Answer: Different teachers have different methods according to different people.

Master should take good care of his disciples, and master should have two basic ideas in mind:

First, the apprentice is smart, has a good foundation and ability, and has full trust in him. A master should learn to judge the advantages and disadvantages of others accurately, and be sure that the other person has the ability to do the job well.

Second, I will take care of my apprentice. I have the ability to take care of my apprentice, at least to make him progress and avoid detours.

So how to take an apprentice as a master? Address the following issues:

1, pass on your own experience and knowledge.

"I say you listen, I do you see; You say I listen, you do I see "

Newcomers often lack experience and need the master to impart some knowledge, but because the master's expressive ability or the apprentice's understanding ability is not so strong, and because of some self-esteem, the apprentice does not ask questions in depth, and the effect is often not very good. In this regard, there is a 16 word rule: "I say you listen, I do you watch;" You said I was listening, and you said I was watching. "That is to say, when the master talks about the idea of a certain knowledge point, he can combine some practical cases to explain the implementation process. After the lecture, he also asked his disciples to retell their ideas according to their understanding and see if their understanding was won. On the other hand, giving an apprentice a task can be described roughly or in detail according to the difficulty of the problem, so that the apprentice can complete it independently. After the completion, come and report to the master, tell the master the ideas and results of the realization, and the master will make a good evaluation and put forward the shortcomings.

Step 2 assign work

"Dare to let go, more empowerment"

It's more difficult to leave the work to others than to finish it alone, because you must tell him what you know in detail until the other person can understand it, so that you can entrust the work to him. Check the progress of the work from time to time to ensure that the other party can handle it properly. Therefore, in order to save trouble, many people are reluctant to entrust the work to others, because others may put on a bad face, and more importantly, others have to do it again if they are not good enough. But in the long run, these people will be overburdened and eventually lead to low work efficiency.

Division of labor is very important, especially when there is a team. As the person in charge, you should make a good plan, make corresponding plans, assign tasks according to the plan, have expected progress and results, and assign tasks with goals. The technical route allows members to think independently or give a big idea.

3. Practical training

"Provide opportunities and support"

In the process of bringing people, there are two ways: one is conscious training and work arrangement; The other is daily communication. Maybe daily communication is a more important training method. What ideas should be adopted when dealing with a problem? How to deal with interpersonal relationships? These tacit knowledge are the most important knowledge in the growth process of newcomers, and also the test standard for the success of teachers.

In the process of guiding and cultivating apprentices, it is forbidden to cover all aspects, assign tasks to every detail, make it clear, and leave room for apprentices to give full play to their opinions and form their own ideas. They should also be allowed to make mistakes. When they make mistakes, they should dare to be the backing of their disciples and bear them together, instead of pushing them away.

For example, if you train a product manager or a solution person, you should look for opportunities to let them contact customers and let them report when you can control them, but don't let them go completely from the beginning. You should check the report materials and meet the customers together. On the one hand, it will give them confidence. On the other hand, if the question is unclear or the customer's question is not well answered, it should be made up in time to avoid embarrassment, undermine self-confidence and give it to the customer. When the conditions are ripe, you can let go.

4, the church apprentice, hungry undead master

"Believe in yourself and make progress together"

In the traditional enterprises that rely on experience to eat, this problem may indeed be a problem, but in today's rapid development of technology, in high-tech enterprises, I think this problem does not exist. What I have mastered will be out of date in the future. On the other hand, it is normal for a master to be better than an apprentice. Repression can't solve the problem, it can only improve yourself. Only by continuous progress can we maintain our advantages. If you form a conservative habit and are not good at sharing, you will not be able to handle the relationship with your colleagues at work.

5, fully stimulate the initiative

"Learn to ask four questions"

This is what I learned from "getting", which makes sense. Let me borrow it:

I want to hear your opinion first. Why not say it first?

Second, what can I do?

Do you think this is good or that is good?

Fourth, then what?

The cultivation of apprentices is a long-term process, which often requires a period of in-depth communication, but sometimes, one thing, one sentence and so on are handled. It may bring great benefits to people. Therefore, as a teacher, we should take it seriously and consider how to guide students according to their actual situation. Don't let this stage pass, nothing can help.