Personal business philosophy

Mission and Values

The mission answers the question: “How to succeed in this business?” and explains by what principles the company will select staff, make investments and allocate resources.

Values ​​determine how the company plans to fulfill its stated mission. All employees must participate in the development of values. Properly formulated values ​​are concrete and intelligible. Values ​​work when employees are rewarded for their observance and punished for neglect.

Mission and values ​​are interrelated and must be fulfilled, especially in a crisis situation - otherwise employees will not believe in them. Without faith, they do not work.

Sincerity

Be honest with employees and let them express their opinions. This will free the organization from unnecessary bureaucracy, increase the quality and speed of work, and also generate many good ideas.

Sincerity enhances responsiveness. Ideas are openly discussed, supplemented and improved, which allows them to be quickly implemented.

Sincerity reduces the cost of fruitless meetings.

How to stimulate sincerity:

• Encourage those who express their opinions openly;
• praise those who are not afraid to speak out in meetings;
• give an example of those who show sincerity;
• set an example to others, willingly showing sincerity.

Differentiation

Implement a meritocracy system in which only the best ideas and experts can break through.

The essence of differentiation is to allocate resources in accordance with the effectiveness of employees and business lines.

The company distinguishes three categories of employees: the highest (20% of the most efficient employees), the intermediate (70% of contractors with average efficiency) and the lowest (10% of the least efficient employees).

Identify promising personnel in the intermediate category and encourage them to improve their knowledge and skills. For maximum efficiency, you can say goodbye to representatives of the lower category of employees.

With a differentiation system, everyone has a chance of growth. Good employees receive public recognition, and employees from the intermediate category strive to improve their performance and move to the higher category.

The most effective way to manage a large group of people is to single out the best and encourage others to join this elite.

Right to vote and self-esteem

Every employee wants his voice to be heard. To use all available intellectual resources, let all employees put forward their ideas and suggestions.

Abandon the philosophy of “the authorities know better” in favor of meritocracy, when the most successful ideas receive support regardless of the author. Implement the most promising ideas, after listening to all. Your company will become much more productive.

Company management

Leadership

The essence of leadership is to help others in personal and professional development.

Eight Leadership Rules:

1. Leaders take every opportunity to teach subordinates something and strengthen their self-confidence. Leaders always note the skillful actions of workers, and this gives the latter confidence in their abilities.
2. Leaders believe in their ideas and bring them to life. They clearly articulate their goals and develop a reward system that stimulates their achievement.
3. Leaders radiate enthusiasm and optimism. They infect others with their spirit of outstanding achievement.
4. Leaders are honest and honest with employees.A true leader will not appropriate the ideas of subordinates, passing them off as his own.
5. Leaders are ready to make difficult decisions dictated by intuition and experience.
6. Leaders know how to ask the right questions and insist on implementing ideas. They encourage healthy discussion and seek concrete decisions and actions.
7. Leaders set an example to subordinates, risking and acknowledging their mistakes. Outstanding leaders are constantly learning something and do not claim to know everything in the world.
8. Leaders recognize employee accomplishments, creating an atmosphere where every team member can feel like a winner.

Recruitment

The right selection of personnel determines the success of all your endeavors. When selecting personnel, make a selection, acting in stages.

Stage 1. Search for candidates with the following qualities:

• honesty - a person is responsible for his actions, admits his mistakes and corrects them;
• intelligence - the inquisitiveness of the mind and the breadth of practical knowledge of the world;
• maturity is the ability to calmly and adequately perceive failures and successes.

Stage 2. Select those who:

• positively perceives difficulties and enjoys work;
• encourages action, deeply understands business and has a powerful gift of persuasion;
• decides firmly and acts decisively at the right moment;
• completes what was begun to the end;
• sincerely passionate about work.

Stage 3. For a managerial position, look for a person:

• self-confident and ready to defend their beliefs;
• able to see the development of events;
• striving to surround himself with worthy and smart people;
• able to admit mistakes, learn from failures and move on.

Human Resources

To competently manage the recruited team, create favorable conditions for teamwork, continuous growth in efficiency, maintaining high motivation and developing leadership skills.

Strive to find condescending but demanding HR professionals. Give them broad authority. Make it clear to employees of the organization what an important role the personnel department plays.

Introduce a rigorous, simple, and clear staff assessment system. Set targets and evaluate employees according to pre-agreed criteria.

Create an effective reward system with material incentives, recognition of merit and the possibility of advanced training. Encourage the desire of good workers for professional and career growth.

In the event of a tense relationship with employees, try to act openly and decisively - let them clearly understand what position you take and what you demand from them. Pay attention to the intermediate 70% - these workers make up the backbone of the enterprise. Take the time to evaluate their work, training and promotion.

Develop an organizational structure with a minimum of management levels and with clear rules for accountability and allocation of responsibilities. Get rid of unnecessary layers of the hierarchy, give each employee access to senior management.

Dismissal

Dismissal of people is an unpleasant but important procedure. Spend it effectively.

Prepare those you want to fire in advance and explain the reasons. Minimize the humiliation of the procedure. Make sure that the dismissed person does not lose confidence in himself and perceives the job change as a positive shift in his career.

Change

In business, you must be prepared for a state of constant change. Any changes are economically justified and have a clear goal and objectives. Do not change what works so well.

Promote those who support change, believe in change, and strive to make it happen. Get rid of the opponents of change. It is better to part with conservatives than to allow their unification.

Analyze the crisis in the business world and benefit from it.

Crisis management

To successfully resolve the crisis, imagine that the problem is more serious than it seems. Do not try to hide anything. It’s better to tell you everything right away than to let someone douse you with dirt.

Openly discuss with the team the origins of the problem and methods for solving it. Make changes to the organization and remember that in a crisis, losses are inevitable.

After surviving the crisis, learn, use any useful ideas and move forward.

Competitiveness management

Strategy

An enterprise strategy is an approximate action plan that the company revises and adjusts accordingly to changing market conditions. To ensure that the strategy is always up to date, plan the direction of movement, actively work on translating this plan into practice, regularly correct and update the course.

When developing and implementing an enterprise strategy, determine the “decisive idea” of your business — a realistic and quick way to achieve a sustainable competitive advantage — using 5 questions.

1. Who are your competitors, what are their strengths and weaknesses, how are the shares distributed?
2. What did your competitors do during the year to change the market situation?
3. What actions did you take during the year to strengthen your company's competitive advantage?
4. What actions can be expected from competitors in the near future?
5. What will be your winning move?

Assign the implementation of the “decisive idea” to suitable employees, selected in accordance with the specifics of the tasks.

Constantly improve the methods for translating the "decisive idea." Modify and effectively use them in your company. Adopt the best practices of other enterprises and improve these methods yourself.

Budgeting

Budgeting in most organizations takes too much time and energy. Use an alternative approach that will make the budgeting process fun. Two key questions will help you with this:

1. How to improve last year’s results? What growth opportunities are we missing? How to use them to your advantage?
2. What are our competitors doing and how to get around them? What decisive action to take to strip their benefits?

Organic growth

Opening a new direction in business, most companies invest little resources in starting a company, hardly talk about a new enterprise and limit its independence.

To avoid these mistakes, invest solid capital in a new business and put qualified, passionate and energetic people in leading positions. Talk a lot and enthusiastically about the significance and prospects of a new direction. Let the new enterprise make their own decisions. Support new leaders. Able employees will like this autonomy, they will show responsibility and pride in their work.

Mergers

Principles of effective mergers and acquisitions:

1. Merging equal companies is impossible. A leader is needed, followed by everyone else, otherwise both companies will come to a standstill.
2. Do not overuse corporate strategy interoperability. The feasibility of a transaction determines cultural conformity.
3. Do not make too many concessions, otherwise the transaction will be unprofitable for you.
4. Do not delay the integration - integration should take three months.
5. Do not invade someone else’s territory, placing your own managers everywhere. So you block yourself access to new talents and ideas.
6. Do not pay more than you receive as a result of the merger. Your price should be based on verified facts.
7. If your company is involved in the merger, do not resist change - find the pros in the new opportunities that it opens up.

Quality

Each company needs a quality improvement program - a system that will improve customer service, reduce costs and educate professional leaders.

An effective quality improvement program helps reduce unnecessary costs and losses through product development and business processes that will timely meet customer needs; To meet or exceed their expectations; Detect and eliminate system deviations that spoil customer experiences eliminate unpleasant surprises and unfulfilled promises.

This system will help you eliminate everything that leads to unproductive costs or customer dissatisfaction.

Career building

The right job choice

Find a job that will be fun, not hard work. Devote all your strength to what you can do with interest and in a team of people who are pleasant to you.

If you like the people you work with, work opens up opportunities for personal and professional growth, provides useful experience and valuable qualifications, and is perceived as something meaningful and exciting, which means that the position suits you.

It is impossible to plan a career ahead of time. Get ready for a “compromise” job, not perfect, but providing something useful for the future. Do not give up. Be careful, patient, do not stop searching, and the right opportunity will surely turn up.

Career

Do everything to be in the right place at the right time and with an impressive list of personal achievements. Show high performance. On your own initiative, expand your responsibilities by taking on ambitious tasks.

Do not deviate from the company's strategy and do not force your boss to protect you in front of the team.

Treat subordinates with respect and attention, do not try to push them into the background. Surround yourself with friends and supporters. Support new projects and ideas of your organization.

Seek help from mentors, benefit from their practical advice. Share your knowledge, become a mentor for other employees.

Keep a positive attitude. Always stay awake, collected and interesting in communication. Do not let temporary setbacks hinder your progress. Take them as a test and an opportunity to show your best qualities.

Relations with bosses

Do not fall prey to a bad boss. Look in the face of the problem and either reconcile, or correct it, or end it. Three questions will help to solve the problem:

1. Why is the boss acting like that? Maybe he is disappointed in you as a performer? If so, try to comply with all the requirements of the boss.
2. What are the career prospects of a boss? Try to predict whether you will have a new boss in the near future.
3. What happens if I work hard and put up with my impossible boss?

Think about why you enjoy working for this company. Is work in an uncomfortable environment compensated by high pay, communication with friends, satisfaction from the process? If not, it's time to leave. If so, focus on the benefits of your work and ignore the troubles.

The balance between work and personal life

Think about what you would like to achieve outside of work, and consider your career in the long run.

Be completely committed to the business you are currently doing. In the office, focus on work, and not be distracted by extraneous matters.

Reject claims outside the scope of your choice. Strictly adhere to this line so that the boss knows your position.

Make sure that the distribution of power you choose between work and personal life is in your interest. Do not try to serve everyone. Develop a plan that will fulfill your dreams and free up time for hobbies - and implement it.

The most important thing

Successful leaders manage their staff perfectly: they evaluate employees using a clear and fair system, help them grow professionally and careers, and create an atmosphere of honest and trusting relationships in which everyone readily shares his ideas and strives to improve business methods. Be enthusiastic about “infecting” employees with this mood.

Personnel Management

• Provide a free exchange of ideas and opinions.
• Evaluate staff and prioritize work with personnel.
• Scrupulously and selectively select personnel, act openly and fairly when dismissing.
• Encourage the success of subordinates, set a personal example and do not care about your own popularity.

Strategic planning, company development, change and crisis management

• The organization’s mission determines how to succeed, and values ​​are the way to achieve this.
• To develop a strategy, find a winning move, find the right people and the right methods.
• Forget about tight annual budgets: financial planning must be flexible and challenging.
• Be enthusiastic about the new endeavors of your company, but be careful when merging.
• If necessary, bring true reformers to the work, while sifting out irreconcilable conservatives.
• Crises are inevitable. Always assume the worst and learn.

Successful career

• Try different works until you find something really interesting.
• To advance through the ranks, show fantastic results and don't cause trouble to your boss.