Advanced technology management - what management tools can managers use

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Some time ago, a fan asked a question ：

Little hairpin , Become Leader after , What management tools do I have to use ？

Good question , In fact, the above article has already introduced the three elements of organizational execution ： desire 、 Ability 、 Environmental Science , And put forward some suggested measures , Those measures are what we often say Management tools Or say Management methodology , Today we will discuss two issues further ：

1. What is methodology ;
2. What are the common management methodologies ;

What is methodology

We are The process of solving practical problems or achieving a goal , Will use many methods 、 Strategy , These methods 、 Strategy is methodology . So the formation of methodology has a process ：

Find the problem 、 The goal is -> Propose solution -> Form a successful case -> Abstract practice methodology -> Communication methodology -> Get more case data -> Iterative methodology re propagation -> Formation theory

There are three indicators to evaluate whether a methodology is useful , It's not easy to do two ：

1. Is it simple enough , Complex things are difficult to spread ;
2. Whether it is adequate for , Whether he applies to a wide range of scenes ;
3. It works ;

It's hard to balance the three attributes , Most methodologies like to pursue simplicity 、 Two properties apply .

Simple enough , And enough to apply , So methodology will be abstract enough to be refined , Hide many details in a specific environment , Then there will be a discount on effectiveness , When we actually use a methodology, we will probably add details , Reduce applicability , So that he can be more effective .

The two components of methodology

Methodology requires everyone to follow the process , The advantage of this process is that it can guarantee certain results without thinking , The lower limit can be guaranteed ; But the downside is clear , If you don't think about anything , You did this The upper limit may be very low . Generally speaking , Methodology consists of two cores ：

1. Invisible underlying logic , Is the initial problem-solving idea of a methodology ;
2. Visible practice flow , It is the main body of the external presentation of methodology , It is also what we call a routine ;

The thinking framework books shared in the past few days 《 Transients 》 For example , In fact, what he finally outputs is the visible methodology ：

1. All stubbornness is unknown , People who don't accept change , In fact, it is because of the lack of clear goals , So the first step is to provide clear goals ;
2. A seemingly lazy person , It's actually a sign of burnout , Such people cannot be forced to achieve clear goals , But to bring in the perceptual part , Self driving forward ;
3. Specific goals + Thinking deeply needs to control the external environment while trying to change （ Control path ）, When the path is formed , Change is easier to produce ;

The underlying logic of this methodology is ： People can use effective methods to make it easier for our rationality to overcome our sensibility , In order to pursue a better life , This Yearning for a better life , It is the source of the strength of this methodology .

Another example ：《 Essentialism 》 The underlying logic is Choice is more important than effort , Fewer choices lead to better results , Then I gave many cases to demonstrate his underlying logic .

We can see that the methodology should first put forward the idea of solving problems , Secondly, it demonstrates that the idea of problem-solving is effective , Then the execution steps are abstracted according to the actual behavior , So it is difficult to form a methodology ：

1. difficulty 10 branch There is a problem that has never been solved before ;
2. difficulty 80 branch Thinking hard has formed a set of problem-solving ideas , But obviously, you can't test the idea by yourself ;
3. difficulty 1000 branch The resources needed to solve the problem , I ate a lot of shit on the way to smooth the obstacles , Finally, this set of problem-solving ideas is finally verified ;
4. difficulty 60 branch Start to resume , Sort out a set of methodology , When I met this problem for the second time, I was at ease ;
5. difficulty 10000 branch Start promoting your methodology , And got a lot of feedback , Finally, the iterative methodology forms a theory that is accepted by all ;

In terms of value , The value of finding problems 1w, Form the value of ideas 80w, The formation of practical knowledge suddenly becomes valuable 1000w 了 , Then the overall promotion theory needs a hundred million ！！！

This is the so-called unity of knowledge and action , It's hard to know , To perform the landing, you need to roll in the cesspit , But it's not that if you roll in the cesspit, someone will be willing to give you 1000w To practice theory ...

Where is the gap between people , First of all, the gap is here 1000w, Secondly, the gap is 100 million . The reason why your boss is so awesome , Maybe he handed in 10 Hundreds of millions of tuition fees ！

Reading is useless

If the methodology is used properly, it will be obviously beneficial to the work 、 Life is a great help .

But it is consistent with reading books , You feel that a methodology is very helpful to you , It is often because it is part of your own system , Or provide theoretical support for what you have done , This makes you more confident .

It is also true that it is better to travel thousands of miles than to read thousands of books , Some principles must be experienced before you can understand 、 Will believe .

With the above understanding, let's talk about the methodology commonly used in work , For a more systematic introduction , We use Leader Five things ： Topic selection 、 Echelons 、 resources 、 Coach 、 Mechanism as the basic classification .

Topic selection methodology

This section is recommended to be read by directors and above

The topic here , Is to put your doubts , The problems encountered in the business , Organize into some topics , Assign these topics to the team “ Expert group ” Have a discussion , Find the answer and form a plan , There are two key points in this topic ：

1. Identifying problems ;
2. Problem cutting ;

There are many problems at work , You can't just grab your eyebrows and moustaches , Find out what the main contradiction is , Have priority , So we must find out the problems to be solved , Concentrate resources to solve ; Find out the problem and do it Problem cutting , The problem is too big to do with insufficient resources , There is no effect when the problem is small .

Think about the topic, involve enough resources, enough opinions , But don't be easily biased , Have your own persistence ; Topic selection ability is strategic ability , The recommended methodology here is SWOT analysis .

SWOT analysis

SOWT Analysis is also a methodology used to help propose goals , It's very simple ：

But there is no small threshold for real use ：

1. SOWT The requirements are very sensitive to the environment , This requires a great amount of information ;
2. SOWT You need to know enough about yourself , But many students don't know themselves here ;

High quality SWOT Is a very interesting process , The department head can take the lead , Find out the biggest advantages of the current team together 、 Inferiority , And the opportunities and threats brought about by the environment ,SOWT There are four types of goals .

SWOT The framework is very simple , But the content in it is a test of skill , It's also valuable

The end result will affect the team Resource allocation

• Growth strategy

The core of the growth strategy is Use your own advantages to seize opportunities to create greater advantages , For example, the advantage of the company is its strong scientific research ability , The opportunity given by the environment is to advocate scientific and technological innovation by policy , Then the company's strategy can be to increase investment in scientific research , First of all, be the first in the industry , Secondly, start scientific research and empowerment .

Here is another example , For example, a programmer has the advantage of good algorithm ability , The opportunity point of the current industry is AI relevant , Then he can all in AI Algorithm , Find a vertical field such as an image 、 Special investment in audio and video .

• Twist strategy

The twist strategy pays attention to Make up the short board , So as not to lose the opportunity , For example, the current scientific research talent echelon of the company is a little weak , The industry opportunity is scientific research , Then we should increase the recruitment of scientific research talents , The thrust of the twist strategy is Make up , A short board that must be filled , Not everything .

Another example is , Programmers have strong algorithmic skills , Also in the image algorithm a little accomplished , But big companies require education , Then the investment must be energy It is also necessary to make up for the lack of academic qualifications .

• Diversification strategy

The core of diversification strategy lies in Don't put eggs in the same basket , This strategy will focus on policy interpretation and competitor analysis , For example, the company is now the leader in the education industry , But a policy may suddenly come out and cause the industry to collapse , So is it possible for the company to offer 10% Money to explore in other industries ？

Another example is , Although the programmer all in Algorithm , But what if the Internet industry is halved , Is it possible to have some energy or some funds to enter the investment market ？

• Defensive strategy

The essence of defensive strategy is subtracting , Consider the minimum needs on the survival line ： Existence . For example, the industry is in recession , Its own resources are not enough to fight the environment , Then you have to subtract , Ten to one , Keep your strength , After waiting for a period of time, the policy rebounds , Ten years east and ten years West .

Take the individual as an example , A certain industry just doesn't work , No more money , Then keep the minimum wage , Keep the family running , And then secretly learn , Three to five years from now , After all, you can grow only by living .

Think systematically

Think systematically , It is the key to solve the problem of dimension upgrading , Master it , It will be easier to see the essence of the problem , Every time a major strategic decision is made , I will match SWOT Analyze and think systematically ：

The core of systematic thinking is six words ：

Structure influences behavior . You want people to behave as you expect , The most fundamental way is to design the corresponding structure .

Structure influences behavior , It can also be understood as Rules affect behavior , Mechanisms affect behavior , It means you set a rule , He will certainly lead to some expected behavior , If it is prompted by rewards and punishments , This behavior occurs frequently , such as ：

The rule of salary is that the higher the salary before , Then you can get a higher salary , Then there will be speculation of false salary report , And there are successful cases of such speculation , So the rules are , There are also great incentives , Then the behavior of falsely reporting salary will certainly happen .

The human resources department in order to reduce the consequences of false wage reports , It will set rules for afterwards review of payroll flow , This will greatly reduce the probability of misrepresentation of wages , Because a rule leads to an action , Because a rule avoids an action , This is how structure affects behavior .

Systematic thinking is actually A true description of the current world , The definition of a system is ： A system consists of a group of interconnected entities （ elements ） As a whole , Between them Interact with each other , Interaction , For a specific The goal is Operate as a whole . So there are three key points in the system ：

1. Entity （ elements ）;
2. Connection relationship ;
3. The goal is ;

Here is an example to illustrate ：

If we set a rule ： Online accident , The Department will be punished , Then the team will first try to avoid accidents , Once there is cross departmental cooperation, we will first consider avoiding responsibility , And if there is an accident, you will throw the pot .

If the case is presented systematically ：

elements （ Entity ）： Number of accidents 、 The team A Compliance strategy 、 The team B Compliance strategy 、 Cooperation efficiency 、 The team A Revenue 、 The team B Revenue 、 The company's earnings ;

Their connection is like this ：

The more strategies each department has to avoid responsibility , Then the fewer accidents they have , The fewer accidents, the greater their benefits , Sector revenue increases , The company's earnings will also increase , Therefore, the Department will find ways to throw the pot , The company will not Totally against .

however , Because of throwing the pot Avoidance strategy But led to inter departmental Contradictions increase , Inefficient cooperation , Low cooperation efficiency will inevitably lead to Reduce departmental revenue , Ultimately reduce the company's earnings , For this, the company must I won't agree .

therefore , The goal here should not be Reduce the number of accidents , It should be Increase the company's revenue , So we should find ways to reduce the number of accidents in the company , And we can't let the evasion strategy seriously affect the cooperation efficiency , This is a complex and contradictory problem ：

Emphasizing department efficiency means increasing company accidents , Increase company accidents and reduce company profits , The general strategy here is to find a Balance point ： If the current revenue is seriously reduced due to the accident , Then emphasize the number of accidents ; If the income is seriously affected by efficiency , Then emphasize win-win cooperation .

Specific practical aspects , First, you can classify accidents, such as S、A、B、C, Consider the initial penalty of teamwork efficiency S Accidents can be , When there are too many accidents and problems, we start from A Level 1 accidents begin to be punished .

thus , A case of systematic thinking is over , The picture above is called System cycle diagram .

In addition to structure affecting behavior , just so so derivative Out structure -> Pattern （ trend ）-> event Model , such as ：

What we can see is an accident , After analysis, we found that the probability of recent accidents has increased , Finally think about it , We found that it was because the company's strategy changed ： Do not pursue S Class a accident , So we no longer pay attention to the number of accidents .

This is a more complicated Structure influences behavior The case of ： The underlying structure has led to a trend , In the end, what you see is an accident .

Conclusion

SWOT Analysis is a commonly used goal setting methodology , Through him, we can find out what is the most valuable problem to solve next ; Systematic thinking tells us that problems in the real world can hardly be completely eliminated , Here's one Balance point , What we can do is to achieve Dynamic optimization .

A methodology helps us find the problem , A methodology helps us see the problem clearly .

Echelon methodology

Echelon construction is talent reserve , Recruit people ; The topic is to solve the problem of what to do , Talent is the problem of who will do it , Be short of one cannot , I often use it Talent nine house methodology .

Talent nine house

Regular teams in each performance appraisal cycle , The department head or HR Take the lead in conducting a talent review , The output can be Talent nine house , The conclusion is team health , Health is mainly composed of several parts ：

1. Echelon health , That is, under the current team size , What should be the ratio of people at different levels ;
2. Key people Loyalty , What is the turnover intention of the deputy squad leader and several mountain leaders , There is no single point （ No deputy monitor, he is a single point ）;
3. Suitability of key personnel , Judge who the next team resources should be used to cultivate ;

How to fill in the nine palace grid , Basically as shown in the figure ：

1. Superstars in the first echelon generally account for a proportion of 5%;
2. Second echelon potential 、 The star percentages of performance are 10% total 20%;
3. The third echelon of skilled employees 、 The backbone 、 Those to be shown add up 40%;
4. The proportion of problem employees in the fourth echelon is different 15% total 30%;
5. Proportion of eliminated employees 5%;

The frame came out , The question is how to fill in people , Here, each team will use different methods , I won't repeat . After all personnel are filled in, you can Reorganize team resources 、 Team structure , Prepare for the next step .

• The super star

Superstars need further training , Here we can give more resources , Let them undertake more important and difficult tasks , Eat the smelliest shit , Get the most money ！

• Potential star

The potential star itself needs to be assigned more tasks , For example, the project is well done , Is it possible to do business well , Can you manage your business well ？

Can accomplish more work , Can face more people , Can handle more scenes , Then potential stars can become superstars .

• Performance star

Performance star itself is a group of people who are very familiar with the business , I am probably responsible for my own work , Loyalty is also high , But it always makes people feel Shortcomings mean , At this time, most of the students themselves have reached the ceiling , What can he do , What can't be done has been labeled .

This situation can give him a promotion 、 ascend the stairs , Expand his borders , Give him a higher level Leader Or a mentor , Help him broaden his horizons , To help him break through his own boundaries .

• The backbone

The backbone is commonly known as the old scalper , The potential can be put aside first , Focus on developing their understanding of the business , Strengthen his business contribution , Help him transition to performance star .

• To be observed

The observer himself will be regarded as gifted , But because of their own factors, such as love leisure and hate work , It may also be environmental factors, such as direct reports Leader Result from restriction “ High intelligence but low energy ”.

The means here can be to change him Leader, Or give him some independent projects , See whether it is suitable for the potential star or the backbone .

• Skilled staff

Skilled employees are mostly employees who have exhausted their potential , Even some single points of business , Keep a difficult business , spend several years as one day .

For such employees , Ask if you are willing to try more opportunities , Guide them to the performance star or the backbone . If it really only pays attention to one third of its acre , As long as the single point is not too important , You can also let it go for a while .

• Other employees

Other employees are mostly on the edge of elimination , Some opportunities for change can be given at the structural level , But you can pay less attention at ordinary times , Talk when you leave , Look at the negative energy part , Some problems hidden in the team , This would be a good source of information .

summary

The talent Jiugong grid is a good way to sort out echelons , It is also a way we actually use , The head staff needs to focus on sorting out , It looks something like this ：

Outside of here , Mentoring mechanism 、 The reward mechanism must also be matched , Due to the space problem, I will not expand here .

Resource methodology

The use of resources is complex , There is no fixed methodology , There will be special articles in the follow-up , The suggested method here is ：

1. Redundancy identification ;
2. Resource remodeling ;

Specific operation level , Establishing an annual job rotation mechanism is a good way .

Mechanism methodology

Whether the team's questions get Systematic solution , Whether every time Rely on personal heroes ？

When the students actually work , There will still be a lot of ghosts and ghosts affecting the progress , To match the corresponding mechanism , Accelerate team efficiency , Reduce unnecessary wear and tear ;

The design and implementation of the mechanism itself is Creation Methodology , This is also a high-level capability , Follow up with a special article .

Coaching methodology

The behavior of coaching is mostly the first thing to happen 、 The second tier , I divide coaching into three types ：

1. Specific coaching , Do not assist in solving specific problems , Only discuss methodology and mode of thinking ;
2. Resource coaching , Assist in solving the resources that the subordinates cannot get , Solve the resource card problem ;
3. Opportunity coaching , Give subordinates opportunities beyond their abilities , And help him find out ;

Specific coaching

There is no need for specific coaching , You just need to teach methodology to help you upgrade your thinking , For example, I often discuss two methodologies with my friends ：

• 5W2H

5W2H Great for opening a question , The core art is single point penetration 、 Their roots .

• The perspective-taking

I'll ask my little friend to look for someone in my job Three roles , To achieve the purpose of transposition thinking ：

1. friend , This role requires a complete amount of information and ideas to be shared , Discuss with each other ;
2. Mirror , This kind of role is equal to your strength , I do things in a totally different style , More observation and comparison , See if his approach is better , It's easier to break your own perception ;
3. mentor , Every cycle of this role , Prepare questions and answers to communicate with him , Listen more and talk less , Be taught with an open mind , But consider the background , Identify what you need ;

And admonish the little friend , Whether friends or mentors , Or we can be friends and mentors of others in the future , Can't help them make decisions directly , And should ：

1. Provide enough information input , Remember to provide input , Don't be subjective on the information map ;
2. Help build decision models , According to what conditions, choose what plan ;

Because everyone's different , Giving advice directly can lead to “ Why not eat minced meat ” The problem of .

Whether it's friends 、 Mirror or mentor , It's all about providing enough information to yourself and the team , Or seize the opportunity , Or avoid defects , When you can't find a character around you , The author of the far end , It could be one of your three roles ：

1. Conflict of views is a mirror
2. A consensus is a friend
3. I feel that the most powerful article is the tutor

Reading more is not a bad thing .

Resource coaching

The way of resource coaching will be more complicated , Will help students draw the current pattern , then ：

1. Who are the stakeholders of the current project ;
2. Who is a friend , Who is China Cube , Who has what necessary resources ;
3. How to exchange resources for support , Take what you give ;

After obtaining resources , Tell him how to use resources , How to allocate resources , Even tell him how to get resources by himself next time .

Resource coaching is to let the kids know , The essence of cooperation is the exchange of interests , But the common goal is only a premise , Sometimes even when the goals are not the same, they can cooperate .

Opportunity coaching

Opportunity coaching is a bit try to help the shoots grow by pulling them upward It means , That is to force a small partner a chance that he can't digest , I look forward to his promotion and growth under this experience , In this scenario, the recommender must tell the truth , During the specific work, we should assist them to do large frame design , Coarse grained carding , Give appropriate information input , Prevent them from going astray .

Conclusion

There are many methodologies in the work ：

1. time management ;
2. This principle ;
3. The power responsibility benefit model
4. ......

So many methodologies need not be understood , Because if methodology is a car , The fuel is the key , The fuel here is Leader Own resources and Leader Resources endowed by the environment ：

1. Leader Own knowledge ;
2. Leader The number of promotion quota ;
3. Leader Key items mastered ;
4. Leader Master the salary increase amount ;
5. Leader The amount of information you have ;
6. Leader Resources available from the environment

here Leader Their own knowledge and experience cannot be copied , But all of the latter are endurable given by the environment .

So for Leader Be aware of , Improve their own ability and try to obtain environmental resources , Only with appropriate methodology can we maximize the use of resources , Only in this way can we go all the way .

Methodology is just a tool , Resources are the fuel

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