Probably since 2000, has now been done for almost 10 years, many ups and downs along the way, you can share with you.
first brief look at China Resources, China Resources is a central level, a new state-owned enterprises. Including more than 20 companies, of which 6 in the Hong Kong-listed companies. Business is very complicated, there is food, beverages, real estate, power generation and so on. In this case, CRH way to try to promote organizational learning organization's progress and development.
us to share with you the case of CR property, how to change through action learning manager, organization and culture. The development of the company against the backdrop of action learning in July 2001, the acquisition of China Resources Beijing Huayuan Group, the real estate celebrity Ren's company, renamed after the acquisition of China Resources Beijing Land Company, December Ren leave. March 2002, China Resources Group, sent a 32-year-old general manager only to the original general manager of the end of 2002 郭钧 left. Organizational changes in the process of high-level face tremendous challenges. First, the new general manager Chen Ying was very young, this young team after the establishment of the first face is that the pressure of performance. Listed in Hong Kong in 2003 after the sharp decline in overall performance, evaluation of the Hong Kong market is very bad. Second, the operational efficiency is low, then the market in Beijing, we and peers, then much slower, from land to the submitted about a year slower. Third, the complexity of the team, Chen Ying is doing the building, there is no property management experience. Chief Financial Officer of the team from Hong Kong, design director came back from Harvard, a variety of people have, and Ren Ziqiang, and 郭钧 the original team of people. We completely different ideas. Fourth, cultural conflict, Ren Ziqiang, and 郭钧 walk to the fact, and culture are related. Resources never promote team-style culture, cultural conflict before it and is very strong. In this case, how to do it?
Resources Group since 2000, the introduction of action learning, action learning to promote the group with the change,UGG boots, from an old foreign trade enterprises, into industrialization of large groups. Action learning in the whole process of change has played a very important role. Therefore, CRH want to use action learning methods to deal with China Resources Beijing Land Company challenges. Harvard
in determining the action learning approach to solve organizational problems, from where to start? At that time we chose a critical negative event, organized more than 30 key technical personnel to action learning group. In the cut when the problem encountered differences, because the company's management team are doing business background, they expect to be able to import the system of project management theory, as soon as possible to solve the problem of low efficiency. But our expert advice is now not just the problem of weak project management, team issues, cultural issues such as project management can not be resolved. Experts suggest starting from the problem-solving approach, coupled with tools to question the methods of reflection, questioning reflection is the core of action learning in the comparison tool. Eventually the team used two sets of methodological tools, a set is the basic method to solve the problem for efficiency. Another is the question, reflection, discussion and other learning methods and theories. Finally, this project successfully resolved the issue, panel members have also grown and improved.
determine the method, we first questioned the selection of topics and reflections: We chose this topic, right? Select whether the Right? Select this title on the value of what we have to challenge? The subject of how we like to study? China Resources Group, we develop their own problem-solving framework, key issues from the phenomenon and then to cause the end, we focus on the four core issues affecting the project. Then we began operations, respectively, the four fundamental problems to solve. In the process of problem solving is divided into four groups, each group to study the conclusions? On what basis? What results have come out? We repeated the question and reflect on whether to set up like you? Can not prove? Then we import a number of new learning methods and tools to determine the core of the discussion out of what it is? We professor of organizational behavior at Harvard University's double-loop learning Eddie Reese, the first ring of the things we have found, and the second ring is behind, what is really causing the problem? After the second discussion, we identified the company positioning. As a real estate company, we do not have a very clear product positioning, in fact, 02,03 years ago, many companies are not very clear position of opportunity-driven, can get to to do, do it to sell a quantity , the specific number of million sold off there is no clear estimates. In fact, we are re-positioning, and then through a professional approach to customer segmentation, market research business models, including Vanke to learn and study in Beijing of selling real estate.
After repeated discussions, combing, and ultimately solve the problem. This framework and the management theory and corresponds to a lot of things are relatively clear, the latter is implemented. Through the subdivision to further refine the model to identify relevant indicators. The company also set specific standards and targets is the number? How to change?
is optimized and the final summary of curing. In fact, this time, the company's systems, processes have been adjusted. We mentioned earlier the problem of low efficiency projects had been resolved. But to create a mature real estate companies, or future high-growth real estate company, there may be new problems, then we will re-start the strategic research, which is a continuous, progressive process. China Resources Group in the way of action learning through real estate company focused on solving problems, tools used in many ways, some may be familiar to everyone, and some is not quite the same, including learning theory, action learning, systems thinking, the collective awareness and so on. Action learning as we hope to find deep problems, and to fundamentally solve this problem, to trim its current patterns. Therefore, these methods are important tools. We have also invited some experts to find some tools to study and solve problems, including the resolution of internal problems framework for strategic analysis of market segmentation theory. These theories, when in use, only a part of learning needs can be, not a system to import the entire theory, so the various theories within the company will not conflict. What is needed or where their lack of capacity, to import some external theory, as long as the problem just fine. This action is not a big burden on the learning process.
later the whole real estate industry better, plus the team itself has undergone great changes, from 2003 to 2005 with a contracted value, turnover, net profits are growing. Operational efficiency, reduced from 18 months to 11 months. In addition, it is important to determine the product positioning, urban centers and the urban fringe of several product lines. This product line can be quickly radiated across the country. Resources to do so in Beijing in the Wuhan Phoenix, replication, real estate in Shanghai to do so can be replicated across the country, including Shenyang, Hangzhou, in reproduction, the ability of individuals into organizations. Action learning not only to solve intellectual problems, it is important to also address the emotional issues, we are constantly running, constantly crash, continuous learning, the passion gradually became a very harmonious. China Resources Group in the real estate industry as quickly duplicate the inside of the company's model, which many members of this group have become more than 20 cities in the company's general manager.
the action learning into China Resources Land manager's work and ways of thinking, they think, they can become such a natural way of thinking, this is our best hope to do. We believe that the problems facing modern enterprises is very different from the past, before we do strategy, with organization, with people, with resources, and operations to implement, but is now rapidly changing environment, it is difficult to determine the long-term strategy. Now, the organization is crucial managers. Therefore, we are studying leadership, we have internal logic, first, leaders, and then set strategies. Start with leadership development, to strategy, performance, organization, culture, drawn to the set of the action inside Xue, sub seven steps, which is the operation of our actions Xue a process, through this way, we likened the action Xue an operating system, the above is a variety of applications, the underlying design of many of our projects and training and development. Through this link, so that action learning as our way of thinking.
we have developed a series of learning toolbox, and learning experts. From our own experience of the past few years, we have studied GE, still see a lot of experts to consult internally, to explore, but also take a lot of detours. Before we develop are a single person, once school is over, he was not able to learn things which go back to work, work and later by their colors, how to do it now or in the original how to do it. Now through organizational learning, collective action to learn the way you study the problems are immediate problems, not the past, we have studied the problem every day well, the future there will be many problems. In this process, all the people involved, because there are involved, committed, so it is easy to execute. Hands and feet are used in other companies, GE also use their head, and we not only used in action learning in the brain also uses the heart, and everyone put in emotion. Employees can put into the heart of the company, other companies can not compete with the. We continue to explore the action is still learning, I hope more companies will come with us to discuss and exchange. Thank you.
(excerpts from the article competitiveness of enterprises
most critical factor in Gallup for 20 years, millions of business people on the survey results once again proven the enterprise or sector to achieve excellence in core secret: By creating a large number of enterprises at all levels throughout the High-performance leader, creating a large number of dedicated staff, a large number of dedicated staff to win a large number of loyal customers, a large number of loyal customers has created great profits and excellent enterprise culture.
a bank survey showed that leadership came in the low-end 10% of the managers, the average per person per year for the company resulting in an average loss of $ 1,180,000, in the middle 80% of the managers, per person per year created for the company's net profit of $ 2,380,000, came in the first 10% of the managers, per person per year for the company to create $ 4,520,000 in net profit.
★ training can enhance the performance of traditional leadership
current leadership training deficiencies:
1, objective fuzzy
2, is not based on objective, scientific basis for the
3, the content put together, there is no systematic
4, from the practice
5, way behind the single
6, the project split lack of continuity
7, no synchronization to improve the support system
ABB's survey showed that 70% of leadership is to enhance the work through the difficulties and challenges should honed, 20% to Since the people around them (superiors, colleagues, subordinates, etc.) of 10% from the traditional training. This is reminiscent of Mencius, saying: , it can not have been beneficial. Spend a lot of time listening to the master about The real leader is not out of the classroom, but in an environment full of hardships and dangers, go fight dry out.
★ action learning leadership in terms of reshaping
While promising The differences show in which some people can get from a wealth of practical insights, which can improve the starting point for the next practice, every practice will improve his ability, he is constantly and rapidly progressive; others to do the same thing ten times, but also the starting point to do the same eleventh, he was marking time, or progress is slow.
Many of today's managers, not so much the lack of Our focus is always likely to be those No one can deny, Strong will power only a few people, going against human nature, and can give These people often become saints or great man.
Thankfully, we finally found a way to make us mere mortals can take care of This is action learning. In the action learning process, although the content is still winding our those problems, but for the provisions of a good teacher will use the process, rules, and the skilled guidance skills, sufficient time for participants to remain in the between peer support and stimulate,
, of course, the advantages of action learning is not just reflected in the guidance of Action learning will be the right time in the process, the participants from the see the same thing, they found a completely different picture.
Then, when the participants for a time into a people or their own action plans (not the same task for each person) or a common action plan to develop the next step. Next, the participants return to their original positions, but it is standing on the threshold of a new start in reality the fighting. To integrate action and reflection, this is the advantage of action learning.
action learning: an efficient corporate culture into tools
a) the basic elements of corporate culture corporate culture
measure the success of the final standard has three:
1, the same sense of Here, the , the result must be good.
2, That people not in the lip, but the real act accordingly.
3, this same sense of Can reach agreement People in an organization, if the common conviction of a concept from the era and the environment can only accelerate the demise of the organization.
This means that today many companies build their own organizational culture, the main tasks focus on two aspects:
1, the corporate culture, good ingredients sum up, refine, and continue to pass and deepen . This is the inherited aspects.
2, will hinder the development of corporate culture to find out the ingredients, re-interpreted, or removed. This aspect is change.
b) the old method of the effect of corporate culture
building of enterprise culture is the enterprise can not be ignored, and will always occupy a position of the most important task. However, many enterprises in this matter as far from satisfactory. In many ways the experts have failed to explore the reasons, such as poor leadership, words and deeds and so on. However, the methods used to promote the process, tools, old rarely mentioned.
1, open the General Assembly proclaim. In this way we all know the effect: in one ear and out also. The reason is that preaching is only touched, Well-known organization that psychologists Argyris, everyone has their own But when people take concrete action, but often intentionally or unintentionally follow a different set of rules, this is the Wu Si invented a great strength of the word
2, stay in the leadership of an inscription in red tape and slogans. No doubt the authority of the leadership will help promote a new idea, new ways, but only when other voluntary recognition from the heart when be effective. Many leaders think that corporate culture is to fabricate a few slogans, a few questions such as Culture is not something leaders say, but the leader of the work, words and deeds by leaders revealed that about Comprehend more quickly under the wise and follow the the line, dull eaten some losses after the subordinates will realize that sooner or later and follow the line here. Corporate culture is present in certain tissues,
3, just floating in the Many enterprises in the cultural construction of ideas and methods, followed out of the old The result is that hang in the air slogan-style propaganda, but it is always difficult to reach people's hearts, but can not make new culture among the things reflected in the action.
4, concentrated in a few advanced models. Rating advanced model corporate culture that allows employees to see what is business advocacy action. But the corporate culture and the traditional Because the A man may as popular, or work hard to be as To create a new culture but this may be nothing. All activities must be to establish a new culture touched the hearts of most people, inspire most people think, shape the behavior of most people.
c) the commencement of the event occurring within the enterprise is a cultural change and behavior of the best starting point
corporate culture is not independent of other things factor in, it is like companies in the air, infiltration in every corner of the enterprise, it is more like tissue DNA, rooted in the work plan for each enterprise and decision-making, the impact on organizational behavior. It is hidden in the strategy, embodied in the organizational structure and process, embodied in the human resources system, and in the relations among ... ...
no one can see the corporate culture, but people can be intermittent that characterize the behavior of corporate culture. However, behavioral performance is often habitual, often done inadvertently, we did not clearly aware of their every action. However, the results arising out of acts no one can ignore, no one can deny. So the result is the best entry point into corporate culture. This means that we typically occurs from the business events (events that gave rise to a lot of attention), which can be a successful event, such as customers, profits rise; also be a bad event, such as customer complaints, excellent staff turnover, market share decline and so on.
d) action learning into a new culture can be most effective in the gene
action learning will need to address current business issues and challenges as the theme, the team will be structured dialogue permeates Action - Further Reflection - and then action
than the other way, action learning into corporate culture can best idea, because:
1, the form of action learning to achieve consensus through dialogue. The mind can never be implanted by way of the command to force the minds of others, past history has been fully confirmed this. Dialogue, namely, equality, in-depth and repeated communication is the only path to achieve a new consensus. The consensus on the nature of existence is the form of corporate culture. Action learning, in the promotion of teachers under the guidance of between employees, between managers, leaders and subordinates can be sincere and effective way to expand the exchanges. Understanding from which, trust this long, which formed a consensus.
2, action learning and team learning. The performance of the enterprise culture to share the values and the behavior, in fact this is the result of organizational learning, of course, more often than not under the control of our intention to place. But when we try to improve or change corporate culture, we must intentionally do something. Among these, organizational learning, and further microscopic to team learning is the preferred method to achieve goals. Personal reflection, although one of the ways to change, but only to achieve a common reflection of team learning, which can achieve a new consensus for change.
3, action learning to current business problems and challenges as a starting point, it can easily lead to people's attention and reflection. Concern from a common start event or issue, which means the beginning of a consensus reached in focus, interest in consensus. Action learning course, will not stop the problem, but to further identify the cause of the problem behavior. But the real goal,UGG shoes, or to reach the end of the mental model is deep. It is allowing companies to think in a particular way, to take specific action, and produce specific issues, and specific issues countermeasures. Action learning in depth understanding of the reach of other activities difficult to achieve. But this is the culture change required. The cultural understanding of the genes hidden in the deep of. In short, action learning provides a progressive approach to our understanding of ways.
4, action learning to reach a consensus for action, and paid in practice. Awareness into action will need to have a real learning and real change. Change in corporate culture who must ultimately be reflected in behavioral change, it may be leading to a more transparent way to face subordinates, subordinates may be more realistic face to face higher; it may be to further the interests of customers who put In the center, it might be time to try to improve work efficiency, it may be trying to co-operative attitude more cross-sectoral issues facing ... ... action learning provides a method, a tool that allows us to action from a recognized transformation.
Action learning as a highly efficient learning techniques, can most effectively help enterprises into a new culture of the gene.
action learning is to enhance the execution performance of the best way to
Today, the experts and scholars are given their own However, in our view, improve the execution entry point should be the But no matter relates to
1, people do not automatically perform a ready solution, even if the program great
beginning his career in consulting, we are keen to own design improvement programs, whether performance system development or performance improvement, or cultural change ... .... We are fighting hard days of continuous day and night, then took over from the perfect solution that responsible people, and excitedly waiting for each other's reactions. But we do not see their look in the amazing and appreciated. We lost even more is that after we learned that we have our We got their reward, but his heart was not happy.
Later, we learned that this is not the only body in our personal story. Many consultants believe that their duty is to provide programs, many companies are identified, the development program is the reason companies hire consultants. Mental assumptions behind them, the enterprises to improve the difficulty lies in the development of high-level program. Once you have a good program, departments follow suit, then progress will come.
problem is that both sides missed the point: the implementation of the program is
First of all, if people do not really understand: Why should the implementation of this plan? What is the purpose? Why is this program rather than other possible alternatives? ... ... It may be best to do it, but the process of implementation is difficult to ensure no deviation, because they only know I do not know why they ran.
Secondly, people may understand the meaning of the program, but they do not agree with such programs, they believe the program is not good, so they will be very negative in the implementation.
Third, they understand the significance of the program, but also feel that this program has levels, but do they feel that if in accordance with the program, individuals in addition to increasing their workload, but will not be good, or even damage to their immediate, so they will resist the program.
Fourth, they may feel that the program simply because the designers did not seek their views, or feel that he is not respected, so passive implementation.
fifth, they may figure out their position in the implementation of programs and responsibilities, Yushi just wait for the superior arrangement.
... ...
people do not voluntarily implement a ready-made solutions, even if the program is great.
2, most of the people involved in the development of programs for their own, will be more investment, more consciously
implementation of performance improvement when we as a business consultant when entering the first face project is to improve the efficiency of a production line, this line is the key to the entire production process, but its efficiency is far below the required standard, although to a number of ways, including some experts And has lasted more than 2 years.
we met the director in charge of the production line talked about his initial attitude is not positive enough. Because he thinks he knows the problem, no outsiders, especially as we do not have much experience in the steel business consultant to guide. He has always maintained that only the replacement of new production line to really solve the problem, and any other practices are in vain. Executives do not agree to replace the production line because the company funds are not well-off, all of a sudden come up with such a large sum of money is not an easy thing easy to move, and the plant leadership that other colleagues are mostly used in the same type of production line, and not to When non-for-not. But the leaders stressed the need to improve production line efficiency.
in case there is no other way, the director reluctantly agreed to try using our method. We have competent staff, engineers, and operations workers together. Director explained the problems faced, and hope that we start in on this topic, to find a viable option. Next, we do first a small event to let everyone relax, and then a brief introduction of the We bring people into three groups, each group 6-7 individuals, and try to mix different types of people in a group code.
Initially, we speak very little. Many of us to understand, director at the scene, we have concerns. So we please avoid the interim director. Although some are not happy, but the director or the first out. Then we let everyone would affect the efficiency of the reasons they think on paper, helped by our assistant collected and posted on the wall. At this time, we also requested the director back. Everyone left the seat to the wall to see. Because it is not asked to write the name, so we wrote a lot of real ideas. It is at this time, we began to enter the state, people are wondering about talk with, the atmosphere began to perk up. The director's demeanor showed that he had the same interest with you.
we let everyone back seat, re-discussed, but must follow the principle of dialogue, such as An entire afternoon, we received a number of reasons for consensus, there are great differences for some reason. However, the enthusiasm of each participant are excited again.
next day, we give them the task, each team member to send 1-2 surveys the reasons for differences, and look for other reasons. After the third day together, we exchange the updated information. Thus,UGG boots clearance, the main reason we chose, we discuss possible countermeasures. Director looks good mood a lot, do not increase production line efficiency has made him feel ashamed in front of superiors. But now his heart has a new confidence.
we decided to try a simple approach, and then observe the results. New methods used in the third day, the effect has come out. We are very excited and decided to further improve and try harder to some of the measures ... ...
this way, we in the However, it has been for the better. When we left the production line more efficient than the original 6% increase, contrary to the director's expectations. But this is not the biggest gains, the most valuable change is behind the original people and only grumble, few actively seek countermeasures. Now a question, someone suggested to an This positive attitude and sense of initiative and follow-up to ensure the steady improvement of efficiency and other work effectively.
most interesting is the director of our emotion:
Six months later,UGGs, when we again contacted, the director was pleased to say to us: is an expert. Corporation for use of our other departments responsible for teaching this approach. he realized that the The so-called When managers or staff do not have the opportunity to participate and influence opinion, he would give up an active interest in this matter. He will not seriously, to think again and try not to repeatedly ask yourself thing. When we work as an A man by giving him a clear mandate on this matter can lead to Invited to participate to a project is allowed to produce views, if not agree with his views, will explain the reasons for his calm manner, not arbitrary and ignored when other similar acts.
high state of implementation means that each person take the initiative to take responsibility, take the initiative to solve the problems faced by the initiative to enhance and improve their knowledge and improve their response, and ultimately improve performance.
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