Chapter 12 Can the work of the eleventh letter be left to the subordinates?

Build your pyramid from above! Daughter who likes to be a night owl: I heard that for the past four weeks, you have been working late into the night every day, analyzing why our company has not fully implemented customer service, and researching feasible improvement methods.This study will indeed be an important reference for the board of directors in deciding whether to pass major resolutions related to the rise and fall of the company. Such an important research report must be carried out in five stages: (1) Setting the purpose What is the purpose of the research report? (2) What information is necessary to draw conclusions?How to carry out the investigation and selection of these intelligence? (3) Actual collection of necessary information. (4) Organize the processed data systematically so that the analysis can be correct. (5) Final analysis and draw correct conclusions.

How could I not know this? !I seem to hear you say that.Of course I don't doubt that you know all of this, but the reason I'm taking the trouble to say this is because it's the only way to make good managers.From this point of view, I feel uneasy that you are doing this work alone at this moment.When I asked you about this, you said: It is better to do it yourself than to ask others for help.I admit that your words are correct, but there is a fundamental shortcoming in your conception.That is: if you are not in a certain period and take the trouble to guide your subordinates to do this work, you will still have to do the same thing ten years later.In the future, if something has to be done in a short period of time, and you happen to be sick or on vacation, or the company has other commitments that prevent you from doing so, won’t there be problems then?Will the company suffer huge losses as a result?That is why I am now talking about the issue of delegation of powers.

Although I run several companies, one vacation lasts for two months. I fly my own plane and travel around with ease!How do you do this?I have been asked this question countless times in the past.And my answer is the same every time: because I leave the day-to-day business in the hands of capable managers.Are you telling me that my answer is too simple?This is true. However, it is rare for an operator to deliberately train his subordinates to improve their capabilities for the purpose of finding someone to act as an agent?I really don't understand why there are so many people who don't want their subordinates to delegate tasks.Is it because they can't trust their subordinates or because they are stupid?Or is it because you are afraid that others will perform better than yourself?This person can handle things better than I do, so I empower him to take charge.People who have the courage to say this sentence can be said to be unique. If someone said this to me, I would definitely admire it.I hope my managers understand this.If this person is saying: He is better at handling things than you (referring to me) and me.I will definitely be happier.

In order to increase the value of the company's assets, the fastest way I know is to allow motivated and capable employees to exert their working capabilities as much as possible (the workload can be increased in turn).This is because as each employee's ability to work increases, there is greater potential for career development.Conversely, if the growth of employees is hindered, the growth of the company will definitely stagnate. The blind Greek poet Homer, around 700 BC, wrote on the question of delegation: It is impossible for one person to direct everything.Some people got the fighting power from one god, others got the dancing ability from another god.Some were gifted with the talent to play the harp or sing, and others with a good heart bestowed by the loud voice of the god Zeus.

To sum up this passage, isn’t it that people have their own strengths? Wise delegation of authority should start with a careful assessment of the abilities, ambitions, and desires of subordinates.Given the chance, most of them will surprise you with excellent results.And when you give new tasks, their attitude will be more confident.In the corporate world, there is no greater joy than being recognized for your abilities and assigned to a job (whether you get a raise or not) that is worth your while.Don't you feel extremely gratified when you hand over a task to a subordinate, and this person has done a remarkable job?

Then talk about the second principle, that is guidance.Competent and capable managers, in order to get along with loyal and promising subordinates, the basic relationship should be guidance.People who have achieved great success in the corporate world are often excellent teachers.Excellent teachers certainly have excellent teaching methods, and they will also give students sufficient time, and support and encourage them with great patience, until students maximize their potential. And what you get is part of the work that you had to do yourself before, and you can hand it over to this person in the future.At this time, the key to determining whether the final success is how to start supervising these new tasks.This means that you must establish an ideal communication channel with your subordinates, so that you can receive the latest information at any time, and at the same time, you can quickly discover the problem and prevent it from happening.In short, you need to have absolute confidence in your subordinates.So your new task is to support these people so that they can break through the difficulties.

When you reach the top of this pyramid, you can safely receive the salary that the company pays you.You sit in this position to organize, guide, nurture and inspire your subordinates so that the sales and market researchers you lead can look forward to the direction they should go in the future. Looking at it from another angle, managers who dare not or do not want to authorize their subordinates may feel uneasy about their own abilities.If we had people like that in our company, I think they should have packed up and gone.The more people they develop, the more the company's career foundation is eroded.This is the same reason as the bottom rot of the wood. If it is not noticed and allowed to spread, no matter how tall the house will collapse.I will never allow such mold to infest our company.

It is my wish to discover the hidden talents of more introverted people as much as possible.After becoming a part of our company, I am eager to get a promotion opportunity, and I am determined to do my best to achieve this goal. What I want to do is to give such people the opportunity to use their untried, potential, or suppressed Give full play to your talents.I want to repeat here again what I have told you before. To build a career, you need to cooperate with people. It is wrong to use people to cooperate with your career.The Roman poet Wilkilius said in 50 BC: No one is omnipotent.This sentence fits exactly with this.

I hope that the next time you write an important report, you can follow the five stages mentioned above.And decide in advance that those homework must be done by yourself.In the stage of studying how to collect the necessary information, can't you mobilize those talented people around you?Gathering information in the field is the most time-consuming, so I hope you will leave this kind of work to others.Appropriate processing of data requires your close supervision, and of course the analysis needs to be done by yourself with prudence.Even so, I believe that the cooperation of the subordinates and the analysis made with their data will be of great help to your homework.As far as the results are concerned, this will undoubtedly make your final conclusion more certain.

There are quite a few cases where the hard-working reports did not bring much benefit to the company because they did not rely on other people's brains.When analyzing intelligence, it is ideal to ask as many people as possible for their opinions.What's more, it can relieve you a lot of burdens, so why not do it?And the most important point is that by involving your subordinates in the operation, you have begun to develop them into important personnel. You know how much I value this, so I don't need to repeat it? So, I would like to suggest to you that in the future, stop driving the midnight oil for what others can do or should train others to do.In this way, I believe that the strength of your department will become stronger, and the morale will also be boosted. As a result, your boss will definitely treat you differently.When you come home from overtime and look at the children who have fallen asleep and think that there will never be such a thing again, don't you feel moved?

Building a business or setting up a department in a company can be likened to building a pyramid from the top, and you are the stone at the apex.And how many layers of solid foundations you have under this pyramid depends entirely on how you select, train, trust, supervise, and promote your subordinates.It is a pity that many managers do not understand this and feel that promoting subordinates will endanger their own status. (In fact, that's what jeopardizes the company's security!) I don't know about your situation, but I can rest easy every night because the base of the pyramid is so strong.Needless to say, one of my solid foundations is of course you. The first true pyramid was built by King Snephar of Egypt in 2600 BC.However, it was his son, King Gufu, who inherited his legacy and built the Great Pyramid at Giza.Go ahead and build your pyramid!I hope that you, like King Gufu, built the most ideal Great Pyramid. Snefar