执行力：合适人的、合适的工作_工作的效率和执行力
执行力：合适人的、合适的工作由刀豆文库小编整理，希望给你工作、学习、生活带来方便，猜你可能喜欢“工作的效率和执行力”。
How to get the right people in the right jobs 如何找到适合的人来做适合的工作？如何做到适才适所? 如何做到知人善任? Traditional interviews aren't useful for spotting the qualities of leaders who execute【传统的面谈方式，在挑选具有执行力的主管时，并不太管用】.Too often they focus on the chronology of an individual's career development and the outline of specific aignments she's had.传统的面谈方式，在挑选具有执行力的主管时，并不太管用，因为主试者大多将焦点放在应征者的职业生涯发展与负责过的任务上，但是却忽略其真正的表现。
Interviewers don't usually dig into 【】the person's record to see how she actually performed in her previous jobs.How, for example, did she set priorities她如何设定工作的优先顺序?
Did she include people in decision making? How to make decisions? Can she justifiably take credit for 因...而得到好评those good financial results, or was she just moving from position to position one step ahead of calamity? There are far too many examples of people who have chalked up【chalk up v.记下, 得到】an admirable record by the numbers at the expense of people and then left behind a weakened organization.我们应注意应征者是如何设定工作顺序、如何决策、是否会倾听别人的意见、公司的杰出表现是否是自己的功劳或是运气好? …find out about their past and present accomplishments, how they think, and what drives their ambitions.确认应征者过去的成就、想法及工作抱负背后的驱动力。
(1)深入分析工作性质analyze in-depth the specific qualities for the job
① 许多领导人并未界定某人到底具备何种特质，才能胜任目前的工作。
② 其实很多领导人也不清楚出任某项工作该具备的三到四项的条件（three or four nonnegotiable []不可谈判的 criteria）——缺乏这些条件的人必定无法胜任。
(2)勇于采取果断行动take decisive actions ① 许多人都会遇到单位里某人绩效不佳，却能年复一年稳如泰山。主要的原因是，其主管缺乏情绪韧性（emotional fortitude），不愿采取果断行动处理而导致冲突。② 这种情况会伤害公司，如果缺乏绩效者占据高位，更可能断送公司的前途。(3)摆脱个人好恶
① 许多用人不当的情况，是因为主管晋升的人是与自己合得来的下属。② 若是这种信赖感来自错误的原因，可能会酿成公司严重的问题。(4)培养个人担当personal commitment 让员工获得正确的工作经验，如接触多方面的工作、向别人讨教、给予坦承的回馈，并向他们提供指导。
Larry Some people interview well, and some nonethele be the best choice for the job.That’s why it’s so important to probe deeply, know what to listen for, and get supplemental data.It takes time and effort to drill down further, but it’s always worth the trouble.The first things I look for are energy and enthusiasm for execution.Does the candidate get excited by doing things, as opposed to talking about them? What does this person want to talk about? Does she talk about the thrill of getting things done, or does she keep wandering back to strategy or philosophy? Does she detail the obstacles that she had to overcome? Does she explain the roles played by the people aigned to her? Does she seem to have the ability to persuade the others enlist in a miion? “How does he set priorities? What qualities does he know for? Does he include people in decision making? What is his work ethic and his energy level?”
成长的最大瓶颈在于人才。只要还有疑虑, 宁可暂不录用, 继续寻找千里马；当你感受到需要改革人事时, 赶快采取行动；让最优秀的人才掌握公司最大的契机, 而不是让他们去解决公司最严重的问题。要求严格的标准, 但不是无情。为追求卓越而追求卓越, 是一种道德规范
普克定律(Packard’s law): 当一家公司的成长速度一直高过于延揽人才的速度时, 就不可能成为一家卓越的公司.
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合适就好心情随笔......
