在最近參加的企業管理的智慧課程中，我獲得了許多寶貴的心得與見解。以下是我在這次課程中最深刻的幾條體會：
視角與管理風格
課程的第一個活動讓我認識到，管理風格往往由我們的視角所決定。由於我常常處理問題和異常，習慣了問題導向，這容易讓我忽略對員工和上級的鼓勵。通過尋找對身邊人的三種正面看法的活動，我深刻體會到，內心的想法如何影響我們的實際行動和溝通方式。作為領導者，關注正面和積極的一面，能幫助建立更強的信任感和團隊默契。
管理的四個維度
我們討論了管理的四個維度，這對我調整管理風格非常有幫助：
1. 新人：需要更多的指導和方向。
2. 中級員工：需要更多的引導和指導。
3. 老員工：只需在大方向上提供一些協助。
4. 完全授權的夥伴：作為合作夥伴，共同朝著目標前進。
信任的重要性
課程中還有一項小組活動，探討了如何通過行動和觀點來建立或破壞信任。信任是一個團隊高效協作的基礎。比如，當同事之間發生爭執時，作為管理者直接介入並要求按照自己的想法處理，往往會破壞信任。這提醒我在處理此類問題時要格外注意，以維護團隊的信任感。
自我分析與實際操作
課程中最有幫助的一部分是自我分析評估表和相關情境。這種實務操作的練習，讓我能夠具體評估自己的管理方式，並在實際工作中加以改進。
推薦的書籍
最後，講師分享了幾本實用的書籍，這些書對我的啟發很大：
1. 《成功人士的七個習慣》
2. 《先問為什麼》
3. 《信任的速度》
通過這些學習和反思，我對自己的管理方式有了更深的理解，也更有信心去應對未來的挑戰。歡迎大家一同討論和分享你們的心得！
點檢表：從管理者到領導者的轉變
1. 建立正面視角：
• 每天找到三件團隊成員的正面表現並給予肯定。
• 定期與團隊成員進行一對一的正面反饋交流。
2. 增強信任感：
• 處理衝突時，避免直接干預，而是引導團隊成員自己解決。
• 在決策過程中，鼓勵團隊成員參與並表達意見。
3. 靈活調整管理方式：
• 根據團隊成員的經驗和能力，調整管理方式（指導、新手、中級、老手、完全授權）。
• 定期評估並調整你的管理策略，以適應團隊的變化和需求。
4. 持續學習與成長：
• 閱讀並應用推薦的實用書籍（《成功人士的七個習慣》、《先問為什麼》、《信任的速度》）。
• 參加培訓和研討會，不斷提升自己的領導力。
5. 創建積極的團隊文化：
• 鼓勵團隊合作和協作，建立一個開放和支持的工作環境。
• 定期組織團隊活動，增強團隊凝聚力和信任感。
通過這些步驟，你可以逐步從一個管理者轉變為一個優秀的領導者，創造更大的價值並實現自我成長。
“From Manager to Leader: Practical Insights on Corporate Management and Personal Growth”
Recently, I participated in an internal trainer training course and gained many valuable insights and reflections. Here are the most profound takeaways from this course:
Perspective and Management Style
The first activity in the course made me realize that our management style is often shaped by our perspective. Due to frequently handling issues and anomalies, I have developed a problem-oriented approach, which makes me overlook encouraging my employees and managing upwards. Through the activity of identifying three positive perspectives about people around me, I deeply understood how our internal thoughts influence our actions and communication. As a leader, focusing on the positive and the proactive helps build stronger trust and team cohesion.
Four Dimensions of Management
We discussed four dimensions of management, which helped me adjust my management style effectively:
1. Newcomers: Need more guidance and direction.
2. Intermediates: Require more coaching and guidance.
3. Veterans: Can be assisted with mutual understanding and minimal direction.
4. Empowered Partners: Collaborate and align with the overall direction and goals.
Importance of Trust
Another group activity in the course discussed actions and perspectives that could build or destroy trust. Trust is fundamental for effective team collaboration. For example, when colleagues have a conflict, directly intervening and imposing my own solutions can erode trust. This reminded me to be cautious in handling such situations to maintain the trust within the team.
Self-Assessment and Practical Application
One of the most beneficial parts of the course was the self-assessment and evaluation form, along with related scenarios. This practical exercise allowed me to evaluate my management approach and improve it in real work situations.
Recommended Books
Finally, the trainer shared a few practical books that have been very enlightening for me:
1. “The 7 Habits of Highly Effective People”
2. “Start with Why”
3. “The Speed of Trust”
Through these learnings and reflections, I have gained a deeper understanding of my management style and feel more confident in facing future challenges. I invite everyone to join the discussion and share your insights!
Checklist: Transitioning from Manager to Leader
1. Build a Positive Perspective:
• Identify and acknowledge three positive behaviors of team members daily.
• Regularly have one-on-one positive feedback sessions with team members.
2. Enhance Trust:
• Avoid direct intervention in conflicts; instead, guide team members to resolve issues themselves.
• Encourage team members to participate in decision-making and express their opinions.
3. Adapt Management Style Flexibly:
• Adjust your management approach based on team members’ experience and abilities (guidance, newcomers, intermediates, veterans, empowered partners).
• Regularly evaluate and adjust your management strategies to meet the changing needs of the team.
4. Continuous Learning and Growth:
• Read and apply the recommended practical books (“The 7 Habits of Highly Effective People,” “Start with Why,” “The Speed of Trust”).
• Attend training and workshops to continuously improve your leadership skills.
5. Create a Positive Team Culture:
• Encourage teamwork and collaboration, fostering an open and supportive work environment.
• Organize regular team-building activities to enhance team cohesion and trust.
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By following these steps, you can gradually transition from a manager to an outstanding leader, creating greater value and achieving personal growth.
