Enhance Executive Force trilogy

When the CEO and directors find excellent strategy within the Organization cannot be effectively implemented, they are increasingly aware of the importance of executive power. But unfortunately, there is no specific method can be generally applicable to all company execution problems.

Organization of executive power is closely related to its DNA types, a corporate executive force strength is built on four of the effective functioning of DNA — structure, authority, information and motivation. In fact, businesses want to acquire a lasting, positive force, through the several deep-seated factors of coordination to achieve. Therefore, in order to increase corporate executive power, first of all we must understand their own organization types, identify the problem. Organization of the Executive force of the seven embodies

After years of research, we found that the type of organization and execution, organizations can be broadly divided into 7 categories.

Dynamic enterprises such institutions the flexibility to adapt to changes in the external market, and stay away from its usual commercial strategy, to be able to anticipate change and proactive response, talent here not only have a full of passionate work environment, and be given an effective solution to the problems of resources and authority. The company not only has a strong executive power, but the execution is sustainable, which of course is the ideal company status.

Timely response to the enterprises of such agencies while not always proactively prepare for coming changes, it can be necessary to respond effectively to, do not deviate from its development direction. Although the company's ability to retain talent, but they cannot shorten the excellent and outstanding gaps and possible and opportunity pass you by. It can be successful, but this success but always with a slight imperfection; although such companies be invincible, but inevitably there is a certain risk.

Totalitarian enterprises usually consists of a small team of senior level on institutions and meticulous management, by virtue of management will succeed. Companies often make good strategy, but middle management team is in the long-term status of repressed, potential talents more just by observing, instead of experiencing learning management, once the company's senior leadership changes, the company's executive power that there is a big threat.

Although there are certain 2 classes of vulnerability, the above three types of companies can still be classified as good execution. But the following categories, representing several typical execution barriers:

Negative response of the business of such institutions on the surface, harmony, managers in the discussion when the change is also easily achieved consensus, but once the implementation stage becomes difficult. Due to the lack of the necessary power to drive change, often ignoring the basic level of employees in the headquarters of the directive, because they know that these directives are ephemeral. This class of business execution issues are more comprehensive.

Parallel tracks of this agency brings together many capable people, but they are not both toward unified direction. Maybe they have good performance, but the whole body is disunity, not established overall strategy.

Excessive swelling of body size of the company exceeds its organizational model, the company structure of large and complex, a high-level small management team cannot be effective management of the company's many potential could not be discovered, making slow slow.

Management of enterprise companies set over a lot of management, analysis and judgement of numbness, action nor and competitors quickly. Managers see forest trees, their busy work with audit, instead of seeking new growth opportunities and identify potential crises. In this climate of strong institutions of bureaucracy, the real work of talent to play space.

Affect the execution of three factors

Corporate Executive Force sufficient performance to slow decision making, staff initiative, overly cumbersome workflows, and so on, but the execution issues are rooted in the corporate structure of the three basic elements, only to manifest itself in different ways:

Power configuration of uncertainty, the enterprise will show negative response characteristics of institutions;

Incentive mechanism cannot be well enables employees and company objectives, it is easy to work with a staff enthusiasm, it proved to be a loose sand, and even counterproductive;

If the company is rapidly expanding, not smooth information flow and reasonable information configuration management on many of the new set of institutions, he is unable to carry out effective decision-making and management. Therefore, those who lived through the long development, sector set up fine, process complex companies, bureaucracy and reflect the dull, reasonable.

Improve business execution, from these areas in a targeted manner. The key is to achieve personal action, others actions and interests of the three companies. Management need to delineate the rights and responsibilities of different people, give them the full borders of sharing information, and through appropriate incentives to promote consistency of action.

Solution

Power configuration you must first understand how power is configured in the organization. This will enable management to rapidly across complex business processes and sectoral level, where they are found in various decision making, and how to make. If there is a decision point is not clear, or configuration problems, so when a strategy you need to do, will not be able to get the level of appropriate policies and measures in response to executive power will inevitably be a problem. Next, the enterprise should consider how much more reasonable to configure these powers to ensure that relevant information about the efficiency of delivery and configuration, the decision-making power on with the largest number of valid information.

Case 1 IBM credit company had to spend an average of 7 days, through a range of departments and programs provide customers with a simple financial services: field sales personnel — headquarters office staff — credit Department — Sales Department — nuclear prices ' – working group – express to the sales staff. Waiting for 7 days, sales representatives and customers who do not know which process is passed to the "Terminal", and even telephone consultation. It is precisely because in this whole process without a clear decision point or decision makers, to rely on the sector

Check to ensure the credibility of the audit, with the result that all departments, from effective information inefficiencies routine, audit, serious delay service time.

Address: in the improvement of the "integrated system", the clerk of this service is only 4 hours to complete.

Information is the lifeblood of the large-scale modern enterprise, each tier decision-makers around always have the right information is critical to success. Information and communication policy for subordinate understanding upper, also has special significance, as the correct implementation, no doubt was based on a correct understanding of the Foundation. Enterprises often have this situation: the company managers have the strongest driving force of will and clear, but the lack of clear information to make informed decisions. When the power configuration, enterprises should fully consider the validity of the information. Therefore determines the power configuration, ensure that decision makers have adequate information, is an important principle.

Case 2 United States a global power group AES Corporation, took in internal authorization management, and authorization management, through open equal manner to promote the flow of information. The company's business development manager has been appointed as business owners, Viet Nam, is responsible for a large tenders, he drafted an e-mail detailing your project's bid and the reasons for and sent to the company approximately 300 employees. He has received include power plant leadership and Board members, replies, one of the Manager in respect of certain technical issues notes provides a wealth of information. Finally in the formal bidding, he quotes the lowest than competitors ' prices low 0.2% after a narrow victory.

Incentive mechanism for a successful operation mode must ensure that the incentive mechanism can give decision-makers clear direction, and to facilitate their operations and the company's objectives. The company will not be able to mobilize the enthusiasm of their staff, natural hopeless; however was mobilized the enthusiasm of the staff, the lack of uniform target boot, worse than the former.

Management must understand one thing: the incentive mechanism of focus and not the amount of the award, but how to achieve the coordination of the organization. Management guru Ken Blanchard · cloth in his book the one minute Manager, noted that "in a considerable number of enterprises, employees are not aware of the expectations of the enterprise on its own, so the work often ' occupational preference disease ' — that is, doing too many leadership did not expect them to do, but in the higher expectations of their accomplishments in the areas of no achievement. Result in such a situation, it is because the Manager does not provide staff goal setting, or the target set is passed to the employees clearly. "

Case 3 Nokia is the telecom industry an impressive story, but the incentive system is an important factor of success. Nokia (China) company, the compensation system built on stressed employee efforts and business performance and consistent basis. Nokia has launched an IIP (Invest In People to invest in human resources) project: each year and staff complete the two high-quality conversation, on the one hand, to the business performance of staff; on the other hand also help employees realize their potential, tell them where the long should reach the level of, and a post the required skills and should receive training to each employee's goals and direction for clearly defined and effective communication.