(1) Attend the high-level meeting as nonvoting delegates-It is appropriate to let the middle-level managers who are mainly trained attend the high-level meeting as nonvoting delegates, so that they can be familiar with the overall strategic development ideas of the company and understand the formulation process of the overall strategic objectives of the company, so as to make the implementation direction and ideas more clear in the process of strategic implementation.
(2) Job rotation-for middle managers, they should be familiar with not only their own business, but also other business knowledge. In the process of job rotation, middle managers can understand the business of cooperative departments, and they can cooperate and support middle managers from the perspective of the company's overall business in the future.
(3) Multi-level management-let middle managers get together for group discussion, and let them put forward their own suggestions on top management issues, such as organizational structure, reward mechanism for managers, and coordination of conflicts among departments, for the general manager's reference. This method provides middle managers with the opportunity and experience to analyze and deal with high-level decision-making problems within the whole enterprise.
In most enterprises, for the training of middle managers, enterprises will choose external training and specialized training institutions to train middle managers. For example, the core team leadership, team building, communication skills, operation strategy, employee ability improvement, target management, strategic performance decomposition, personnel selection and other courses of Win Star Management Consulting; The advantage of foreign training is that it is highly targeted and can be completed in a short time.