Manager's experience 1 As a grass-roots manager, how can I become an effective and qualified manager? By studying "effective managers", I think we should do the following:
Have confidence. Because effectiveness can be learned, effectiveness can be learned, not unattainable, as long as you finish what you should do on time every day and do it right. Control time. Divide the monthly work into weeks and sundays, and arrange the time reasonably according to the work, so as not to cause the feeling of insufficient time. Be clear about your responsibilities. Do a good job around post responsibilities. As the secretary of the party branch, we should not only ensure security and stability, but also implement one post and two responsibilities.
We should give full play to our talents. The work of a workshop and a branch factory needs to be completed by everyone. In order to achieve the goal of security and stability, give full play to everyone's strengths, especially key positions and key operations, and foster strengths and avoid weaknesses.
Important priority. As an on-site workshop, the primary task every day is to deal with hidden dangers found in daily monitoring. If hidden dangers are not removed, they may develop into faults, and hidden dangers must be eliminated in the bud.
Experience of managers II. Experience of mental health training
After this mental health education, I have a deeper understanding of the importance of mental health education in schools.
Over the years, all our students have overcome all kinds of difficulties, studied hard, finished their homework on time and devoted themselves to training.
Activities, successfully completed the scheduled training tasks.
During this period, I taught myself online courses and got a preliminary understanding of mental health. Then give me a face-to-face course.
I was most impressed. Through the special lectures of experts, we have a deeper understanding of the general situation of mental health development in schools.
The methods, implementation approaches and methods of mental health education in schools lay a solid foundation for better work in the future. exist
In this training, all our students and teachers have a general understanding: this training has a clear theme, outstanding key points and tasks.
Clear thinking, proper arrangement, great gains, new improvement in ideological understanding and new development in mental health education.
And improve their own quality.
In this training, I gained a lot and felt a lot.
First, through this training, my knowledge of psychological health education has grown from scratch, from shallow to deep.
Let me correctly perceive and adapt to reality, good adaptation and good interpersonal relationship, and balance the past. In the lectures of experts, many of them have practical operation methods and pay more attention to the cultivation of integrating theory with practice. In this mental health education and training, we not only learned the methods of students' mental health education, but also learned the strength of teachers' personality. Second, through training, I improved myself.
Have a certain understanding of the skills of psychological adjustment and the methods of maintaining mental health and improving psychological quality; Through the analysis and study of some typical cases, we have a further understanding of identifying and identifying psychological abnormalities and have certain guiding ideas. Teaching activity is a process of two-way interaction between teachers and students. Teachers with good psychological quality will subtly use their own language, behavior and emotional contagion students to urge students to actively participate in learning; Inspired by teachers, students will show a strong thirst for knowledge, experience the feeling of pleasure and satisfaction, and show respect and love for teachers. We should strive to overcome the trouble of bad emotions and cultivate a confident, optimistic and open healthy psychology on the basis of constantly improving knowledge literacy. Only in this way can we fully explore our own potential, give full play to our talents, promote the healthy growth of students and improve the overall efficiency of education and teaching. The experience of managers Article 3 After attending the first intermediate class in our school, I gained a lot. A school, especially a middle-level cadre in a big school, involves a wide range of departments, has many working ideas and is difficult to connect. A little carelessness will often cause delay or loss in their work, thus affecting the development of the school. In such a huge system, if the school's scientific decisions cannot be implemented in time, the government decrees are not smooth enough, or they are abandoned halfway, or they are not implemented effectively, which is not conducive to the development of all work in the school. Below I will talk about my views and experiences on the execution of middle-level cadres.
First, the importance of the execution of middle-level management cadres in schools
Middle-level cadres in schools are both executors and leaders. They are not only the link between the decision-making level and all the teaching staff, but also the leaders and "prosecutors" who carry out correct decisions.
Therefore, any instruction given by a middle-level cadre in a school, in a sense, represents the school and the decision-making level.
Based on this, the image of middle-level cadres, the style of work and the effect will be presented to teachers and students very intuitively. Therefore, the role of middle-level cadres is the bridge between school-level leaders and faculty, and poor performance becomes a wall between them.
From this perspective, the executive power of middle-level cadres is very important and is one of the core elements in school management. If decision-making is "doing the right thing", then the executive power of middle-level cadres is reflected in what kind of "doing the right thing" and "doing the right thing", and this "thing" refers to the "right thing" established by the decision-making level. Middle-level cadres are not "whether to do it or not", but "how to do it".
Modern management science tells us that an enterprise must have a good decision-making team, a good development decision and a good management system in order to develop rapidly, expand its scale and improve its management. More importantly, it has the executive power of the middle level of the enterprise.
The same is true of schools. The difference is that the middle-level cadres in the school are not faced with machines and employees, but with teachers to guide and students with strong plasticity. This is the work of shaping the mind. We should carry out more pioneering work on the correct basis, simplify complex things, do simple things seriously, do serious things thoroughly, deepen people's work and implement the system.
Only in this way can middle-level cadres have influence and appeal among teachers and students.
Second, middle-level school cadres should have executive power.
As a middle-level cadre in a school, you must clearly realize that the work of the school must be completed by different posts. You can't do it yourself. You must do it through others and rely on the collective strength to implement it. For example, as a middle-level cadre, your post is the frontier headquarters, and the real fighting is all the faculty and staff.
As a middle-level cadre in the school, we should also clearly realize the disadvantages of offside. In our school, the organization, division of labor and post responsibilities are very clear, and the consequence of offside is the lack of post responsibilities. For example, the class teacher should not do what the student cadres can do, and the student section chief should not do it for him, nor should the director do it all, because you are offside, and it is likely that your duties will not be fulfilled, and the next level will lose the opportunity to cultivate their abilities.
However, not being offside does not mean giving up. As a middle-level cadre in a school, the key lies in arrangement, inspection, implementation and effective management of the transfer system.
A middle-level cadre with strong execution is always good at thinking, with clear priorities, well-directed and well-coordinated. I think he should have the following eight executive abilities.
1. Comprehension ability: The work of the school is routine, and the decision-making of the school is open and transparent, but before we do anything, we must be clear about our purpose and significance, so that we can make a work plan conveniently. First, the direction is correct, and second, the measures are powerful, which requires "understanding." Don't use a little knowledge to work hard, and in the end you will give up all your efforts. It is better to do ten things in a hurry than to do one thing after thinking it over.
2. Planning ability: A person in charge of the work must be organized, focused and planned. Planning should have priorities, a calendar, a clear division of labor and clear responsibilities. Based on today, focusing on the future, constantly sorting out plans for tomorrow, the day after tomorrow, next week, next month, and even the next school year, the more forward-looking, the easier the work will be, the school management has strong rules, and many activities can be preset.
When planning, we must grasp the key issues, and never let trivial matters affect the main work. It is clear that doing 20% of the main work well is equivalent to creating 80% of the performance.
3. Command ability: well-planned, requiring effective implementation. Therefore, it is necessary to unify the work direction of subordinates and conduct appropriate command.
To command a job, we should consider the number of conductors, professional correspondence, harmonious interpersonal relationship and inspiring command language. Good command can enhance the sense of responsibility and accomplishment of subordinates, and it is also pleasant and relaxed.
4. Control ability: Control is to implement the assessment system to ensure the implementation of all work. First of all, don't be afraid of offending people, because it is a few people who are often afraid of offending at work. In fact, it is unfair and disrespectful to the system to be afraid of offending a few people.
In the management of teachers and students, it is sometimes necessary to control in time, such as negative public opinion. For example, meeting discipline, teaching order, student activities and bad habits. Because negative things may sometimes directly affect the image and development of the school.
5. Coordination ability: As mentioned above, it should be said that there will be no problem in a job from understanding to planning and from command to control. But in practical work, middle-level cadres must spend some time coordinating all aspects of work. For example, a major activity needs the joint efforts of all departments, from teachers to teachers, from teachers to parents, from teachers to students. Good coordination ability can produce good productivity, achieve win-win and win-win, and everyone is happy.
6. Empowerment: Rights are "strength" and a responsibility of middle-level cadres. We are mature in our work, and we should also give our subordinates opportunities to grow together. Giving "force" is giving "things". People in a department are definitely better than thinking with their brains, and giving "things" is giving "responsibility". In management, trusting others can not only achieve others, but also achieve yourself. More importantly, they can share affairs and free their hands.
7. Judgment ability: the implementation of the work plan can't completely go to the preset road. With the change of the situation, it is necessary to judge accurately, deal with it calmly, and report the results to the leaders in time.
Whether the judgment is correct or not directly affects the processing result. Therefore, it is often necessary to gain insight into opportunities and plan ahead. Philosophers say: Everything is interrelated, that is to say, to judge a thing, we must have a global thinking, be able to communicate vertically and horizontally, and clarify the causal relationship. So as to improve their leadership.
8. Innovative ability: To improve the executive ability, we must also use our brains to correctly implement decisions and innovate working methods. Be good at discovering, researching and solving new problems. Innovation will be faster, stronger and better. Then do it without hesitation. Innovation is an eternal topic.
A safety manager has encountered some difficulties since he entered the business: the production department did not comply with the safety regulations in order to catch up with the work, and you corrected it for safety, which led to contradictions; When you go to the site, some technicians' unions despise or even laugh at you for pretending not to understand. Many ordinary employees worry that you will be punished if you are caught in violation of the rules, and they will avoid when they see you coming from afar. The relationship with various departments is that without the strong support of business leaders, safety work may fall behind, and you need to keep urging to see progress. If leaders don't attend some safety meetings, basically nothing will happen. ...
An occupational safety manager, of course, can't go to the boss whenever he encounters a problem, stand behind the boss and take advantage of the boss's work. Because this can't really improve the safety level of the company, and it doesn't help our career development. Frankly speaking, the leadership of employing people is to find people who are useful to him and help him solve various problems. If safety managers seek support from their superiors as soon as they encounter difficulties, over time, their importance in the minds of leaders will decrease, and naturally they will not have much influence, making it more difficult to carry out their work.
So how to get rid of this dilemma? Based on personal experience, the author briefly talks about some experiences, hoping to play a role in attracting jade.
Understand the responsibility and follow the trend.
Many times, employees, including some department leaders, have a wrong understanding: they think that if the company has set up a safety management department, the safety management work will be done by security personnel, and people in other departments can concentrate on their own work, usually just need to cooperate with the safety management personnel appropriately. Some inexperienced safety managers always use the method of asking for help in their work in a low-key way, which seems to have a good attitude, but people are always bullied, people don't buy it, and things can't be done well. On the other hand, some senior safety officers always go to the scene to investigate and catch violations, loudly reprimand employees who violate the rules, and use safety regulations to pressure departments to do things, but they are always said to be foxes behind their backs, and all they get is perfunctory. In fact, both of these practices belong to the fact that the safety management personnel have not placed their positions and are in good condition. Safety responsibility is not clear. As the old saying goes, if the name is not correct, the words are not smooth, and the words are not smooth, nothing can be done.
No matter from the legal level or from the perspective of effective safety work, production must be managed by safety. The person in charge of the enterprise is responsible for the safety of the whole enterprise, the person in charge of each department is responsible for the safety of its own department, and the employees themselves are responsible for their own safety. This is the basic principle of safety management. The safety manager must clearly make it understood by people at all levels. If you don't understand, you should organize training, so that the person in charge of the enterprise can declare his commitment and learn relevant laws and regulations. Safety management personnel support all departments to do a good job in safety, rather than supervising or asking people to do things. We provide professional support to help all departments continuously improve the safety situation, thus promoting the improvement of the safety level of the whole enterprise.
In a word, we support and help all departments to do a good job in safety, and everyone welcomes the help of others. Only by clarifying the responsibilities and following the trend can the relationship between the safety manager and the employees of all departments be more harmonious, neither supercilious nor supercilious, and naturally calm.
Determine the demand and establish the specialty.
After defining the responsibilities of safety management, safety managers should focus on safety support. So, how to effectively support various departments? Here, the author wants to advocate a service mentality: treat all departments as their own customers, and the services we provide must be what customers need. For example, at present, customers only need a bicycle for walking and fitness, but you say that Mercedes-Benz BMW is better and faster, which obviously fails to do a good job in customer demand analysis. The same is true of safety management. For example, at present, employees in the production department cannot wear labor insurance products correctly. You don't organize training on the use of labor protection articles, but take on-site inspection to deal with employees who wear them incorrectly. This practice is obviously deviating from the needs of customers, and the needs of customers have not been met. Of course, the result is that each other will have ideas.
Field departments need safety training, so we will organize targeted safety training. The field department needs to make some modifications to the production facilities. We don't know what the safety regulations require, so we will provide this information to help avoid violations. The field department needs to know how many dangerous sources there are and how high the risk of accidents is, so the safety management personnel will help to complete the risk analysis together through professional analysis tools and provide professional improvement suggestions. If the field department needs to find hidden dangers through inspection, we will help to improve the checklist together, conduct inspections with them, and discuss the problems found on the basis of facts, instead of accusing anyone of not doing a good job.
Understanding their safety requirements from the perspective of field departments and taking corresponding actions will effectively help them, and at the same time, it can really establish the professional quality of safety managers. Over time, they will become experts in laws and regulations, accident analysis, risk analysis, construction safety, labor insurance selection and behavior safety. And they are the first people who think of related problems.
Based on their own positioning, look at the overall situation.
Because safety managers have to deal with various departments, sometimes it is natural to confuse the boundaries of safety management, which ones we should manage and which ones we should manage more. The author's personal opinion is that there should be more evidence and less assumptions. Suppose the safety protection of a mechanical equipment is found to have fallen off at the scene, then we can discuss this matter with the equipment maintenance department, fix this equipment, and then do a mechanical protection inspection on other similar equipment. However, it is necessary to avoid subjective inference that a certain department or even someone at the scene has not done a good job in mechanical protection management. Safety managers are especially taboo to accuse a department or even someone of not doing something well. A measured person will win the trust and respect of others. We can't walk around the scene to draw some conclusions in pursuit of our own achievements or achievements, and then blame others for their mistakes at the meeting. That's too careless, not a scientific and rational way to do things.
However, based on my own job, having appropriate restrictions does not mean that I am a kannika nimtragol. They dare not ask or say anything. The advantage of safety manager is that it is easier to have a global view when dealing with all departments, and we also need to have a global view. For example, there is a lot of noise at the scene, and the production department needs to buy hearing protection equipment. As a safety manager, can you communicate with the technical department to see if it is possible to do some noise reduction measures to fundamentally solve the noise problem and make employees more comfortable to work? A contractor often violates safety regulations in construction, and the on-site department makes great efforts to correct it and demands a fine. As a safety manager, can you communicate with the purchasing department and talk to the contractor's boss, so that he can realize that if there is an accident in construction, the boss will lose money and his business license may be revoked, so that he can realize that he has the responsibility to urge the construction personnel to abide by the company's safety regulations, and if not, he may lose the contract. Isn't this more effective than a simple fine?
If safety managers only look at the problem from their own point of view, they will find that there are more and more safety regulations, and they are tired of checking themselves. How many regulations can be replaced by process improvement, engineering transformation, equipment renewal and safety labeling if safety management is done from another angle from the overall situation of the whole company? For example, for rotating mechanical shafts, it is stipulated that cleaning work cannot be carried out when rotating, but it is often reported that people will be injured or even cut off their hands when wiping the shafts with rags. Making mistakes can be said to be a physiological instinct of human beings. It is difficult to fundamentally eliminate hidden dangers through rules and regulations, but it will cause employees' aversion and fatigue to various systems. In fact, we just need to communicate with the technical and maintenance departments and add a protective cover to the rotating shaft.
Business partner, create value
Having a clear responsibility orientation, professional safety skills, abiding by their own professional ethics and working ideas based on the overall situation are all necessary conditions for doing a good job in safety management. We still need to have some qualities beyond skills, such as communication skills.
Most conflicts and differences in the world are caused by poor communication, and there are very few truly irreconcilable contradictions. Therefore, when communicating with people, we should uphold the mentality of solving problems rather than fighting for length. After all, solving problems is helpful to both sides, and the chances of successful communication will be great. And if it is a debate about who is right and who is wrong and who should listen to who, then no matter who has the upper hand, it will not help the company's safety culture as a whole. Once you quarrel, the crack is big. Some company leaders will stand up and support safety managers from the perspective of safety first, but it also has some negative effects on the harmonious development of enterprises.
The author advocates positioning the relationship between safety managers and other employees as business partners. The basic function of an enterprise is to make profits. Everyone in the enterprise works around this basic function, and safety managers can't stay out of it. It is too melodramatic to say that we exist for social responsibility. Equal communication is never the right way.
The essence of business partners is to give full play to their own advantages, solve the problems faced by both sides and realize the interests of both sides on the premise of equality. Working in an enterprise, profit is the interest of * *, and safety without accidents is also the interest of * * *. At the same time, partners do not blame who is right or wrong, but help each other and make progress together.
Since it is a business cooperation relationship, for example, the production department makes money, the safety management department is cooperating with the production department to create value, and the production department creates visible wealth, while the safety management department helps to control safety risks, thus reducing the loss of wealth caused by equipment damage, personal injury, and production stoppage caused by safety accidents. Since our interests are consistent with those of other departments, when we face the same security problems, communication will naturally be much smoother. Even if there are different views on solving some specific problems, we will solve them through actual communication and consultation, and other departments will understand the significance of safety management better and be more willing to actively do safety work.
The above is the author's personal experience on safety management. Write it out and communicate with everyone. Sincerely welcome peer criticism and help me do this job well. I think it is the greatest wish of every safety manager to reduce more injuries and accidents.