Seriously first, clever second — what is the real implementation

I'm a book seen such a story, told in a beautiful countryside scenery in a room, the wall is equipped with three-side mirror. The mirror surface, rugged, and stains, looks very dirty.

The second side mirror, clean elegant and decorated with fine carving of the picture frame.

Third mirror, neither frame nor decoration, just a clean clear mirror.

When faced with the mirror, we see? the answer is: "one not clean the mirror. "A second mirror? the answer is:" saw a beautiful mirror. "Third mirror? the answer is:" to see a beautiful landscape. ”

I think this story out of the execution of truth: true implementation should like this third mirror-people see results: mirror and saw a beautiful scenery, not the performance characteristics of its own as a mirror (carving exquisite picture frame).

But the difficulty is also performed here. In all group activities, human nature has always been around but an eternal Ridge: self-centered. Everyone wants to take out the beautiful scenery at the same time, tell people "this is me out and not others as out of." But once the "self", the customer or the result may be placed in the second or third place.

Therefore, truly effective management, organization, institution or culture to achieve, through a set of organizations, programs to constrain misconduct, or use the culture (such as customer first) inner change action concept. Thus, in most cases, do a fixed objective of simple repeat process.

This lock target simple repetition of the process, even up to professional level. The so-called professional is always in the code of business conduct to adhere to basic business rules and business ethics to the company's interests and goals instead of individual likes and dislikes as their actions. Therefore, the professional execution is "seriously first, clever second."

However, with "strong self" individuals in most cases is "smart first, second," seriously, particularly enterprise leaders "extremely clever". This time the company is not necessarily performed, but lack the institutional capacity of the enterprise. I think this may be the most Chinese enterprises in the "execute" issue of truth: because entrepreneurs implementation capacity is too high, it causes the enterprise implementation capacity is too low.

Here, we should note that the entrepreneur's ability to execute and enterprise implementation capacity are two very different concepts. Entrepreneur's ability to execute is personal and enterprise implementation capacity is the ability to organize or institutional capacity.

Entrepreneur's ability to execute is the rule, and the institutional ability to execute is the "legal". The rule of entrepreneurship are usually used to "go", the philosophy behind is "suspect not, says Shiao:". While institutional implementation capacities underlying philosophy is: people are bound to make mistakes, so if you have to suspect, to establish a system to regulate and constrain people's behavior.

United States well-known management home, the visionary book author Jim • Collins from 400 fame United States corporate giants to the United States in recognises the greatest CEO of 10 bits (see Fortune Chinese Edition 9 monthly). Surprisingly, many famous figures have not been selected, such as the world's richest man Microsoft CEO Bill Gates, former CEO of General Electric Jack Welch, etc.

On the contrary, on the list of 10 entrepreneurs who did not think of themselves as CEO of material, such as the Boeing Company CEO Bill Allen. Collins noted that this great top ten CEO is: they established their own after leaving office, the company continues to flourish Enterprise mechanism for long; they dedicated to building a large and lasting system, and is not intended to become a great leader, and they laid the foundation of prosperous enterprise, enabling enterprises to sustainable development.

So, I think the Chinese business community on implementation issues, not putting the cart before the horse, to sacrifice for the sake of quick-impact on business visionary "gene" (institutional and cultural) of the building. We should know the source of sustainable growth, lies in the system and culture on the "nature of good and evil suppression", only in a "road", on the implementation of the "for" the pursuit of meaningful.

I will be thinking about the implementation of the above into so few:

First, perform as a system and culture, the most basic kernel? I summarized the sixteen words: seriously first, clever second; system first, can the second person. Here the emphasis is clearly not to place undue reliance on personal "smart" and "talent", but to rely on the system and all the staff of seriously. This also means that, where there is a great company, culture must be single, and those that mediocre company, has a colorful cultural figure of the "boss" and "corporate culture".

Followed by the execution of policy issues, I have summed up the results of the sixteen words:, self back ahead, targeted, simple duplication. In implementation, to customer interests and the interests of the company in the first place, the "self" hide in programs and processes, train employees around the goal of the professional spirit, which can guarantee the implementation of the results.

And finally the implementation process requires mastery of three points. Before beginning the implementation, you need to grasp the point is confident that the success of the first and second. To have decided anything, confidence is the estimation of the risk should be before the decision. Once you have decided to discuss it more success is an excuse.

In the execution of the process, the need to grasp the essentials is the first, perfect speed. We often have in the implementation of this phenomenon, was not to give up to 100, the result is 0, the number of successes and setbacks: 0.1 ＞ 0!

When finished, you need to grasp the essentials is the first victory, the reason for the second. Responsibility through actions result in the award of the penalties established, in most cases (like SRRS such exceptional circumstances require as an exception), it is necessary to establish a on the issue rather than the person of culture, it is important not to discuss failure reasons, but the results established responsibilities and rights symmetric mechanism.