A friend who just arrived at a new post complained to me that the unit leader tried his best to make him do something, such as copying materials and making phone calls, which made him feel a waste of time and annoyed. I told my own experience. At that time, I just joined the company. Every time I copied the information, I deliberately kept a copy for myself, and then took time to read it. If you don't understand, ask your predecessors, and you will soon understand many developments and changes in the industry. At that time, I often called to contact, and the contact information and specific person in charge often changed, which was very time-consuming. I use the phone as a way to promote myself. I know others by phone and let others know myself. The next formal meeting, I will directly tell each other what happened last time, and telephone contact will often make each other shine. In fact, in retrospect, I miss being a little mushroom and feel growing every day.

Hu Xueyan and Du both started from the bottom, one was an ordinary shop assistant, the other was a footman, but they were stuck in their pockets, and they were sharp-edged in just a few years. The reasons are nothing more than initiative, strong curiosity, strong learning ability, ability to draw inferences from others, good at communicating with people, good at understanding people, loyalty over profit, broad-minded enough to keep promises. Borrowing a famous saying of Du Fu, it is regarded as a classic by everyone: "The first person has the ability and no temper; Second-class, capable and tempered; The last person has no ability and a big temper. " As a new mushroom, you need to hone your kung fu as a leader and others.

In large enterprises, many students in 2 1 1 and 985 colleges are eager to show their talents and abilities. Disdain to do trivial things. This is a huge loss for enterprises and individuals. I think the following points are what newcomers should do when they enter the enterprise: 1. Don't think that what you are doing is meaningless. The more you do, the more you know. 2. To be perfect, do your basic work well. At the same time actively share other things. 3. Communicate and learn with experts, and find the classic books that must be read in your industry. As for the strategic issues such as which mountain has prey and where there are more prey, there is no need to discuss it. As long as we stick to it, what we have to do is to optimize our tactics. Hit more prey. 5. Understanding: A true master will always keep an apprentice's heart.

Midway employment.

Honda, a famous Japanese entrepreneur, felt a lot after visiting European and American enterprises, especially about their competitive culture. He decided to find a "catfish" from outside and change companies.

After careful planning, Honda hired Taketaro, a 35-year-old competitor, as the head of the sales department. Taketaro has rich experience and great enthusiasm. The sales department, which was originally lifeless, was fully inspired by him and its vitality increased greatly. The company's monthly sales have soared and its popularity in European and American markets has been increasing. Honda uses "midway employment" to find "catfish" from the outside and "introduce one and drive one".

Internal promotion.

Although it is good to recruit people in the middle, if it is used carelessly, it may hurt the hopes of internal employees for promotion, and even lead to conflicts, deliberately against the "catfish": you can do it! Then from sardines to "Huck fish".

What can we do to find potential stars in the company and cultivate them, promote these catfish to key positions, and effectively activate employees; You can also have a moderate rotation among managers. They used to complain about each other, but now they are sitting in each other's positions and will work with the mentality of "surpassing their predecessors". You can also set up a test area, where many impossible, impossible, difficult and unwilling tasks are tested, so that employees in the test area can try to overcome the difficulties with the mentality of "I will prove it to you".

Red and blue corps.

The Red Army is a regular army. The blue army is a force that plays an imaginary enemy in military training. The purpose of the Blue Army is to deny and attack the Red Army, just like the natural enemies of eels and spears.

Huawei has a strong red and blue army culture. Ren said: "I especially support the establishment of the Blue Army. If you want to be promoted, go to the blue army first, and don't be promoted to the commander unless you defeat the red army. Red Army commanders should not be promoted if they have no blue army experience. You don't know how to beat Huawei, which means you have reached the ceiling. "

When you meet the strategies of some big companies, you can consider using the strategy of the Red and Blue Army. The Red Army and the Blue Army, which some people call "internal Darwinism", can effectively improve team vitality and cultivate real talents.

Let me talk about the catfish effect from the perspective of industry competition. Most catfish are showstopper, and Xiaomi is a catfish in the smart phone industry. Since Xiaomi entered the smart phone industry, it has reactivated the domestic smart phone industry with its high cost performance and improving user experience. According to Reebs, Xiaomi's entry not only didn't kill other domestic mobile phones, but made them live better. Now, Huawei, BBK, Meizu, Lenovo and other domestic brands are all showing their magic in the market. Therefore, appropriate pressure and competition can effectively drive the progress of the whole industry. However, when introducing catfish, it is necessary to control the number and aggressiveness of catfish, otherwise it will be counterproductive and bring fatal influence to other enterprises in the industry. For other enterprises, don't think that the market structure has been fixed, so you can sit back and relax. If you turn a blind eye to the new "catfish" or don't pay enough attention to it, you are likely to become a victim because of your slow response. In 20 10, Nokia is still the leader in the mobile phone market. Nokia has not paid enough attention to the new Apple and made corresponding measures. As a result, what we see today is that Nokia collapsed and other mobile phone manufacturers, such as Motorola, Sony, Alcatel and Siemens, quietly withdrew. Apple is in the limelight for a while! The remaining enterprises have become catfish for survival. At this time, a new "dog fish" is needed to reactivate the whole industry.

Let the bottom employees get exercise, let the top employees have a sense of crisis, and let the middle employees see hope.

The catfish effect also applies to individuals. If a person stays in the comfort zone for too long, he should pay attention to introducing catfish, leave the comfort zone now, or set goals and imaginary enemies to challenge himself. This is the only way for everyone to grow up. After all, people are naturally lazy.

It turns out that in the training class, the class will be divided into red and blue teams. Teams form teams, PK each other and rank scores. The effect is really amazing, and the students are completely amused. The catfish effect has long been known, but its routine has not been carefully considered. In fact, self-study also needs to introduce catfish.

Western teams will have first-team and second-team teams. Play well, get into the first team and have a chance to play. If you don't play well in the second team, you have to wait for the substitute. Instead, catfish.

The private hospital that I help manage has two women in obstetrics and gynecology, who are almost the same age and have the same professional title, but have different personalities and cannot trust each other. The original department head should start a new project, no longer manage the department, and prepare to let one of them take full charge of the department. But after talking to them separately, they all have concerns. The one who wants to be a department director is worried that the one who is neither a good leader nor a department director makes it clear that why should I support her work and lift her up? I mean to be divided into two independent departments and let them compete, but the old dean still has many concerns. Today, I learned the "catfish effect", which strengthened my determination to divide into two departments, that is, to promote from within, let the two compete and constantly improve the performance of the department. As for some side effects brought by the "catfish effect", it is certainly not as positive as it is. Just keep solving problems at work.

"7-2- 1 mode" is the investment in employee training, 70% of which comes from "learning from others", 20% from "learning from others" and 10% from "formal training".

Leaders who can learn how to train employees are often not too bad, and they are also worthy of emulation. Since graduation, I have changed six or seven leaders. Judging from the results, the old saying has been fulfilled: those who gain the Tao help more, and those who lose the Tao help less. Leaders who are considerate of their employees can not only better coordinate their time at work, but also respond at critical moments. And leaders who use employees as tools are not only tired of their own work, but also difficult to have a good result. Up to now, I still remember what my supervisor said: If you don't teach him well, he will never do it well, and it will waste two people's time in the end.

Training, in addition to the three stages mentioned by Mr. Run, enterprises also change it by several means: 1. Welfare: take advantage of the opportunity of going out for training to temporarily release the work pressure of employees and meet the social needs of employees; 2. Reward: as a reward for outstanding employees, encourage everyone to work hard towards Excellence and meet the respect needs of employees; 3. Cultivate employees' loyalty, improve employees' ability and meet the needs of self-realization. We must find out the needs of employees in different stages and situations and provide them with appropriate training, otherwise some people will think that the training is a mere formality or very low. Employees are not only the assets of the enterprise, but also the partners of the alliance. Only when employees are improved can enterprises be promoted.

I have a deep feeling about learning from others. When I was still at school, I used this method to help my tutor manage the laboratory and arrange the study of my younger brother and sister. There will be a regular meeting once a week, and all staff will prepare ppt, summarize their research progress last week, analyze existing problems, discuss solutions, or share their experience in reading literature. Everyone needs to comment on the content of the reporter's report and must interact. It not only trains everyone's ability to express what they have done and the production level of ppt, but also improves their personal speaking ability and trains new ideas for analyzing and solving problems. At the same time, the whole team can understand everyone's learning progress level, and young people are not far behind. They compete healthily. They take minutes at every regular meeting in case they review them later. The tutor strongly advocated this regular meeting system, and later the whole college promoted it. At that time, I really felt that progress was obvious. Now that I am working, there is no longer such an atmosphere of learning from each other.