This article is written for old classmates, without too much personal feelings.<\/p>
“Seven Habits of Highly Effective People” is a master’s degree in business administration from Harvard University, and is written by Stephen R. Covey, Ph.D. from Brigham Young University. It is an economics and management book. Although, people’s high performance and success are not It may be possible to achieve it only by relying on the seven habits in the book. Moreover, the problems discussed by the author are still not rigorous, and there are inevitably regional differences in the methods of the author, especially in China, which is different from others. In any country or region, because of this, the “Chinese Management Philosophy” came into being, and Chinese people such as “Zeng Shiqiang” teachers have made outstanding contributions in this regard, and the executives of major domestic companies and industry professionals are also fully learning It can be seen that its impact is not general. But in any case, there are some things in common for human success and high efficiency, and the views and methods discussed in this book are not without reference to us. Throughout the book, I am most deeply impressed by “Busy to be busy ——- Personal management with key points”. Below, I have some thoughts about myself and my situation.<\/p>
Although the topic of this chapter is “Personal management with key points”, it says “not time management but personal management”, but in essence it is still about time and effect, and the different ways to deal with this problem in the past and its advocates Methods are compared.<\/p>
The author first puts forward the point: the premise of personal management is independent will, and then it is deepened as “self-control”, because in the process of our life and learning, we often encounter interference of this kind or that, and often these interferences are not prompted. It’s so tempting. If you are not firm in self-control, you will definitely let go of what you are doing and do other things. Even if all your sensers are arranged, the required information is ready, and the day calendar is also a box of colored pens, you can still find yourself staring at the window, thinking of a certain boy or It’s a girl, a certain weekend, a certain trip, a certain show, or just watching the sun reflecting off the water. You and I in life tend to be like this, what do you do? Here, the author has a very good point: it is not lack of self-control, but the effort to determine goals has not yet reached home. Facts have proved to be the same. We always think that our goal has been determined. However, this is not a goal but just a task, because even if you don’t complete it sometimes, it won’t be so, because it is not the most important, so it can’t Arouse people’s strong desire for it, how can a goal without desire can be done willingly, but the author also has another point here, “The winner can do what the loser can’t, even if it is not willing, but for Ideals and goals can still overcome psychological obstacles with perseverance.” The author replaced the word “desire” with another word — “ambition”. He emphasized that “a strong ambition can make people reluctant to do so, and get rid of the entanglement of urgent tasks”. In fact, the two situations mentioned above are not inconsistent. Their ultimate goals are actually the same. Just like, no one wants to review complicated materials, but in order to get a good score in the exam, they also bite the bullet and do it, “review” Although this fact is reluctant to do so, “achieving good results” is the most desirable goal, so “clear and desirable goals” can be effective. The same is true at work.<\/p>
From the above question, the author brings up another question, about the urgency and importance of the matter, which is also the most important question in this chapter, but the author did not give an overly specific exposition, but the author has something to say:” How to distinguish priorities and cultivate organizational skills is the essence of time management.” We often encounter this type of people in our lives. They seem to be busy and busy all day long, and are obedient to their superiors. However, if you look carefully at their grades, they are not ideal, and most people will not get a big promotion. , The author of this question also mentioned that the above kind of people belong to the target person of “issue order authorization”. If you use inappropriate words to describe them, you can compare them to “machines.” I will discuss this issue later. Management requires the optimization of the use of the overall time, that is to say, make the production produced at that time the highest, instead of only considering the length of time that can be used, this is also the problem of the product and production capacity that the author said, but The author did not give a specific explanation. The problem that this chapter wants to solve is how to determine the importance of things. The author points out from a clear point of view: urgent matters are not necessarily the most important. Just like the call that comes from the highlight, although it is urgent, it is not the most important. Often such things are important to others, not too important to yourself. So how to determine the importance of things, the author believes that it is related to the goal, but in reality, it should be a matter of planning and arranging “time management”. The most important thing is the most closely related to the goal, and the bottom row is in turn. Harvard University\u2019s research on \u201ctime management\u201d has made a suggestion: use the \u201clevel allocation\u201d method to list the things (work, study and other) to be done in 2 days or 1 month, and arrange them according to their priorities. The most important and most urgent cases are class A; the second class is class B; the cases that can be done or not done are classified as C class. For A and other things, arrange more time and the most energetic “peak period” to do; B and other second, C and other can arrange some sporadic time, or simply do not make specific arrangements, just do it if you have time, even if you don’t have time Therefore, the \u201cpeak period\u201d proposed above is more useful than the author. Note that the above plans are short-term and not long-term. Long-term plans are of course important, but long-term plans are mostly depressing. If you want to achieve your goals as soon as possible, in addition to long-term plans, you must also make short-term plans. Organize and regularize life. People are very prone to burnout and very forgetful. The plan is too far and too big to be realized for a while, and it will lose its freshness and make people tired and depressed. It often happens that a one-week or one-month plan cannot be completed as scheduled due to a two-day delay. As a result, the longer the delay, the more accumulated, and finally it becomes a plan for the plan, completely ignoring the purpose of the plan, and what effects the plan should help us achieve? Such a plan becomes a paper talk, losing its original meaning. However, in the final analysis, the importance of things has not been clearly distinguished, and they have not been able to adjust day by day. In the end, the whole plan has deviated from the original goal. The author also raised related questions in the “Four Steps of Personal Management”. It also advocates determining roles, choosing short-term goals, and then arranging the progress, adjusting daily. Of course, short-range goals must be related to the ultimate goal, and short-range goals are the means to achieve the ultimate goal. “The key to mastering is through the exercise of independent will, establishing a principle-focused attitude to achieve an effective self-psychology.” Mastering the key is of course important, but it must be based on principles. Even if something illegal can help achieve the goal. It is absolutely impossible to do it.<\/p>
However, no matter how clear the goal is, no matter how accurate the timing is, it is useless and fruitless if it is not implemented. “It is not easy and pleasant to follow the wishes of others to complete the important tasks in the eyes of others, or to enjoy the activities that are not tense and unimportant. As for execution, self-control is more or less tested. At this time, you must rely on sincerity and righteousness. The cultivation of the heart, the firm will.” Of course this is not so easy to do. The question is why someone has been an employee and someone can continue to be promoted. Without the courage to refuse, it is impossible to concentrate on the urgent tasks. In real life, on the surface, we have to reject others at most, but in reality, we have to be able to reject ourselves and our greed and laziness. It is much more difficult than rejecting others. This charm or habit sometimes takes a lifetime to cultivate. When implementing the plan, we must learn to be flexible. People and things are alive. This issue has already been mentioned above, so I won’t repeat it. The author also puts forward a point worthy of everyone’s attention. It is necessary to admit that people are more important than things. For all living beings, oneself is the first consideration. Only by determining your own position can you take care of others, be efficient with things, and be effective with others. The author did not give a specific explanation of “utility”. Utility (English: Utility) is one of the most commonly used concepts in economics. Generally speaking, utility refers to a measure of the satisfaction of consumers’ needs and desires through consumption or enjoyment of leisure. In fact, this is not only the case for consumers, but it is the same for everyone. It is impossible to achieve long-term satisfaction of not having the satisfaction of fulfilling the plan but only focusing on efficiency.<\/p>
Although the author talks about the topic of personal management, it is not limited to individuals. It is drawn from the section “Efficient Secret-Authorization”. Everyone’s ability and energy are limited. It is impossible to learn all the skills, only to do better in a certain field or certain fields. A person who is good at management does not necessarily know the production technology, so there are leaders and employees. However, a manager who does not understand or is not willing to have the courage to authorize is not a real manager. Everything must be done personally, and the final result must be physical and mental haggard, management confusion, slow production or even stagnation, leading to a decline in overall performance. A manager who has the ability and IQ must dare to authorize and make full use of the abilities of others to achieve what I expect is what the manager should do. This requires a certain amount of courage and courage. According to the author’s point of view, authorization is divided into two categories. One is to issue order authorization. As mentioned above, although this type of authorization can play a certain role, for some employees, this authorization must also be used for it. , Generally exists in the lower part of the entire management or directly refers to the lower-level employees. However, if the senior management also adopts this authorization method for the next higher management, it will not achieve a good effect, reducing the need for secondary problems. The purpose of having time to deal with the overall situation has not been achieved; another authorization method is full trust authorization, this authorization method is the truly effective management method, this authorization focuses on the result rather than the process, and the person who accepts the authorization can arrange his own subordinates or draw up The solution, but the specific form of implementation is up to you. For senior managers, they only need to determine feasible goals for them. It can be seen that this authorization method will greatly improve the management scope of managers, which can not only promote the implementation of overall goals, but also It helps to save yourself a lot of time to determine the next goal. Of course, there is a problem in this, that is, the selection of authorized objects, which needs to test the understanding and control ability of senior managers to subordinates. . Achieving a reasonable authorization and achieving the expected effect requires the comprehensive application of two authorization methods. The more the bottom layer is, the greater the proportion of “command authorization”, which of course also depends on the specific situation.<\/p>
Whether authorization can be implemented is also related to the success of interpersonal relationships. Good interpersonal relationships can weaken the meaning of commands and make them willing to do it. On the contrary, mechanical execution without passionate input will definitely not be better than the former, and there may be a discount. mission accomplished. Furthermore, this is dealing with the relationship between a group and an individual, including the relationship between high, middle, and low levels, the relationship between the high, middle and low levels of each person and each level, and the relationship between the entire group and the individual.Of course, it is all levels that play a leading role. Whether the managers of a company can build a harmonious team and achieve brainstorming is sometimes the key to the success or failure of a company.<\/p>
The seven habits of high-performance people mentioned by the author are not independent. To achieve high performance, you must integrate all habits. Of course, these seven habits can not be done absolutely, and integration of all aspects is required. Only use it. This article only briefly explains one aspect of the book. It is inevitable that there are some biases, and I hope to get more criticism from people.<\/p>","protected":false},"excerpt":{"rendered":"
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