However, the reality is that most senior managers have not received professional management skills training, but have directly taken up management positions from the business backbone. These people have accumulated management experience through groping, but they lack systematic understanding and mastery of management. Due to the lack of systematic management theory knowledge and limited management level, the growth of the whole team has encountered bottlenecks, which makes it difficult to meet the company's greater development needs, and sometimes it is difficult to achieve even if the company has a good strategy.
Therefore, the cultivation of top managers is particularly important, otherwise, once you go in the wrong direction, the consequences will be unimaginable.
Why can some companies become the top 500 companies in the world and take the lead in the industry? In addition to the foresight of leaders, timely training is also indispensable. For example: Intel Corporation, a global CPU production and research giant.
What makes Intel unique in talent training is what they make. In order to maintain the company culture and brilliant performance, they adopted the Belt and Road approach to train managers. CEO Grove has said many times that part of the key job of any manager is to pave the way for the successor, and the best way to pave the way for the successor is a smooth transition, that is, to promote the successor while the paver is still working. Intel's highest requirement for talents is not experience, but learning ability.
Intel's manager training program usually goes through three stages of training. The first stage is some processes and systems for managers to do things in the company, so that managers can have a deeper understanding of management; The second stage is management task cycle training, which is the training of management business skills, that is, telling managers how to manage; The third stage is personnel management training, which mainly focuses on communication, counseling and developing employees' abilities. In addition, there are five aspects in the training of managers: the first step is to set work objectives; The second step is to complete the plan; The third step is how to help others solve problems together; The fourth step is how to manage employees; The fifth step is how to carry out employee incentive training.
Of course, large enterprises will have a complete training system within the company, so how should the top management of other enterprises choose the trainers that suit them?
Only a trainer with rich practical experience can make his training attract everyone's attention. It should be noted that all students are market practitioners. Never turn training into a paradise for theoretical narration and technical games. Training without actual combat can only be empty talk. Therefore, the choice of such trainers is particularly important. Known as the "entrepreneur coach" in the industry, Professor Yang Sizhuo of China Business International has served as a corporate executive, government official and university professor, with rich management experience and profound theoretical foundation.
Professor Yang Sizhuo once put forward the following views:
When you are in a leadership position, the most important thing is not what you can do, but that you can let all kinds of professionals do things according to your intentions or decisions. "I think this view is very good. First, he explained a leadership problem, followed by execution. As a leader, you should be able to handle every detail in your daily work flexibly on different occasions and let every employee's ideas follow you.
As a leader, we must grasp the hearts of employees, understand their normal and reasonable needs, and meet their reasonable needs in order to have everything for employees. We only need to make a simple analysis of their needs, and we can find their fundamental needs. We must give employees a platform to show themselves after meeting their needs.