For many decision-makers, there is often a question: Why can’t the goal that I set with my hard work be achieved in the end?
In fact, no matter how wonderful your goals are and how accurate your dismantling is, they will ultimately be implemented by someone. Once people lack the will, no matter what you do, it will be difficult to accomplish the goal in the ideal state in the end.
So, how should we arouse people’s wishes and let them do it with all their heart?
Below, enjoy.
1. How to make an effective goal?
1. Difficulties in goal setting
At the end of the year, one of the most critical tasks for an enterprise is to set new year goals. The goal involves the development of the enterprise, and even survival, but managers and operators will encounter many difficulties in the process of achieving their goals.
First, goal setting requires bargaining.
Bargaining between managers and subordinates, as well as between managers and managers, has become a common phenomenon in our dismantling goals every year.
Second, facing the goal, unable to do what one wants.
When implementing a plan or making a plan, it is difficult to feel the enthusiasm of the team members, or their enthusiasm for the goal is quickly diminished, which is also a very common phenomenon.
Third, the goal is prone to setbacks in the process of implementation.
The members responsible for the implementation of the goals often cite various reasons why the goals have not been achieved, or the general trend, or the competitors are too strong, or the product development is weak, or the market strategy is lacking. In short, they are shirking their own responsibilities.
When facing these problems, managers often feel powerless or even exhausted. Where is the root of these problems? Even though we have learned a lot about the dismantling techniques of setting target measurement benchmarks and goals, it is often difficult to fully develop in the process of practice.
2. Key factors for setting goals
First, the core reason is human will.
No matter how clever the technology, how accurate the dismantling, and how brilliant the strategy is, people are required to implement it in the end. Once people lack the will, no matter how to disassemble the goal, it will be difficult to complete the goal according to the ideal state in the end.
Therefore, we should first recognize the will of the operators or department managers themselves. Fundamentally speaking, an enterprise organization is a question of the will of the leader of the organization.
Have you ever thought about such a problem: All behaviors that seem to be unconscious and subconscious, and daily and natural behaviors actually have spiritual goals behind them. All our goals and all actions have spiritual goals, but the difference between being aware of and not aware of.
Before discussing the goal, if you are not clear enough about the purpose, the meaning of the goal is not clear enough, or even if you are clear in your mind and are not shared with the team, it will be difficult to mobilize people’s wishes. First of all, your own wishes cannot be used; second, it is difficult to resonate with the team.
Mr. Kazuo Inamori’s “12 Management Rules” for cultivating management cadres, the first one clearly clarifies the purpose and meaning of the business, that is, the purpose and meaning of doing things. The same is true for customized goals. We first need to clarify the purpose of the goal, that is, the meaning of the goal.
Many people regard the goal as the goal in the process of chasing the goal . To some extent, this is not wrong. But if you ask about the purpose of the “purpose”, you will find that this goal is just a mark in the middle.
There is a public case in Buddhism called “Yizhiyue”. We can imagine the “purpose” as a beautiful moon hanging in the sky, very far away from us, the actions we can control are our fingers, and the goal is the scale drawn from your finger to the moon.
Second, the goal must have directionality and scale.
The essence of the goal is: first, it is a direction indicator that tells us whether the direction is wrong; second, it is a scale that tells us how far away from the “white moonlight”. After clarifying the nature of the goal, in the process of setting the goal, we need to ask ourselves and team members repeatedly: how does the goal help the goal and how to get closer to the goal.
When Kazuo Inamori sets goals at Kyocera, he usually has two goals: one is a digital goal, which is a scale; the other is an action goal, that is, a scale is achieved through specific actions.
In the story of the monkey fishing for the moon, the monkey looks up at the starry sky. For the first time, he has the idea of touching the moon and exhausted all kinds of methods. Although they have not reached the moon, in the long evolutionary history from apes to humans, humans finally climbed. On the moon. Therefore, as long as you closely pursue the goal you want to achieve, and let everyone share it (all clearly understand and resonate), a lot of actions will naturally occur.
If the goal is not directly related to the employee, it is difficult to resonate with the employee. The goal requires sharing and resonance. Sharing is for the other person to understand, and resonance is for him to have a strong desire like you.
Many companies have set very high goals, such as No. 1 in the industry, No. 1 in the world, etc. But if you ask employees, they will say that these goals have nothing to do with him. Therefore, many companies have adopted rewards and punishments, and material income is the most directly related form.
Material rewards and punishments have very big drawbacks-material desire is a pit that is always dissatisfied. Companies with high commission systems have a deep feeling that the sales staff were very excited at first, but after a while, this excitement immediately formed inertia. After that, they felt not excited at all, and felt that they deserved it. They would get angry if they didn’t give it. To complain, this is the result of constantly stimulating people’s material desires.
Third, employee happiness ranks first.
What to do in this case? Mr. Kazuo Inamori understands human nature very well, and he has always adhered to a philosophy-to put employee happiness in the first place. Employees here refer to practitioners, including business insiders who include operators and managers. He also pursues to contribute to social development, that is, to contribute to social people represented by customers.
Lofty ideas are far away from employees, but happiness is very close to employees. A lofty concept, many people may feel that it has nothing to do with themselves, but the goal is your happiness. I believe everyone feels it. Everyone wants to pursue their own happiness. Happiness is directly related to employees.
However, happiness is just a feeling. Everyone understands happiness differently. How to pursue everyone’s happiness?
Only if your purpose is high enough, can you accommodate the needs of different levels of members for happiness.
The essence of happiness is that needs are met. When the needs are met, people are naturally happy. Psychologist Maslow has summarized the hierarchy of needs theory, which is a theory that everyone is very familiar with. We can review it a bit:
The first layer of needs-physiological needs, including the needs of survival and the needs of reproduction;
The second level of demand-the need for security, in the current economic society, to be able to guarantee life stably and continuously;
The third level of demand-the need to belong, hope to pursue a harmonious and help each other team, hope to have emotional or spiritual bonds with others, this is a demand in interpersonal relationships, a sense of belonging to the group;
The fourth level of demand-the need for respect, hope to be seen, hope to be recognized and respected by others;
The fifth level of demand-the need for self-realization is what you like, what you want to do, there is room for development, and you can continue to play your potential. From another perspective, it is called growth.
If you ask your team members or employees about the five-level needs, money is at the beginning; if you have money, you want to be happy with everyone, and the team can help each other; if you do, you will want to do His work is recognized and well evaluated; if he does, he hopes to learn different things in the organization, discover a new self, and have a sense of fulfillment for growth.
Up to this point, all we have considered are self, and we have always considered ourselves as the center. We have seen many famous and successful people, and in the end they will also choose to commit suicide. why? Because he did not meet the sixth level of need-the need to surpass himself. Surpassing oneself is the most beautiful part of human nature.
When a person takes good care of himself, he can show more generosity, kindness, care and love for others, and even willingness to give for others.
The hierarchy of needs does not necessarily have to be met incrementally, and everyone will have some of their needs. Mr. Kazuo Inamori often emphasized that the dream of the company and the dream of the employees must be on the same extension line.
p With this as a guide, when we communicate with our employees or team members, we can cleverly combine all employees’ pursuit of happiness (and their own growth needs) with the development goals of the company.
Kazuo Inamori puts the pursuit of employee happiness at the forefront. Only in this way can employees feel directly related to them. Therefore, the purpose and significance of our business establishment must be high enough to accommodate all the needs of the following money, interpersonal relationships, growth and so on. However, in specific communication, it is necessary to communicate according to the different realities of the team members, so that they can resonate.
Kazuo Inamori has set different target strategies at each stage of the company’s development.
At the beginning, the employees’ academic qualifications were not particularly high, and he set the goal of how much sales and profits must be made this year. The purpose of this is for everyone to buy a house, buy a car, and order meat above the intermediate level while eating. Through this description, these employees resonate, because this is the happiness they are pursuing.
With the company’s gradual growth and joining many elites from prestigious universities, such explanations and communication are no longer useful.
At this time, he will describe a new vision for these people: the work we do is changing the world, and we will become the world’s number one in this industry. Because capable people have higher requirements for themselves, the need for self-realization will be even stronger.
When setting up a target strategy, you should teach people in accordance with local conditions, and communicate with each other from the bottom of your heart. It is precisely because of this that Kyocera has never lost money since its founding in 1959.
Perhaps the operators or managers do not know the “purpose” of the business, and even many entrepreneurs have come to today based on feelings and trends. I think the best way to find the “purpose” is to ask the “purpose” of the “purpose”.
Because everyone’s cognition is limited, some people may think that they are happy if they have money, and some people think that they are happy as long as they grow up, but no matter what, you just need to ask the “purpose” of the “purpose” and you will find everything is pointing happy.
As a manager, by combining goals with the purpose of happiness, communicating with employees, inspiring everyone to think about how to achieve this happiness, and explaining clearly the relationship between digital goals, action goals and happiness, we can achieve shared.
3. Four angles for setting goals reasonably
When we have a common goal and are willing to pay for the goal, it involves the direction and scale of the goal, especially how much scale should be set, will it have a positive promotion effect for everyone instead of a negative pull effect , We need to grasp from several angles:
① Create a team atmosphere of peace of mind and mutual trust
If a person is upset, he may only consider himself more, and naturally he will not consider others, let alone give or contribute to others. If all members of the team only think about themselves, it will naturally be a mess.
Mr. Kazuo Inamori has made great efforts in “Anxin”, the most typical of which is his reservoir-style management. He put part of the money earned by the company as a “reservoir” in the company. In the event of an accident, the “water” of the “reservoir” is the guarantee for everyone’s livelihood.
In fact, if you want employees to be able to walk with you for a long time with peace of mind, you have to convince them that no matter how unpredictable the external environment is, the company can ensure that everyone can tide over the difficulties together. What’s interesting is that whenever you can get through a crisis, it is also the best time for your big development.
Because you are difficult, others are also difficult, you have crises, and others have crises, but if you survive and other people die, other people’s share will naturally go to you. Reservoir management is a principle that all companies that practice Kazuo Inamori’s philosophy adhere to.
Mr. Kazuo Inamori often said that it is necessary to create a “heart-to-heart” interpersonal relationship in the team. What it creates is not just an organization established with an organizational structure or division of functions and responsibilities, but a “community of destiny”. The organization is brothers and sisters, so it is called “big familyism”.
But the side effect of “big family doctrine” is warmth doctrine, so Mr. Inamori Kazuo put forward the “power doctrine” for this, which consists of two elements:
The first element-personality, you need to have a constantly improving personality; the second element-work ability, you need to have the ability to work continuously to produce results.
Mr. Inamori used this to select leaders and talents, avoiding the degeneration of big familyism into warmthism.
② The goal is set at the highest value within the staff’s ability
For “the highest value of the staff’s ability range”, some students of Shenghe School have made this interpretation:
When a team member or manager imagines a career or job, it is assumed that you have put in all your efforts, you are also willing to work hard to learn skills and play out, and get a target value if you are lucky, and then multiply this value At 80%, it is roughly the highest value that you can reach.
Why do you want to set it this way?
Psychological knowledge tells us that people have three zones-comfort zone, stretching zone (also called growth zone) and panic zone. If we set the goal in the comfort zone, there will be no growth at all, and people will become lax and careless, and instead of achieving the goal.
What is the comfort zone? When I was young, children who lived in school usually came to class on the bell, and sometimes they were late. This is a typical performance in the comfort zone.
What is the stretch zone? There are new challenges, new things, new projects, new positions, new salaries. In short, there are new stimuli. This new thing can arouse our sense of excitement and tension, and prompt us to take the initiative. It’s in the stretching zone.
What is the panic zone? I don’t want to act at all. Anyway, I can’t do it. This is in the panic zone.
If you don’t know what zone your team members are in, just look at their performance: the casual and comfortable are mostly in the comfort zone; the active, active, and serious are usually in the stretching zone. ; And always refuse to act, usually in the panic zone. So our goal is to stay in the stretch zone.
③ Use the 100-point principle to set goals
At work, use 100 points instead of 60 points to set goals. How to understand?
The most typical understanding is to pursue customer satisfaction. If the customer is not satisfied, the customer is not satisfied. This is the set goal of 60 points, once it is not reached, it will fall into a negative number.
Such a goal is a goal on the edge of a cliff. The employee’s mentality will not be too good, he will feel very dangerous, afraid of being complained, and constantly seek a kind of self-protection. This is prone to all kinds of entanglements or bargaining, and the employee’s work process is not happy, because all he sees is criticism and blame.
But what will happen if we set this goal to be touched by customers? Let employees move customers once when interacting with customers-Haidilao is set in this way-when such a setting is made, it is the goal of 100 points if the touch can not be achieved at least.
At the same time, there is another advantage. Although moving cannot be represented by numbers, every employee can feel it directly, because he faces customers, he understands customers, you let him find ways to move customers, and he has his own inventions and creations. Room.
A person can change this matter from someone else’s business to his own business only by thinking about how to do it himself, and his return is the gratitude of the customer or the smiling face of the customer. Although 9 out of 10 clients may not have done so, as long as one client is touched and thanked him, his morale will rise.
④ The twenty-eight principle
The 28th principle here refers to the 28th principle of success or failure-we have set up 10 action plans to achieve our goals, of which 20% are to be discounted.
However, in order to achieve the original goal, 20% more leeway needs to be set aside. This is the reason why Mr. Kazuo Inamori needs a pessimistic plan in the process of setting goals. You must always reserve 20% more before you can achieve the original plan.
Always remember that quantity is more important than quality. But we put more emphasis on “quality” in our work. We value those who are very capable, while ignoring some ordinary but serious employees. When a company faces a crisis, the first to run is those who are very capable.
Kazuo Inamori used a metaphor. A strong person is like a large bluestone. The walls of the castle are piled up on the large bluestone, and there are sand and small stones to fill the gaps so that the wall can withstand the storm. A castle built on large bluestones alone cannot withstand the storm. Mr. Kazuo Inamori calls these little stones “shiny little stones”, they are ordinary and serious.
How to make these small stones also contribute, this must emphasize the “quantity”. If the goal setting of an event is correct, the planned action is also correct. According to the 28th principle, if the “quantity” is added down, the problem will always be found, and there will be a certain winning rate. Of course, the analysis of “qualitative” must be combined, so Kazuo Inamori encourages all staff to offer ideas and suggestions.
4. The result must be calculated
Kazuo Inamori has a very classic saying, “Philosophy is only when it becomes a number.”
When it appears digitally, first, it can be perceived; second, it can be improved. Judging by the numbers, did your actions bring about results? Is the result closer or farther away from the goal you pursued?
The whole process is the PDCA cycle, plan (plan), execute (do), check (check) and improve (action). In fact, every company has such a PDCA, or adjust its strategy and tactics for half a year or quarterly. But Kazuo Inamori thought that was too slow, and he asked for at least a month as a unit to conduct replays, and it is best to reflect on a day as a unit.
Kyocera reviews (reviews) in units of days. When you find that yesterday’s plan has not been realized, and everyone resumes the game today, you can make suggestions together, try again, and finally find the most suitable method.
By creating a reassuring and helping each other environment, the goal is set in the stretching zone, and the goal is set with a 100-point standard, and all actions are converted into numbers, so that everyone can see at a glance. This is the specific method and principle for setting goals reasonably.
2. How to realize the goal floating in the sky?
1. Money is just a means to achieve goals
Making money is not the goal, it is just a means. Kazuo Inamori wants to make all employees happy, shareholders happy, customers happy, and suppliers in the same ecological chain happy.
In business, happiness must be guaranteed by profit, so Mr. Inamori emphasized that it is a high-yield enterprise. If the organization wants employees to continue to be happy and develop continuously, wages and benefits will rise, and the scale of the enterprise will be expanded, it will all need to be guaranteed by profits.
Isn’t the sales target equal to the corporate target? It depends on the significance of the sales target to the company?
The goal is the scale and direction indicator. For example, if a company wants to make a leap by going public, sales may become a more important goal. Of course, going public depends on profit margins, so an indicator such as profit margins can never be discarded in a company.
Some companies are in the R&D stage, and R&D is the lifeline. At this time, product research and development has become a key goal.
Therefore, it is difficult to state whether the sales target is equal to the business target without knowing the premise and specific circumstances.
Now we often turn around on the issue of money, because money is a very important foundation, and the bottom two of the six levels of demand are related to money. It is precisely because money is closely related to survival that companies need to be very cautious when it comes to the adjustment of the salary structure, otherwise it will easily bring about various turbulence or other problems.
Money is of course very important, but if you equate money with the manifestation of your own value, you will also be stuck in the first and second stages of the hierarchy of needs. The first stage is the instinct for survival, and the second stage is sustained and stable survival.
Take a look at the life you have. Are you really short of money? What you may lack is a feeling of superiority over others, or the appreciation and admiration of others. In addition to money, we may also use other methods to achieve these goals.
A person’s life needs not only money, but also some beauty and pursuits.
2. Implement goals with a gamified mentality
Setting goals is a serious matter. Can you treat the process of setting goals or achieving goals as a game, or with a game mindset?
The biggest difference between playing games and work is the question of willingness. Games are what you want to play from the heart and enjoy it; but work is not from the heart. There are elements of imposing, and this kind of imposing will make people bear pressure.
Why do we reject work?
First of all, when companies set goals, they don’t pay attention to what they want to do. Instead, they use systems, rewards and punishments, or systems to force you to do this. Therefore, you feel pressured and uninteresting. .
Secondly, it also has a lot to do with our growth environment. Parents often tell their children: You must finish your homework before you can watch TV; you must get a score before you can go to the amusement park; you must do housework before buying you an ice cream…
The purpose of this is to get the child to act, but at this time an idea is buried in his heart-but any business is something that makes him unhappy.
Because business is in opposition to all his happy things, we find that we have grown up in this way. So you will have a concept and feeling of “that is a difficult, difficult, troublesome thing” in your mind about work, study, reading, etc.
At this time, we need to explain from another angle. Many people have something they love. For example, some people like to play musical instruments, some people like to do crafts, and some people like to write online novels. Those are also jobs. Why do we have fun doing those things?
If you can find the factors that make us excited, and then combine it with your own work, and through conceptual changes, you may be as excited about your work as a game, enthusiastic, and persevering, and you will naturally have good results.
A person’s ability to be happy is actually his ability to explain the world. All things in the world exist objectively, but people’s interpretation of the world is subjective. So how we interpret the world ultimately determines how we act.
Happiness is a continuous energy generator. How to make your team members happy at work and work hard to establish the relationship between work and happiness is very important.
When a person is happy, he will associate the feeling of happiness with what he has done. If he always feels happy, joyful, and joyful in his work, he will naturally become more and more willing to do this work.
Companies sometimes put too much emphasis on rationality and require employees not to take their feelings to work. But mortals have emotions. The so-called rationality actually suppresses a lot of feelings, and then expresses them in an awkward way, which results in the collapse of the relationship between people.
Many times we cannot create a harmonious relationship because we cannot get along well with ourselves. We need to fully understand ourselves and re-understand our relationship with the world and people around us.
3. Three misunderstandings in implementing goals
Misunderstanding 1: Decomposing goals means setting goals
Forcibly pressing down the goal, thinking that decomposing the goal completes the work of goal setting, thinking that the plan is equivalent to completing the work, this is a misunderstanding in itself. It is useless to divide it down, and only if it is done can the original expected effect be truly achieved.
Misunderstanding 2: Blindly emphasize the interests of the company
Many companies take advantage of people’s desires and use performance systems to stimulate people. In the long run, this model does not achieve the desired results. We must fully consider the different levels of people’s pursuit of happiness, and then set goals.
Misunderstanding 3: The lack of “love” inside
Kazuo Inamori said: “In business operations, we must rack our brains to formulate strategies and tactics, but the basis of strategy and tactics is’caring’ and’consideration’.
If an operator cannot feel love, he will not understand others. No matter what method you use to motivate others, or plan and dismantle, it will be difficult to have sustained success or sustained results in the end. “
That’s all for my sharing, thank you everyone!
