How to improve the thinking power of managers, how to improve the management ability of managers

It is recommended to consider how to improve the "thinking power" of managers from the following aspects.

The first thing to consider is how to ensure the correctness of the thinking. Thought is the result of mental activity, so it may be easier to understand the expression of "thinking power" as thinking ability. Correct thinking depends on the right way of thinking, and rational and correct thinking depends on correct philosophical consciousness and logic.

Studying some philosophical and logical knowledge is the fundamental foundation for establishing a correct way of thinking.

Flexible thinking is the source of abundant ideas. Training and cultivating multi-directional, complex thinking skills can promote flexible thinking. For example, use inductive, deductive, reverse, horizontal, decompose, intersect, jump, ......and other thinking methods to think.

If we say "improve", quality must be an important indicator. The "quality of thought" is expressed both in terms of correctness and in terms of depth. The depth of thought determines the value of thought.

Depth of thought is premised on deep cultural knowledge and deep professional understanding. Therefore, it is necessary to enrich cultural knowledge and improve professional knowledge.

The larger the space for thinking, the higher the degree of freedom of thinking. Knowledge is not only in books, but also in the world. Broaden your horizons and communicate extensively. With a wide horizon, it is natural that talents will surge. Only when you see something, can you think about it, and only when you think about it can you finally think of it.

The manager's mindset is a reality-oriented mindset. A full and deep understanding of objective reality is the basis for managers to think about problems. Being good at finding problems, being able to correctly understand and recognize problems is the passing score of managers, and without the ability to find and recognize problems, there is no ideological foundation for managers, and everything is impossible to talk about.

To improve the "thinking power" of managers, it is necessary to start from the problem, based on knowledge, and start with flexible and correct thinking.

An HR asked:

Our company has been doing OKR management for a year, and will require various departments to hold weekly meetings and monthly meetings regularly to review their work, but some employees feedback that this kind of management is too rigid, and they prefer to have meetings that are open when there is something to do, and how to deal with this problem

Problem analysis: OKRs are performance management tools, and the key is communication, and the purpose of communication is to achieve cognitive alignment across all aspects of the organization. Whether it is a daily exhibition, a weekly meeting, a monthly meeting, a semi-annual performance interview, or training, **, OA approval, etc., they are all different forms of communication, all in order to achieve cognitive consistency.

So the key to this problem is cognition, and frequency is just a means to achieve cognition.

Tips: An OKR is an ongoing set of discipline requirements that aligns an organization with certain constraints to form appropriate management behaviors. Therefore, in the management of OKRs, it is best to establish a corresponding review system based on business scenarios, for example, the Tita team synchronizes and reviews work information through a fixed form of daily stand-up meetings and weekly weekly meetings.

The frequency of meetings can be decided based on the length of your OKR cycle. If it's a bi-monthly or quarterly OKR, you can do it every two weeks. If it's a monthly OKR, you can do it weekly.

The frequency of meetings can be decided based on your organizational level. If it's an organizational high-level OKR, you can do it once a month; If it's a mid-level OKR, you'll want to do it at least bi-weekly or even weekly.

For small teams at the grassroots level, it is recommended to stand up every day. For example, there are three core themes for the Tita team's daily stand-up: What is your task today? What problems may you encounter in the process? What support do you need?

Regardless of the frequency of your meetings for review, it's a good idea to keep your progress updated in your OKR system every week, or even write a weekly summary so that other partners can keep each other informed of their work even when they're not in a meeting.

In addition to regular meetings to review, it is also necessary to continuously improve the quality of the review. Meetings and good meetings are two concepts, and teams can use more thinking tools and management models, such as GROW questioning rules, NLP leadership, and circle thinking to improve the quality of communication.

I recommend you to follow Tita OKR".

From six aspects: knowledge innovation, technological innovation, organizational innovation, marketing innovation, management innovation, and cultural innovation.

Knowledge innovation. The permutations and combinations of knowledge are an innovation. Managers only need to take the fragmented and loose old knowledge, systematize it, and rearrange and combine it, and new knowledge will be generated.

Technological innovation. Isaac Newton once said, "I see far because I stand on the shoulders of giants". Nowadays, many new technologies and new inventions are the result of further improvement on the basis of predecessors, and managers must be good at innovating on the basis of original technology.

Organizational innovation. Organizational innovation refers to the flattening of an organization and the learning team. When managers are in a state of nowhere to go, the original organizational structure framework will be adjusted and reformed, and there will also be the effect of "another village".

Marketing innovation. The way of marketing also needs to be innovative. Many goods are not in demand, and savvy businessmen know how to create demand through innovation.

Management innovation. Management innovation is a process of enterprise change and process reengineering. With the continuous development of society, the original management methods of enterprises can not meet the needs of the times, and management innovation has become the central task of enterprises seeking survival and development.

Cultural innovation. The ultimate goal of cultural innovation is to make the enterprise sustainable and evergreen. Corporate culture must change with the times, and through innovation and development, it will successfully transform intangible value into tangible and measurable goals, and comprehensively improve corporate benefits.

If you feel that you can't do it, you can buy some relevant books for **** After completion, you can practice, see if it is effective for the industry you are in, things need to be practiced, time is also necessary, use it to remember that it is your own, the above are personal views, I hope it can help you.

Introduction to Management, Management Environment, Management Decision-making, Management Planning, Management Organization, Human Resource Management, Motivation, Leadership and Evaluation, Control in Management, Management Innovation, Corporate Strategy, Global Management.

Two aspects, internal power and external strength.

Internal strength is one's own qualifications, which field of expertise is one's expertise. Design the management ideas of this profession according to their own business.

External power is the watchword of managers. There is competition in any industry, and competition lies in development. The best way to develop is to look outward and understand the latest market**.

As a manager, you can improve your thinking power by deepening these two directions.