February 21, 2015

Hotel simulation– a real leadership Experience

leader

On Tuesday, our class was ‘hotel simulation’ and at the beginning, we need a leader but I don't really want to be leader because I know it will be very hard and long day, I afraid if I can handle it. But thanks to my teammate: Fatima, Francis, Hussein, Saisha, Carina and Dev, they encourage me to be a leader, and I raised my hand to do it.

During the paper reading, I found it is a little bit difficult, that make me realise I need to improve my reading skill. And when the reading time up, we back to classroom. I try to make our team member together and give them a brief, but it seems not esay to go through. I only can stand a corner and explain to them. When my Deputy leader Fatima came back, she shows her strong leadership to organise the team member, and all the time they did their job, I stand back and sometimes point out the mistake.

I found the leader have a clear strategy is one thing, and the actual implementation of the strategy into reality is another matter. Even you have a gold but organise very bad, it cannot be success. And lack of confidence is another problem of me. Because this is the first time I be the leader, I totally have no idea how to do.

After the excise, I think a lot, Perhaps at the beginning of the simulation, I need to set up the role for everyone, just like a real company have advertisement sector, financial sector, marking sector etc., they give the result to two leaders to make the decision.

Even that is not a very successful experience, but I did try my best. And in the future, I will never afraid to be a leader. So, thanks to this module and thanks to Pauls, Pauls let all people to be a leader at least once.

Maybe in the future, not every one can be a leader, but that experience will has affect to them all the life.  


Learned from Coffee time

 

On Monday, we have a exercise called coffee time, it is about the coffee machine be putted to a far and small kitchen. And there is one manager and four employees. The employees need to communicate with the manager and find out how to solve this problem. My role was an old employee which stayed on the company longer than the manager, so I allowed to have coffee as much as I want. Can I talk to my manager which was Francis. And that meeting was very successful. And after that, I found some skills I learned:

First, the complaint should be kept unobstructed channels.

Foster a culture in the enterprise, any employee has the right to lodge a complaint to the authorities on an event, especially in the high-tech enterprises. Thus, between employees and businesses can communicate effectively, employees believed to be involved in the management, there is a sense of ownership, will be more active efforts to work. Like in the ‘coffee time’, we have a problem that we can direct discuss with the manager in order to fine out the solution.

Second: To deal with complaints quickly and fair.

Otherwise, employees complained each other, resulting in low morale, affecting the normal work. Finally, still need to solve the initial complaint and its negative impact. Again, we discuss with manager, let the leader level people know what we want, and how to solve it.

Third: listening intently.

From a psychological point of view, when people think they have been treated unfairly or depression, the best solution is to say the feelings in order to ease the psychological pressure and the resulting uneven. So, when staff complaints, employees need to understand the feelings, listen patiently. In listening to the process, it should not define their position in order not to hurt people's way to find the root cause of the problem. In the ‘coffee time’, Francis had a very good patient, she listened every employees’ requirement, she let us came down very quick. I think that is the personality of Francis is very soft and gentle. It will have the effect on leadership style.

Fourth: to create a positive atmosphere for conversation.

After employees speaking, the first response to the trust of employees expressed his thanks and asked employees to make reasonable suggestions, involved in the handling of this complaint. Thus, the staff to relax tension and gradually accept you psychologically. At this point, frankly indicate your position, matter, to influence complaints against itself and events. Francis also create a positive environment for discussion, it helps everyone and involve it.

Fifth: handling complaints feedback.

After dealing with complaints, things did not end, the need to make this complaint tracking feedback, make sure that the correct solution. Francis gave her suggestion for employees. And finally all employees agree of it.

That was a successful meeting.


February 13, 2015

Some finding about "Coaching" meathod.

coaching


Yesterday we had a lesson about Coaching. The first I hear this word, I can image the football coach, basketball coach. etc. But after the explanation. I understood "coaching" is not to same as what I think. But many people such as me are always confuse about therapy, consulting and mentoring. These people are helping clients to improve their performance but not the professional coaching.

Therapy focus on the past and help to fix the problem. Consulting provides the analysis and the plans for the company, just like to give the answer. And mentoring have a hugh knowledge, like a teacher to help a student to be success.

But coaching is total difference with above, professional coaching will give differ type of conversation. It always asking questions but not give the answers. It focus on the client’s problem and helping the client to make its future plan. And professional coaching has the skill about listening.


February 12, 2015

Vitality Curve: Firing system–some thinking about reduce the risk

risk

Today our group discuss about the new presentation about the GE firing system. In my opinion, this system have help to keep all the employees innovation. But reduce loswet 10% maybe will make the risk for the company. In order to make out of the system to achieve the desired functionality, reduce risk, there are a few principles can be referenced.

First, the attrition rate should not be fixed. Because fixed rate of firing will lead everyone under the fear, it will effecet the performance.

Second, the performance should not be compared with each other between employees. Want to be fair to compare different people, will only lead to negative competition between each other.

In addition, the system should not be eliminated for a special event services. In order to rationalize the performance of dismissal due to certain non-distorted system away, just let the credibility of the bankruptcy system, causing employees to resist.

Elimination of the organization has always been a last resort punishment for employee performance, it not only affects the parties, but also affect other people left behind. How to do it properly, making it a tool to enhance the competitiveness of the organization, rather than hinder, the leadership will be essential task inescapable.


February 10, 2015

Manager vs Leader

mangager vs leader


Leaders provide the direction of things, you need to grasp the development direction of the organization from a macro, long-term planning for the organization, but we should always think about how to break the natural order, and innovation, by carrying out innovative activities for organizational change. Leaders of the organization to be solved is the development of fundamental issues, but also on the future organization to some extent predictable, in general, their work should have a broad, innovative and forward-looking. Managers need to do is something specific, you need to do under the existing planning guidance in detail the work to contribute to the organization of daily work, managers need to study not change, but how to maintain and stabilize the current good condition maintain, so sometimes managers will make some repetitive tasks, managers do not need to treat excessive trace the origin of the problem, they have to do is to have a good solution to the problems, in general, their work has a specific character, repeatability reality.

As mentioned in many articles as the leader in the activities of the main use of personal charm, good leader with charisma affect their subordinates, so they are willing to obey the leader, willing to follow the leader says to do it. The managers seem to be more inclined to the powers conferred on the use of the organization to do something, the manager with the authority to establish the majesty makes the lower level "fear" and had obeyed the managers’ command, to do things according to their instructions.

A good manager can be learned and cultivated, but good managers are more likely congenital.

The leader asked to do the right thing. Managers require to do the thing right.


February 09, 2015

The advantages of teamwork

teamwork


The modern society is not only the competition of knowledge and capital strength, more is a team strength competition. The talented person in the enterprise is not only the independent performance of professional skills, more important is to have a sense of participation and a sense of mission of the team goal, so people only into the team in order to play a greater potential, so we should learn to cooperate with others.When we give of their time, energy, passion and wisdom to the team at the same time, the team also can give us a platform for growth and development opportunities.

Team work depends on the cooperation between people, realize win-win cooperation from the team spirit to firmly establish the. Team spirit is in the modern enterprise management is emphasized, attaches great importance to team spirit, because it can produce enormous function.

To keep the teamwork spirit and cohesion in the daily work, communication is an important part. The relatively smooth communication channels, frequent exchange of information and makes each member of the team does not have the feeling of oppression, then the work will become easy to produce results, the target can be realized smoothly. It also contains a good leader and set the accurate target, or the direction.When the goals of the individual and team goals, employees will be produced in the company's trust, will improve the morale.


Some thinking about [feedback]

Today is the first day back to WMG for the leadership class. The topic in the morning was [feedback]. Which was one team discuss and another team watch and listen. Then give the feedback to the discuss team. This excise can improve both two teams.

I think effective feedback mechanism is a necessary condition to achieve the goal. Whether in management or in guidance activities, for some of the problems, the person who will give the feedback does not need to implement a punitive way immediately, they only need to explain how to do. In the feedback, encouragement and criticism need to correctly use. The basic way to encourage and criticisms are to grasp, cannot be neglected. Encouragement is important, but not exaggerated; criticism for errors and problems to be timely, careful, not ridicule and sarcasm. To encourage and criticize practical results, the key is understanding and respect, with a keen sense of intelligence and communication remedy.

The Observer of me was Yumeng, she recorded everything I said, after the team discuss. She gave me every smooth feedback, she pointed out what is my weakness and how can I do it better in the future. From feedback excise, I got some feeling and thinking, feedback is very good between team members or friend, because they can keep improve together.


November 28, 2014

Today catched some new knowldge

Today's classroom had a manager from GE, he shared how GE's Lean Six Sigma works. To answer a lot of questions.

Today's topic reminds me of Lean is to eliminate all unnecessary waste, Six Sigma process side emphasized by process of elimination to quantify the presence of variation, eliminate variation process itself is to eliminate waste in the process, it is the method from above, the two have very good complementary.

Respect and Six Sigma are different sources, but the basic idea is the same. Lean Six Sigma is a business process to achieve continuous improvement of business processes.

He also through playing games, let's practice concluded. This is a very interesting .


November 27, 2014

Lean and Six Sigma

six sigma lean

Lean manufacturing is a good management practices, Six Sigma is a good tool. Lean production at Toyota for years with the implementation of effective, Six Sigma at GE performs well, if a certain combination can produce double the effect. So many consultants and training companies have redesigned these two different tools together.

Lean thinking is a management system, including orders from product design, manufacturing, supply chain management, goods to the customer hands, and put the money back to the entire business process. Its essence is to find and solve problems; waste is a problem, how to eliminate waste is one of the key Lean.

Six Sigma application of statistical methods to analyze the process of possible variations of each process and to find out the causes of these deterioration. Hopefully after the correction, the range of variation can be minimized, the job becomes a standardized program to improve a passing rate of the product or service, but also reflects the kind of concrete measures to eliminate waste.

GE is the application of Six Sigma's most successful companies, but after performing for years, gradually found most Six Sigma problem solving surface relatively narrow, concentrated in one or a small range of functions, not easy with the overall operation of the target company, such as business linked to the growth and increase profits. So GE began studying lean thinking, seek first to understand the functional departments of the value stream, on the one hand helps to communicate between each other mutual processes, shorten time processes, but also help to find out the waste, improve efficiency.

It must be clearly understood that the implementation of lean no shortcuts to copy, it is not a cure, the only constant in the company discovered the problem, and gradually resolved and continuous improvement, in order to build a lasting and can compete with other competitors in the manufacturing culture.


October 17, 2014

How to be a excellence manager?

leader

Each employee development are inseparable from a strong leadership, leadership plays a very important role in the growth of employees. An excellence leader is not only strong itself, but also can help the employees be stronger as well.

In today's enterprise, humane management are regarded as most corporate talent management philosophy, leadership in helping employees should concern the growth process to guide and train employees. Leaders must be able to effectively influence and promote employees, giving employees with recognition and incentives, so that employees fully develop their talents, to achieve the most perfect performance.

Manager should:

- Be a good listener, providing favorable support for employees. Listen to allow leaders quickly understand the concerns and ideas of employees to facilitate the leadership to take a more favorable approach to provide support for employees.

- Proper authorization, give full play to the ability of employees. Authorized correct or not, it relate to the ability of employees and the outcome. Authorized employees to do a job is not easy. Manger must make sure that he fully understand their new responsibilities assumed and have the knowledge and ability to successfully complete this task.

- Motivate employees, stimulate potential employees. When the employee did a good job, the manager should say:’ good job, well done!”. It will motivate a lot.

- Training staff mind-set. An excellent leader, has the ability to train employees to think of judgment, there is the ability to question conventional thinking and behavior behind the assumption. First, diagnose the problem. By finding problems, encourage employees to correct thinking, looking for the cause of the problem and solutions. Second, encourage employees has independent judgment. Training their confidence in the ability of independent thinking by helping to make decisions. Third, pay attention to the positive feedback, do not blow employee motivation, but do not be afraid employees to make mistakes. Fourth, encourage employees to continue to explore and grow, and to actively share manager’s knowledge and experience.

As Paul said, a good manager is not make a order to the employees, is let the employees thinking and bring the solution to discuss. Manager just help to make it better.

Also in EFQM model, leadership is the first concept, which show the important.


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  • Indeed, feedback is very good between teams and friends. It helps people to realise the gap between … by on this entry
  • oh! i forgot mention "efficiency"! !!!! by on this entry

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