontation among team members.
If the diversity of team members is recognized and different views are encouraged, then the team needs to develop a culture of mutual encouragement and support among members. In this cultural environment, there is a cohesion among team members. They are really interested in other people's ideas. They want to hear and distinguish what they are saying. They are willing to accept the leadership and influence of others who have professional knowledge, information or experience and are related to the current task or decision. However, if team members support each other too much, they will stop fighting each other. In a cohesive team, when opposing different opinions, the tough norms to protect harmonious and friendly relations will develop into a "holistic concept." Members will suppress their personal thoughts and feelings and stop criticizing each other's decisions and behaviors. At this time, they will have to pay a considerable personal cost. There will be no disagreement when the team makes decisions, because no one wants to create conflicts. If this situation continues, team members are likely to feel depressed and frustrated, and they will only want to "go their own way" instead of really solving the problem. Effective teams should find ways to allow conflicts without being destroyed.
(3) Pay attention to performance, learning and development.
The third contradiction is to give consideration to both present grades and studies. Managers have to choose between "correct decision" and the expenditure of future experience accumulation. Making mistakes should be regarded as the cost of learning, not the cause of punishment, which will encourage development and innovation.
(d) strike a balance between the authority of managers and the judgment and autonomy of team members.
The fourth contradiction is to strike a delicate balance between the authority of managers and the judgment of team members and team autonomy. Managers cannot shirk the ultimate responsibility for team performance, and empowerment does not mean giving up control. The more autonomy is given to team members, the more important it is that they follow the same schedule. Effective teams are flexible, and they can strike a balance between the authority of managers and the most suitable team solutions. In fact, in a well-run team, members have a high degree of mutual trust, and managers don't have to discuss or explain certain decisions. On the contrary, there is a lack of trust in an ineffective team. Even if the manager does the most obvious thing or makes irrelevant suggestions, team members have to ask questions.
(5) maintain the triangular relationship.
It is very important for managers to understand this, because they ultimately have formal power, not team members. The role of team manager is to manage the relationship triangle: manager, individual and team, which are located at the three vertices of the equilateral triangle respectively. Managers must care about three relationships: their relationship with each team member; Their relationship with the whole team; The relationship between each team member and the whole team. Any relationship will be influenced by the other two relationships. When managers can't manage this relationship triangle well to achieve balance, distrust and bad influence among team members will spiral down.
(vi) Challenges of team management
Because of the complexity of teams, it is no wonder that many teams often fail to play their potential. Effective teams are not formed naturally, and management must unite team members in advance. Many managers gradually understand that in the process of managing the team-from the boundary of the management team to the management team itself, if the team members share the responsibility and power, the team will be more effective. If all team members Qi Xin work together, effective team performance can be achieved. Once again, we see that authorization is a tool that managers can rely on when facing the reality of competition. An excellent team manager found: "I finally realized that my responsibilities include gathering excellent people, creating a good environment, and then working out a solution to the problem." Of course, this responsibility is easier said than done in the course of things.
If you were a team leader, how would you manage your team? I will start with people, and the management team is the key. Need to communicate, understand, trust and help each other! Understand the work items of the group and meet the needs of the leaders. Lead everyone to overcome difficulties and achieve good results, share the results when successful, and take the initiative to take responsibility when encountering difficulties! Do what you are told, not people! There is a basis for doing things, and leave evidence after doing it! Establish clear rules and regulations and act according to law!
If you were the store manager, how would you work? If I were the store manager, I would break the traditional eight-category sales model. On the basis of mastering this product, employees should also master the knowledge and sales skills of other categories and gradually turn to open sales, thus improving sales performance. For consumers, every salesperson will be regarded as the object of consultation, and salespeople can answer questions and guide consumption under any circumstances. It is a kind of enjoyment and convenience for consumers. The professional level of sales staff has improved, and the team cohesion has been enhanced imperceptibly, which is the basis of building a knowledge-based sales team.
How do you manage your team? Big teams rely on strict systems, but if there are no loopholes in the system, it is not just talk. You have to explore in practice, that is, you mature in loss. A small team depends on your personal charm. Don't think about managing your team, think about what you can give to the people you work with. You are really in place, and the treatment is also in place. So do you still want to use management? Will work hard with you.
As a supervisor, how do you lead your team? Social work is not a solo dance, it needs teamwork to bring about great changes. Each of our social workers is in a different team, which may be an ordinary member of the team or a leader of the team. Because a certain job, or a certain belief, is a kind of fate in itself, and everyone should cherish it. Unfortunately, not everyone knows how to manage a team. Improper team management often leads to internal friction, and even leads to team rupture and fruitless end. As the director or project director of a social work organization, you should not only straighten things out, but also unite and drive people. How do you lead and manage a team? This column will share some of my thoughts.
The main purpose of the team is to overcome the deficiency of individual thinking, strength, resources and experience, and rely on everyone's efforts to create satisfactory results. Therefore, any individual, no matter how powerful, should choose to put down in front of the team, put down his own opinions, throw himself into the arms of the team, and solve problems with the help of the wisdom of the group, but it is not easy to do this. As the executive director of the organization, I often hear some colleagues complain, "I think this is actually very bad, but there is no way." They all think so, so I have to give up! " In fact, it is difficult for me to tell who is right and who is wrong at this moment. I will just keep asking him, "So have you lost confidence in your team?" "Actually, I don't think they make any sense, but I really feel bad." Any individual who chooses to accept the opinions of the team is his own contribution to the team, which is followed by this "uncomfortable" feeling, and as an executive director, he needs to feel this, because the team will also bring "harm" while helping people. If these "injuries" are not cured for a long time, they will bury hidden dangers, and experienced team managers themselves have to assume the role of team therapists.
Teams are composed of people with different personalities and advantages, so it is necessary to determine the team role that best matches everyone, so as to carry out team division and integration. In the past, we overemphasized the concepts of "team interests are above everything else" and "individuals must obey the collective", which is not conducive to the long-term development of the team. It is not a good thing for a group that excessively suppresses individual interests. In my opinion, a group that can fully consider the individual wishes of team members will be more effective, so we must listen to and be sensitive to the individual needs of team members, and at the same time guide them to perceive the same goal of team development, so that the two can coordinate with each other.
The team should not only formulate goals, missions, rules and regulations, but also establish a benign cultural atmosphere, which is also the fighting spirit that enables the team to overcome difficulties. Excellent team leaders should be good at helping members build self-confidence, build their enthusiasm and ability to work efficiently, and make them feel that their contribution is worthwhile. The team never begrudges praise and encouragement, so learn to inject hope and positive energy into the team, especially when the newly formed team and team meet challenges and difficulties.
The team needs someone to take responsibility. As a team leader, we need to help our colleagues build an internal and external environment that makes them feel comfortable and have the strength to work. At the same time, encourage colleagues to participate in team decision-making, so that everyone can bloom in the team, observe and evaluate the details of team work, and constantly repair and improve the process of team work. Maybe you don't understand why we have to do so much, because our clients are our work teams. What else do you want to do? If you don't turn your attention to the team, maybe you haven't really changed your role, because you are already the leader of the team, so you have to do so, otherwise it will be difficult for you to get the support of your colleagues.
In my organization, I have been looking for and cultivating people who can manage and lead the team. I found that we all have our own strengths and weaknesses. Therefore, it is necessary for us to form a new team, that is, the management and leadership team of the organization to support and make up for each other and serve our organization. This may be the direction of our organization's efforts in the future, because we know that with the team, we have everything.
If you are the host, what would you say that leisure and entertainment should be combined with each other after the other party has finished speaking?
Remember to adopt
If you were the mayor, how would you choose your city address 1 and the city card about Laiwu?
Laiwu City is a prefecture-level city with high per capita GDP in Shandong Province. In the impression of ordinary people, the concept of the city is steel city. Laiwu was once famous for its popularity. However, the development of Laiwu Steel in Rizhao will inevitably affect the positioning of "Laiwu Steel City". Therefore, through the holding and publicity of the Aviation Festival in the past two years, Laiwu has been positioned as an "Aviation City". I can see the propaganda about Laiwu's "City of Great Love" on TV, so I don't know what Laiwu is going to do and where Laiwu is going.
The development of a city is first of all positioning, including urban positioning, economic positioning and urban construction positioning.
Urban positioning is a business card of this city, a unique attribute of this city in the province, at home and even internationally, and a characteristic positioning different from other cities. Urban positioning is generally considered from the following aspects: resource level, industry level and culture level.
A resources: including geographical resources, cultural resources, tourism resources, agricultural mineral resources and transportation resources.
Coastal cities (ports), metropolises, provincial capitals, basins, plateaus, deltas and other geographical resources.
Cultural resources include: Confucius in Qufu, Luoyang, martial arts in Cangzhou, Shaolin Temple in Songshan, Errenzhuan in Northeast China, Jinggangshan base area, Henan Opera and so on.
Tourism resources are attractive characteristic resources. It is divided into: natural landscape tourism, characteristic cultural tourism, scenic spot tourism and characteristic economy. Mount Tai, seashore, Guilin landscape, Jiuzhaigou, Zhangjiajie, Hangzhou West Lake and other natural landscapes. Characteristic cultural tourism, such as: Red Revolutionary Tourism, Yunnan Shanzhai, Shenyang Benshan Happy Camp, Wuxi Film and Television City and so on. Tourist attractions include: the Terracotta Warriors in Xi, the Forbidden City in Beijing, the ancient capital of the Six Dynasties in Nanjing, the Three Holes in Qufu and so on.
Agriculture and mineral resources include agricultural specialties and mineral resources. Such as: xiuyan jade, Laiyang Pear, Yantai Apple, jinxiang garlic, Heze Peony, Datong Coal City, Laiwu Steel City, Harbin Ice City, Jinan Spring City and so on.
Rizhao port and other transportation resources.
B, industrial level, such as Wenzhou small commodities, Shishi clothing, Qingzhou vegetables, Linyi logistics, Guangzhou electronics industry, Dezhou solar energy, jinxiang garlic, etc.
C. Cultural development mostly develops tourism in the form of resources.
Economic orientation means that a city creates economic characteristics centering on a certain economic characteristic. Cities developed at the above industrial level.
Urban construction orientation is a city planning orientation designed around urban orientation and economic orientation.
To sum up, starting from the reality of Laiwu, it is best to start from the positioning of Steel City. Taking Laigang and Taigang as the breakthrough and steel and machinery manufacturing as the pillar, vigorously developing machinery industry and processing industry is one of Laiwu's outlets. If we can't continue to rely on Laigang's influence, we need to consider Laiwu's new business card.
Laiwu's three spicy and one hemp are the pillars of agriculture, and ginger is an important food to assist human health. In the era of national health care, Laiwu ginger can be developed emphatically. Focus on the development of deep processing of ginger industry, which can produce ginger slices, snacks, ginger wine, ginger health products, ginger traditional Chinese medicine, ginger health products, ginger cosmetics, ginger oil, ginger essential oil and so on.
So Laiwu's city card-International Jiangcheng.
2. Launch a series of urban planning around Laiwu Jiangcheng.
I. Economic layout
Planning Laiwu New Jiangcheng area, rich in ginger, covering an area of 5,000 mu. Preliminary site selection: north of Kouzhen Expressway intersection and Laiwu Development Zone Expressway intersection. Specially introduce ginger derivative production enterprises and vigorously develop ginger deep processing industry. Slot: Jiangbo Expo exhibition area, business area, logistics area, storage area, ginger characteristic industrial area and ginger product innovation incubation area, and strive to attract more than 100 ginger product manufacturers.
B, the construction of Laiwu Jiangbo Expo professional venues, open all year round, to promote and display ginger products to domestic and foreign merchants.
C. Formulate a series of preferential policies and set up a leading group for attracting investment in Jiangcheng New District, which is responsible for attracting domestic and foreign merchants to settle in Jiangcheng New District.
D. Focusing on Jiangcheng's positioning as an international city, it will be fully promoted in China, and at the same time, it will be mainly promoted at international food fairs, agricultural products fairs and health care products fairs.
3. Rely on Laiwu Jiangcheng to develop economy, extensively attract investment, and rely on Laiwu's superior living environment to develop new cities and real estate industry, which can completely make Laiwu prosperous.
If you think it can be used as a topic, I can write you a slightly detailed plan. My email address: tcgp@ 163.