Habit leadership skills (Part 2)

introduction

Leadership development is a process. The essence of leadership development is to change people. The change of people is not achieved overnight. Its essence is a process of cultivation, a process of lifelong cultivation. Leadership development should be about designing and managing the process to make it more efficient. This is where the idea of ​​Habit Leadership Development comes from.

reflection

Reflection is the key link between knowing and doing leadership. A person's learning and growth is usually such a process.

Gain experience and experience through work and life, and after reflection on these experiences and experiences, comprehend and summarize general principles and laws, and actively abide by and apply these principles and laws in new life and work.

This is a cycle of continuous learning and growth, as well as a cycle of unity of knowledge and action.

Here, we can clearly see that reflection is the bridge between knowing and doing. Without the bridge of reflection, knowledge and action will never be connected, and people will not be able to achieve real growth and progress.

In reality, however, reflection and introspection are a very scarce quality. This is contrary to human nature.

Human nature is self-centered. During a period of childhood, most people mistakenly think that the whole world is self-centered, that if you suffer, the whole world will suffer, and if you are happy, the whole world will be happy.

This innate self-propensity will lead to a series of psychological phenomena, such as self-serving bias, excessive arrogance and self-confidence, etc., making people tend to think that they are all right, that the responsibility lies with other people, and all people who have different views and opinions from their own. are all enemies.

Such human nature leads to arrogance, conceit and corruption.

Einstein once said: "The attitude of self-respect is produced psychologically, which is harmful to the individual and society. The mind is more valuable than ideology." Su Shi once said: "If you don't know the true face of Mount Lu, you are born in In this mountain." Han Feizi's analogy is even better: "You can't see your eyelashes when you see a hundred paces away."

The essence of leadership improvement is the process of self-liberation, not only stepping out of the dark cave of self-interest and self, but also moving towards the bright future of benevolence and altruism. The key link in this is reflection and introspection.

Jeff Immelt put it this way: "Leadership is essentially a kind of self-reflection."

Reflection is directed towards the self. Reflection is not a duty to seek out others, nor to discover immaturity in circumstances and timing. Because it doesn't help, you can't change other people, and you can't change the environment. You can only change yourself. Therefore, the core of reflection is the discovery of self-deficiency. Recognizing your own inadequacies is the first step in personal change.

Reflection is a principled standard. Reflection is based on the desire for a higher level of life and the measurement of the current self. Therefore, there must be values ​​and beliefs behind reflection. Zeng Guofan has the ambition of a saint, and he conducts self-reflection on the standard of a saint.

Zeng Zi said: "I examine my body three times a day—Is it unfaithful to seek for others? Do I not trust with friends? Do I not learn to pass on?" Loyalty and faith are exactly the values ​​behind Zeng Zi's reflection.

Reflection is directed to specific events. Reflection is not a fantasy, but is based on specific events in one's work and life and self-behavior. We face and deal with different events every day, and our behavioral responses to these events and changes in our attitudes reveal our hearts. Reflection on one's own mentality and behavior is an effective means of leadership training.

In our leadership development program, we have a reflective session as part of our after-school assignments. Ask students to arrange a special time for reflection every day. After the mindfulness meditation practice, they will reflect after they have calmed down, and write a reflection log. The contents of reflection include the achievement of one's own aspirations and personal leadership development plan, the ideological values ​​of classic study, as well as the events and details of the day's work and life.

Reflection is worth perseverance. Many students are indifferent at the beginning, thinking that this is of no use and is formalism. However, as time goes by, one day something in the heart will be suddenly triggered, and people will suddenly wake up.

This is actually a process from quantitative change to qualitative change, a process from gradual cultivation to epiphany. This method is universal.

In a closed-door meeting of the 100-person meeting of Chinese corporate universities, Dean Zhou Quan of Didi College also mentioned their similar practices in leadership development projects. of the trainees originally planned to get divorced. After reflection, they discovered their own shortcomings and responsibilities in the marriage, and made changes. As a result, family relations were improved. Therefore, helping students to persevere and really build the habit of reflection is the key.

Student WeChat group sharing is an effective way to help students build a habit of reflection. Students can be asked to share their daily reflection logs to the WeChat group.

On the one hand, it allows students to supervise each other, which is a compulsory means;

On the other hand, they can inspire and promote each other.

Zhiliangzhi Siheyuan is an organization whose mission is to promote Yangming Mindfulness among entrepreneurs. In the process of entrepreneurs learning Yangming Mindfulness, they adopted the method of “family heirlooms” every day. At a fixed time every morning, the entrepreneur responsible for writing his thoughts sends his thoughts to a partner, and then the partner relays it, and the last entrepreneur sends it to the group. A good learning effect has been achieved.

tutorial system

The word Hierophant comes from the ancient Greek religion, symbolizing knowledge and wisdom. The tutorial system has been widely adopted in university education and has become an important institutional guarantee for teachers to guide students' academic development. Siemens has implemented the mentoring system since the 1930s as an effective means of training and development of employees within the company.

Unlike coaches, corporate mentors have the following characteristics.

One is that it is a long-term one-to-one support relationship. Long-term mentoring and mentoring relationships between experienced managers and employees to be developed within the organization;

Second, it not only pays attention to work, but also pays attention to personal career development and leadership improvement;

The third is that it emphasizes the inheritance of invisible knowledge of the organization; the fourth is that the mentor has the role of example by teaching by words and deeds.

In the leadership development program with sufficient conditions, the mentoring system can be used to help the implementation of the students' personal leadership development plan and improve the students' actual performance in the work environment.

Mentors come from within the organization, their management experience and understanding of the organization are invaluable to students, and their guidance is often targeted. If you can meet with the mentor regularly, report on the implementation of personal leadership development, and get feedback from the mentor, it will be a great supervision and encouragement for the students.

From another perspective, the organization can improve the awareness and ability of corporate mentors to develop others, and create an organizational atmosphere in which the top and bottom are coordinated and forge ahead together.

Mentor-student matching is very important, and mentor-student interest and commitment should be carefully assessed, and students paired with mentors who can help them achieve their learning goals. Mentors should be voluntary, need to be honest with students, and have enough time and energy to invest.

During the tutoring period, the tutor and the students should ensure the number of meetings, at least once every three or four weeks, and have one extracurricular activity, such as a friend gathering, visiting, playing golf, going to the tutor's house for dinner, etc.

Of course, mentorship also has certain applicability, and not all companies are suitable. The organization should have a certain scale, and the organizational culture should be healthy. If there is already corporate politics and gang formation within the organization, then the mentoring system is likely to change.

We usually set the mentoring system as a link in the leadership development program. Its greatest role is to help and supervise the trainees to implement the leadership development plan and form leadership improvement habits.