? ? Generally speaking, there are not many knowledge points in the two-day course, but each knowledge point is grounded, as follows:

1) What kind of abilities do managers need?

Management is an interactive process of completing tasks through others. The most important thing for the manager is communication. He needs three abilities, namely, technical ability, interpersonal ability and conceptual ability. As a manager, we should first stimulate others' cognition or willingness, then guide others to do it, and finally achieve the results we want. As a middle-level manager, the most important thing is interpersonal skills, followed by technical skills. It is good to have some conceptual ability. It plays a connecting role and needs two-way communication.

2) What are the three disciplines of managers?

The three disciplines of managers are to grasp the direction, improve the ability and control the order. Grasping the direction includes understanding the wishes of superiors and the direction of organizational development, formulating action strategies and work plans, helping subordinates to locate their roles, making them understand their work and organization, and understanding their expectations and measurement of their work. In short, it is the goal, plan and role; Enhancing competence includes establishing effective processes and ways of thinking, understanding subordinates' strengths and weaknesses, providing conditions for them to play their roles, encouraging and enhancing employees' confidence and cultivating employees' abilities. In short, it is to select, train, authorize and motivate people. Controlling order includes establishing necessary code of conduct, giving subordinates appropriate autonomy, saying what you do when necessary, measuring and analyzing performance, and punishing behaviors that deviate from the goal, which is simply rules, authority and punishment.

3) From which dimensions can measurable goals be set?

Setting goals should follow the 432 1 rule. The four scales are quantity, quality, cost and time. The three steps are the direct quantification of energy, the refinement quantification that cannot be directly quantified, and the refinement that cannot be refined. Two indicators are outcome indicators and action indicators, and one principle is SMART.

4) How to improve the skills of underachievers quickly?

When the subordinate's skills are insufficient, the best way is to explain to him the factors that must be considered when operating this skill, and provide practical demonstrations for him to try step by step. You can also try the tutorial system mode of "taking the old with the new", which is the way of on-the-job training; Secondly, you can ask him to study some books and articles about this skill and submit an experience report, which is a way of self-study; Of course, if conditions permit, they can be arranged to attend training courses in this field, which is the way of off-the-job training.

5) How to effectively control the whole process of employees performing tasks?

The control system includes feedforward control, synchronous control and feedback control. The most important thing of feedforward control is prevention, especially risk prevention, which must prevent the most likely and serious consequences. Synchronous control refers to observing in the process and being flexible when problems occur; Feedback control mainly refers to timely remedy, summary and recovery measures when errors occur.

Today, while learning management knowledge, I actually care more about the design of the whole course. It is quite appropriate for Mr. Wang to integrate guiding technology, teaching activities and management theory knowledge.

1) The learning guidance mode runs through the whole teaching process.

All theoretical knowledge in the course does not appear directly. Teacher Wang guides students to follow her rhythm all the time, activates their old knowledge and encourages everyone to think. In fact, everyone knows a lot of theoretical knowledge, but it is scattered. The teacher will guide everyone to string together and will focus on the unfamiliar theoretical parts. This reminds me of my last class, when I also guided you step by step by asking questions. After everyone said the answer, I didn't explain and add too much. Looking back, I still need to do an in-depth analysis here to further explain where you may be biased or the key points that need to be emphasized.

2) Experiential activity design and theoretical knowledge infiltration.

The design of the two activities in two days is very clever, and both have their own unique intentions. During the activity, everyone is so nervous that everyone can't stay outdoors. These two activities are similar to our usual experiential activities. In the past, our experiential training paid more attention to the activity itself, which would lead everyone to reflect, and combined with the situation at work, the theoretical extension was relatively small; The two activities this time pay more attention to the reflection after the activity and the deep connection with the theory. Two rounds of activities, one as a subordinate and the other as a manager, have completely different feelings. Managers are under great pressure and face many challenges, deeply feeling that managers are not easy. This reminds me that in the future, our face-to-face courses can also design experiential activities to run through them, so as to further enhance the interest of the classroom.

3) The teaching activities in the course are rich and varied.

The design of each module of the course conforms to the process of learning and practice, stimulating interest-explaining new knowledge-practical experience-transforming application. The theoretical content of the whole course accounts for 30%, and the teaching activities are as high as 70%. In the part of stimulating motivation, the most frequently used teaching activity by teachers is video instruction. One video a day, two movies are quite classic, especially the "nun is crazy" part, which is very exciting and infectious. When explaining new knowledge, teachers will tell stories and make metaphors, and the most impressive ones are vivid examples of driving and swimming; In practical experience, teachers' teaching activities are not single, such as group discussion, drawing cards to answer, praising, and group taking turns to answer. In the process of transforming the application, the teacher asked the students to review in turn, took the students to review, and made an action plan. Of course, the teaching activities of questioning run through the whole process.

In the whole teaching process, the teacher dressed appropriately, his limbs were natural, his speech speed was crisp and neat without losing his affinity, his field control ability was super strong, and most importantly, he was in excellent condition and really "kind-hearted".

1) Kindness-Mind-oriented Students

At first, Mr. Wang showed that he is a person who likes learning very much. The two-day course is to learn and grow with everyone and discuss and exchange wisdom together. This teacher is obviously very powerful, but very modest. He pays attention to every student in the course and always calls out the students' names loudly, so that everyone feels concerned and recognized.

2) Male-solid in major

Teacher Wang's professional knowledge in management is very profound and solid, and relevant books are readily available, and he is also a few treasures for management masters. It can be seen that the teacher has talked about this course many times, but the knowledge system has been iterative, and the course content is flexibly adjusted according to the needs of customers, but the logic is still clear.

3) Yes-student dialogue

Throughout the process, Mr. Wang guided the students by asking questions, and the students have been following the teacher's rhythm to activate old knowledge and explore new knowledge step by step. After two days, basically every student has a dialogue with the teacher, and teaching in the dialogue is the ideal classroom.

4) Consciousness-state of consciousness

Teacher Wang has a strong sense of perception, which classmate hasn't spoken yet, which classmate's behavior is great, which classmate is very active, which group forgets to add points, and even occasionally says a wrong number. He will laugh at himself, perceive students' state and their own state, give them confidence, praise excellent behavior, point out ideas that can be improved, encourage and inspire them, and let them iterate constantly.

Remarks: The above is a summary of the course "Three Kinds of Cultivation of Managers" in Wang Xiaohui.

Zazie Hoko