My thoughts after reading "Execution Power" by Yu Shiwei

Dr. Yu Shiwei mainly focused on how to improve the execution ability of corporate managers to explain the importance of corporate execution to an enterprise. It is mainly explained through the following points:

1. Only by transforming the thinking of employees and improving the quality of enterprises can team building have executive power

Dr. Yu Shiwei cited Liu Chuanzhi and Jack Weir Qi, Michael Dell and other celebrities have some experience and opinions on improving the quality team building of enterprises, and thus put forward the view that "completing one's tasks according to quality and quantity" is execution ability. And the core competitiveness is elaborated from two aspects: on the one hand, from the customer's point of view, it should be believed that there is no substitute for this product; on the other hand, from the peer's point of view, it should be believed that no one can imitate this capability. Only in this way can the core competitiveness of an enterprise be formed.

2. Analyze the importance of an enterprise’s execution ability based on the selection criteria of South Korea’s Samsung Company

Regarding the issue of employment, South Korea’s Samsung Company has discovered several problems: Many people have no sense of deviations in execution, don't care, do not pursue perfection in personality, cannot take responsibility within their own scope, lack a sense of urgency, cannot adhere to required standards, etc. Therefore, Samsung has problems in selecting people. The first thing to look at is his sincerity. Secondly, it also depends on whether the person is active and spontaneous, pays attention to details, is honest, is good at analysis, judgment and adaptability, is willing to learn, seek knowledge, is creative, is committed to work, etc.

3. Analyze the reasons for the company’s lack of execution

The company’s lack of execution manifests itself in slow decision-making, low employee motivation, overly cumbersome work processes, etc. However, These execution problems are rooted in several basic elements of the corporate structure, but are manifested in different ways:

1. Managers do not persist: If the company is in a period of rapid expansion, there will be no smooth Information and reasonable information preparation, management is beyond the reach of many newly established institutions and cannot carry out effective decision-making and management. Therefore, companies that have experienced long-term development, elaborate department settings, and complex processes have become bureaucracy and slow to respond. It makes sense.

2. The system changes day by day, which is unreasonable; an enterprise’s system does not have certain stability and continuity, which will make the employees of the enterprise have no sense of security and belonging, and will regard the work of the enterprise as a kind of Taking short-term actions will be greatly detrimental to the long-term stable development of the company.

3. There is a lack of good methods; to improve corporate execution, we need to start from these aspects in a targeted manner. The key is to achieve personal behavior. The actions of others are consistent with the interests of the company. Management needs to delineate the boundaries of authority and responsibility for different people and allow them to fully share information. The company will show the characteristics of a passive and responsive organization.

4. Lack of supervision and assessment; if the incentive system cannot well align employee actions with the company's goals, it will be easy for employees to do things based on enthusiasm, but the results will be disorganized or even counterproductive.

5. There is no corporate culture; only a company with a good corporate culture can generate strong cohesion and attract more and more knowledgeable people to work for the company. Therefore, is there a corporate culture? , or whether the corporate culture is good or not, can reflect the execution ability of the company to a certain extent.

4. Dr. Yu Shiwei listed the execution ability of the Portman Hotel Company and pointed out that the company’s execution ability is reflected in whether the company can boost the morale of its employees, whether the company cares about its employees, whether its employees care about its customers, and whether its customers can Will be loyal to the hotel. In addition, it also talked about the following standards for checking whether an enterprise has achieved execution capabilities:

1. Rights allocation must first understand how rights are within the organization. This will allow management to quickly move beyond complex business processes and departmental hierarchies to discover where and how various decisions are made. If there is an unclear decision point, or there is a problem with the configuration method.

Then when a strategy needs to be implemented, it will not be able to get response strategies and measures at all levels, and execution will inevitably have problems. Next, companies should consider how to allocate these rights more reasonably to ensure the transmission and delivery of relevant information. Allocation efficiency, placing decisions where there is the most effective information.

2. Incentive mechanism A successful operating model must ensure that the incentive system can give decision-makers a clear direction and promote their actions to be consistent with the company's goals. If a company cannot mobilize employees' work enthusiasm, it is naturally hopeless; but after the employees' enthusiasm is mobilized, it lacks unified goal guidance, which is even worse than the former. Management must understand one thing: the focus of the incentive system is not the amount of reward, but how to achieve organizational coordination. Management guru Ken Blanchard pointed out in his book "The One Minute Manager" that "in quite a few companies, employees don't actually know what the company expects of them, so they often suffer from 'occupational preference disease' at work - -That is, they have done too many things that are not expected of them, but have not made any achievements in the areas where their superiors expect them to achieve results. This situation is entirely due to the fact that the manager has not set goals for employees, or has not set goals. ”

5. Let me share my views based on the actual situation of my unit

As a manager, I should set an example and manage my employees well. , improve one's professional abilities, professional qualities, and professional knowledge after daily work, and solve some internal problems in a timely manner.