Middle - level manager 's positioning and management skills training
Training time: April 20, 2016
Training Location: Inner Mongolia Sanxin Industrial Conference Room
Training content: the role of middle managers to understand the middle managers to enhance the implementation of the middle managers to improve the management skills
Training experience: April 20, 2016, I participated in the company organized the "middle managers positioning and management skills" training course, so I benefited. Combined with the training to learn things, I from the following aspects of a simple talk about the experience:
First, attitude is more important than ability. The success of a person depends on his attitude. The past is not very good, no relationship, it is important to want to do in the future. Because there is a desire to do the attitude, ability can be improved through a variety of ways. But did not want to do the attitude, even if the ability is not high as well. If you want to do, will certainly do everything possible to complete, and will do a good job.
Second, the middle manager's identity is more complex. Middle managers in front of the boss is the commander of the implementation; by the boss of the commission management of a sector, in front of the subordinate is the image of the corporate image; and other departments to cooperate with each other in order to complete the task of superior placement. Middle managers are providers of information and supporters, corporate culture is the communicator and builders. Corporate culture is the way of survival and business habits of enterprises, the founder and chief architect of corporate culture is the general manager, but the corporate culture to become a kind of atmosphere and tradition, become a convention force, you need to rely on middle managers Construction and dissemination, middle managers and corporate culture is the communicator and builders. Therefore, the need for middle managers to master and deal with the relationship between the boss, and colleagues, and subordinate relations skills, shoulder to shoulder, bearing the past, bearing the opening of the three major responsibilities. Through learning, we have to do is to identify their own position, the correct recognition of the role, not just do a lot of specific work, but to put more energy on the management side.
Once again, good interpersonal relationships and communication can improve teamwork. Some people say: "The success of the manager's business, 15% by professional and technical decisions, 85% and personal relationships and skills associated with the" harmony can let everyone understand each other, and then respect each other, the formation of good interpersonal relationships. Good interpersonal relationships will enhance the team's physical and mental health, help the team's cooperation, is conducive to improving the team's work efficiency. This is what we are currently mentioned to improve team awareness. Therefore, dealing with good interpersonal relationships and enhancing communication skills at work is a job that I need to keep on.
In addition, as a middle manager, we do have their own unique strengths and expertise, after all, many are from scratch, starting from the grassroots level. But a lot of people came to the management position, but there have been some problems: such as busy all day bruised, struggling to cope, work is very passive, hands-on, will not inspire and authorized subordinates. In this regard, I have deep experience, easy to cause subordinates have a sense of dependence, can not give full play to subordinates enthusiasm and creativity. And some even regardless of business interests, the work will be shifted to the interests of the department and the interests of doing things. They often regard the duties of the department regardless of the use of their leadership in the convenience of the conditions, the use of all means of exercise can be subordinate relations of coordination and sectoral interests of the communication. What is more, individual good people to win the so-called insiders appreciate, like in the high-level leadership and other people in front of teasing, spread rumors. They are accustomed to their "terms of reference" as "sphere of influence", often the mouth is to say, than the singing of the nice, it is precisely this kind of people, the implementation of the decision-making decision-making and greatly reduced the impact of the order Development, as the road on the "feet". We must effectively exclude the psychological distractions, put down the shelf, put down stereotypes, humbly learn, frankly, to be an open manager, and enterprises with, in order to completely out of business and personal development errors. We have the right to self-awareness, in order to assume the role of the backbone, have a certain experience of managers are aware of many difficulties faced by the emergence of such a phenomenon: middle managers "self-performance" and "self-protection "Consciousness is more serious, that they are just working, the efficiency of the enterprise, the image of the unit, the company development and I do, coupled with their own mentality, quality, concept and other factors, mentality is also more complex, see the benefits, Actively active, scrambling. When you find a problem, you can not turn a blind eye to a dumb, or blame a superior, a colleague, the environment, or blame for change, speed, policy, and income. The negative thoughts of these blame are very harmful to the role of middle managers. We have real business expertise, technical advantages and expertise, so we need to continue to learn knowledge, so that they have a reasonable knowledge structure, a business and professional leaders.
Finally, in the future work, I need to strengthen more concerned about the staff, a good example, so that employees see their efforts to give timely recognition and encouragement. So that everyone in their posts have played the greatest energy.
