How to prevent the infection and spread of the responsible virus
——The methodology of high energy organization building
In the work, some people confuse the responsibility, some people shirk the responsibility, others take too much responsibility. Most enterprises can not escape the "responsibility virus". As a result, under the infection of the virus, good and good people unknowingly become bad things and patients. Finally, it affects our work and the development of enterprises.
What is the responsibility of the virus? How do we identify the status of the responsible virus? How to take responsibility correctly? How to better cooperate with partners to help enterprises develop better? Let's go into the book "responsibility virus".
1、 What is the responsibility virus? How is it formed?
In the face of crisis or failure, due to the role of the amygdala of the brain, people often either take too much responsibility or give up responsibility. This is a deep-rooted biological instinct of human beings, and this fear of failure and the resulting behavior is the "responsibility virus".
In the two extremes of either you or I, people take on too much responsibility or evade responsibility, which usually leads to failure. When the failure comes, the one who evades the responsibility will jump to the one who takes too much responsibility, and the one who has taken too much responsibility will jump to the side of evading responsibility. In this case, the second failure will trigger a new round of virus production, and in such a cycle, like "SARS" and other infectious diseases, quietly outbreak and spread until the whole human body and tissues collapse.
2、 Four tools for immunization and elimination of responsible viruses
Through decades of management consulting practice, Roger Martin, a master of management, has refined four tools for immunization and elimination of responsibility virus: establishing and applying structured decision-making process, creating new thinking framework, establishing responsibility ladder and redefining leaders and subordinates.
（1） Establish and apply a structured decision process
Adopt a structured decision-making process, follow the principle of "first add then reduce, first more then less, first difficult then easy", so as to avoid team members from falling into the state of "personal heroic leadership and passive followers". First, we add: first, we find at least two independent solutions; second, we use brainstorming to find other possible solutions; third, we find out the preconditions for the realization of each solution. Next, we will start subtraction: first, through the feasibility analysis of the preconditions, complete the preliminary screening and eliminate the scheme that is logically impossible; then design an effective test for the key obstacles, which should be enough to stimulate people's desire to participate, and then complete the screening according to the test results. Finally, through the addition scheme and subtraction scheme feasibility analysis and screening, through the collective wisdom to complete the decision.
（2） Create a new thinking framework
It is out of the control of self-control that people should never control their own values. Behind most of the interpersonal communication, we can see the shadow of these dominant values. They are like the source code of computer operating system, guiding us how to analyze and deal with the various situations in the world. People of any age, cultural background, gender, economic base and education level are influenced by these dominant values. We need to reconstruct the thinking framework and transform the old framework of viral thinking led by virus dominant values into a new thinking framework, resulting in cognitive change: first, change the cognition of "self" from "I know the right answer" to "I have a lot of data and experience, but I don't think I am omnipotent"; second, change the cognition of "others" from "ignorance or ignorance" Third, change the cognition of "task" from "let others act in my way" to "use collective wisdom to make the best choice".
（3） Establish responsibility ladder
There are six levels in the responsibility ladder, which are: the first level, considering various options and making decisions, and then notifying the other party; the second level, putting forward several ideas to the other party and which method to suggest; the third level, putting forward several ideas to the other party and asking them to make choices; the fourth level, describing the problem to the other party and asking them to structure the problem; the fifth level, asking the other party to make a choice Solve the problem, but you have to watch and learn to make sure you can solve it yourself next time; on the sixth floor, pile up the problems on the other side's table and look helpless. We should use more effective language to overcome the extreme attitude of leaders and followers towards responsibility, avoid the first and the sixth responsibility ladder, and strive to reach the second responsibility ladder and improve the organizational efficiency.
（4） Redefining subordinates and leadership
Traditionally, the definition of responsibility between leaders and subordinates is more defined as unilateral division of responsibilities, taking on too much responsibility, taking on too much responsibility and being indisputable, and checking their own performance. While the subordinate party is defined as: allowing the other party to unilaterally divide the responsibility, giving up his own responsibility, giving up the responsibility and keeping silent and checking his own performance. However, by studying the cases of failure and success, we find that the definitions of responsibilities of leaders and subordinates are actually the same: we should divide responsibilities through dialogues, responsibilities according to abilities, responsibilities can be discussed and performance should be checked publicly.
Leaders and subordinates must not make decisions unilaterally in a hasty and silent manner, and then go to their own ways. They should keep in touch and spend more time and energy on each other to promote mutual understanding. The new definition of leaders and subordinates includes dialogue, understanding and cooperation, which not only clarifies the responsibilities of both sides, but also improves the efficiency of team cooperation.
3、 The promotion of eliminating responsibility virus in work
First of all, all sectors, subsidiaries, functional departments and branches (teams) will organize and complete the learning and sharing activities of "responsibility virus". All partners will improve their self-awareness, commit to cognitive change and implement cognitive action according to the problem phenomenon of "responsibility virus". Secondly, according to the four tools of immunization and elimination of responsibility virus, each business unit uses the "five steps" to discuss and reflect on the "responsibility virus" phenomenon existing in the work and diagnose the causes; and then formulate operable "seven haves" improvement scheme for the problems and causes. Finally, after completing the study and discussion, straightening out the ideas, and putting forward the plan, all units fully implement the "responsibility virus" elimination action, and constantly summarize the highlights and experiences in the process, promote the process solidification and system innovation, replication and promotion, and eliminate the "responsibility virus"!
"Only those who have experienced hell can build heaven!" Our dedicated Tang Ren Shen partners, as long as we can withstand the pain of the industrial transformation period and continue to learn and master the methodology of building high-energy organizations, we will certainly be able to complete the transformation from individual driven to organization driven, so as to realize the "trs313 dream project"!