February**Dynamic Incentive Plan Course Background: Middle management is a special concept in modern organizations, which refers to the middle managers or leaders of enterprises such as production departments, marketing departments, finance departments, business management departments, human resources departments, and directors, managers or directors of logistics departments. It is neither the top level of the enterprise, nor the ordinary employees of the enterprise, but also both managers and employees, so it has a special status and role in the enterprise.
The middle level is the mainstay, which must be implemented at the top and managed at the bottom.
Whether it is execution or management, communication is inseparable. Whether it is to deploy tasks downward, issue orders, command and carry out execution, or report upwards, feedback, suggestions, and implement implementation; Or mutual support, cooperation, coordination, and collaborative implementation between peers are inseparable from communication. Good communication is an important prerequisite and guarantee for effective implementation; To improve execution, we need to work communication first.
This course strengthens role identity, improves the cognition of management communication, learns the principles and methods of communication, improves communication ability in all dimensions, and promotes the improvement of management efficiency by clarifying the special role of middle managers (connecting the previous and the next).
Course Benefits:
Comprehensively understand the principles and logic of effective communication, and establish structured thinking habits for effective communication;
Analyze the obstacles in communication and face up to the problems and deficiencies in communication;
Master the methods and principles of communication with superiors, subordinates, and departments at the same level, and improve communication skills in all dimensions.
Course Duration:1 day, 6 hours a day.
Course Audience:Middle managers.
Course Method:Situational experience **Analysis, role-playing, theory teaching, tool walkthrough.
Course outline
Game Import:Magic Tangram.
Discuss:The role and role of middle managers in the organization.
Lecture 1: Positioning and Responsibilities of Middle Managers
1.Middle-level positioning: goal chain, promote the achievement of organizational goals and goals.
The four responsibilities of middle managers
Responsibility 1: Upward assistance and implementation feedback.
Responsibility 2: Downward management and control counseling.
Responsibility 3: Horizontal correlation and collaborative responsibility.
Responsibility 4: Communicate outward and influence integration.
3.Wrong role: Microphone, natural person, landowner, warlord.
Lecture 2: Efficient Communication and Management
First, the four key points of communication management
1.Be clear about your intentions.
Case:Execution issues caused by a **.
2.Coding should be accurate.
Case:Batteries that have been delayed.
3.Transmission should be appropriate.
Case:A small whiteboard for advisors.
4.Respond to the message.
2. Four key points for effective communication
1.Effective expression.
2.Empathy.
3.Listen thoroughly.
4.Be responsive.
3. Three major obstacles to management communication
1.Personal impairments (status differences, credibility of information, cognitive biases, past experience).
2.Objective barriers (distance, environment, hierarchy, culture, medium).
3.Organizational barriers (information flooding, time pressure, information feedback, organizational climate, information distortion).
Fourth, the three major problems of middle-level communication caused by the lack of human nature
Problem 1: Self - only the part and not the whole.
Case:Production and procurement disputes.
Problem 2: Arrogance - only emotions ignore the facts.
Case:Lejia's arrogance Nian Qianyao's arrogance.
Problem 3: Low self-esteem - timidity, cowardice, fear of passivity.
Case:Stem and Mozi.
Lecture 3: Full-dimensional communication improves execution
1. Upward communication - take the initiative to be bold and confirm
1.Be clear about your intentions beforehand: listen carefully to instructions – workable ideas** – and draw up a common plan.
2.Practical feedback: node achievements, difficult obstacles.
3.End of full reporting: organizational level, individual level, continuous development.
Principles:Respect but not praise, ask for instructions but not rely on, take the initiative and not exceed your authority, understand but not complain.
Case:Reward who goes on a travel vacation.
2. Downward communication - careful, patient and more negotiation
1.Assign tasks: be specific and clear, know people well, and stimulate willingness.
2.Process counseling: clarify standards, observe and record, analyze problems, and counsel and correct deviations.
3.Feedback on the results: good affirmation, insufficient correction, and suggestions.
Principles:Carefully arrange tasks, patiently supervise and correct, and love to achieve personal success.
Case:A perfect reception job (control).
3. Communication at the same level - calm and considerate
1.Preparation: Analyze the problem and confirm the purpose.
2.Set the mood: Pay attention to what the other person has to say.
3.Exchange of views: Understand the gist and gist of the whole thing.
4.Reach an agreement: combine the plans of both parties and find a new solution.
Principles:Thinking upwards (awareness of the overall situation), thinking forward (close to the pain points of peers), and thinking outward (undertaking extraneous affairs).
Case:The contradiction between the equipment department and the production department.