When it comes to "three axes", people will think of the "three axes" in Ali's cadre training system, which specializes in training grassroots managers. Ali's cadre system divides talent training into three stages, head, waist and legs. Leg refers to the newly promoted grass-roots managers, cultivating basic management significance and management methods; The waist is a middle-level manager, cultivating thinking ability and company management consciousness; The supervisor is above the vice president, mainly to expand the vision and pattern and grasp the company's direction in time. At that time, there were three-axe knights. Chivalrous people mainly talked about the basic management methodology, how to set goals, how to communicate and how to make achievements. Sanbanfu mainly focused on business to strengthen actual combat, and the two complemented each other. Later, other enterprises gradually began to do three axes, but they must be internalized according to their own characteristics.

The three axes of backbone management are mainly aimed at newly promoted managers. You may not know what a manager's core responsibilities are, how to plan accurately, how to advance tasks, how to achieve higher performance, how to continuously improve and so on. If you are at a loss, you won't be a good manager. So today I'm going to talk about the new manager's three axes. First of all, of course, we must master the core responsibilities of managers.

Core responsibilities: 100%+ completing tasks.

The first axe: precise planning

We should not only plan our goals, but also design the path to achieve them. Two points that should be paid attention to in management planning are task path and management path. The task path is the starting point and end point of the task, and the management path is how to allocate people, resources, relationships and tasks. Of course, we also need tools to formulate performance goals, task analysis, resource analysis, personnel analysis and plan list.

The second axe: mission advancement

Three elements of task promotion: clarification, guidance and rectification. Clarification refers to whether the two sides have the same understanding of the task and whether the understanding of the task is 100%. Guidance means that employees will definitely encounter frustration in the implementation process, how to deal with uncertain things and how to empower employees. For example, I will talk about five experiences and four principles, five of which include mind mapping, digital recording, after-school homework and veteran training. Correcting deviations means adjusting the deviations encountered by employees at work.

The third axe: continuous improvement

To establish a self-reflection model of sustainable growth, we should have the courage to see our own shortcomings and ugliness, such as the iceberg model of human mind, and keep a log of managers' answers. A simulation exercise will be conducted here to reflect on the incident.