<!DOCTYPE html>
<html lang="zh">
<head>
</head>
<body class="tmp-content" leftmargin="0" marginheight="0" marginwidth="0" offset="0" topmargin="0">
<div> </div>
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<td align="center" class="textContent" style="padding: 9px 30px 0px; text-align: start; color: rgb(96, 96, 96); background: rgb(255, 255, 255);" valign="top">
<p style="color: rgb(96, 96, 96);"><span style="line-height:1.7;"><span style="font-size:13px;"><span style="font-family:微软雅黑;">新官火线上任，百废待兴，如何加速团队磨合，实现弯道超越？<br />
团队业绩不佳，四处救火，怎样通过团队调整实现逆袭？<br />
下属各自为战，如何聚力拢心，让团队力出一孔？<br />
目标重担当前，如何让团队成员主动担责，加强承诺？<br />
业务总量激增，为何总感觉无人可用？<br />
面对绩效堵点，该如何给下属提供有力的支持，帮助团队攻坚克难？<br />
激励僧多粥少，到底如何分配才能有效激发下属？<br />
本课程旨在提供务实的理念和工具，协助业务领导者化解上述困难与挑战。</span></span></span></p>
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<p style="color: rgb(96, 96, 96);"><span style="line-height:1.7;"><span style="font-size:13px;"><span style="font-family:微软雅黑;"><span style="text-decoration-style: initial; text-decoration-color: initial; color: rgb(178, 34, 34);"><strong>人为重，事为先。</strong></span><span style="color: rgb(96, 96, 96); text-decoration-style: initial; text-decoration-color: initial;">秉承“事为先，人为重”的核心框架，释放人才的力量，更好地实现业务目标。在沙盘学习的过程中，学员的每一项行为决策都将深刻地影响着组织绩效达成，团队成员的能力、意愿增长以及个人领导力的发展。</span><br style="text-decoration-style: initial; text-decoration-color: initial; color: rgb(96, 96, 96); font-family: 微软雅黑;" />
<strong style="text-decoration-style: initial; text-decoration-color: initial; color: rgb(96, 96, 96); font-family: 微软雅黑;"><span style="color: rgb(178, 34, 34);">训战结合。</span></strong><span style="color: rgb(96, 96, 96); text-decoration-style: initial; text-decoration-color: initial;">围绕课程的每个章节的核心知识点，都设置了典型的管理情境沙盘，通过做出艰难的管理决策、学员间相互的沟通促动、行为与结果的剖析、视觉化的竞争游戏体验，提升学员对人才管理知识技能的吸收及应用。</span><br style="text-decoration-style: initial; text-decoration-color: initial; color: rgb(96, 96, 96); font-family: 微软雅黑;" />
<strong style="text-decoration-style: initial; text-decoration-color: initial; color: rgb(96, 96, 96); font-family: 微软雅黑;"><span style="color: rgb(178, 34, 34);">实用人才管理。</span></strong><span style="color: rgb(96, 96, 96); text-decoration-style: initial; text-decoration-color: initial;">管理者最重要的资源就是自己的时间与精力，必须将有限的时间与精力聚焦到人才管理的关键领域。提升学员人才管理能力不是寻找唯一正确的答案，而是在多个看似都可行的解决方案中做出有力的抉择。</span></span></span></span></p>
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<p style="color: rgb(96, 96, 96);"><span style="line-height:1.7;"><span style="font-size:13px;"><span style="font-family:微软雅黑;">对管理者角色和自我有更加清晰的认知，学会与问题同行。<br />
掌握团队目标共识的策略与方法，促进团队相互信任，力出一孔。<br />
掌握识别并发挥下属特质、优势的方法与工具，推动内部人与事匹配。<br />
营造有利于下属发挥和发展的组织环境，为团队达成目标提供有力的支持。<br />
掌握成为激发型领导者的关键理念和工具，提升团队敬业度。</span></span></span></p>
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<td align="center" class="textContent" style="padding: 10px 20px; background: rgb(255, 255, 255); text-align: start; color: rgb(96, 96, 96);" valign="top"><span style="line-height: 1.7; color: rgb(96, 96, 96);"><span style="font-size:13px;"><span style="font-family:微软雅黑;"><strong>第一</strong><strong>模块：</strong><strong>重启定位</strong><br />
走上领导者岗位，就意味着更多的付出，既要通过团队完成工作，又要对团队的工作结果负责。如何通过管理收获成就感、尊重、良好的人际关系和职业发展，是所有管理者首先需要认清的问题。<br />
<strong>【情景</strong><strong>1</strong><strong>】烫手山芋：接手新部门，百废待兴，如何下手</strong><br />
<strong>【情景2】四处救火：面对层出不穷的问题，自己扛或放手的两难抉择</strong><br />
<strong>【情景3】揪心的下属：好心的忠告成为员工眼中的说教</strong><br />
<br />
<strong>第二</strong><strong>模块：</strong><strong>凝聚共识</strong><br />
好的团队始终以目标为中心，而非领导者个人。目标需要聚焦，更需要共识。领导者经常犯的错误之一，就是将自我内心的意图和想法，等同于对下属的清晰要求。对目标成果的沟通和共识，怎么强调都不过分。<br />
<strong>【情景</strong><strong>4</strong><strong>】各自为战：下属各有想法，难有合力，</strong><strong>如何推动团队力出一孔？</strong><br />
<strong>【情景</strong><strong>5</strong><strong>】团队矛盾：团队成员间相互抱怨</strong><strong>，矛盾重重，该如何加以协调？</strong><br />
<strong>【情景</strong><strong>6</strong><strong>】超级任务：面对总部自上而下的挑战性任务，该如何向下委派？</strong><br />
<br />
<strong>第三模块：知人善任</strong><br />
当方针目标明确之后，将任务委任给正确的人，就是成事的关键。面对各具特色和优缺点的下属，如何量才适用对任务达成至关重要，但也是最容易遭到忽视的。<br />
<strong>【情景7】人才决策：面对新的市场机遇，应该提拔谁承接创新业务？</strong><br />
<strong>【情景8】员工转正：对新人评价众说纷纭，如何设计方法考察员工真实的能力素质？</strong><br />
<strong>【情景9】人才异动：如何找准新人融入中的显著障碍并施加影响？</strong><br />
<br />
<strong>第四</strong><strong>模块：委责赋能</strong><br />
作为领导者，不仅要关注工作结果，更应该影响下属达成结果的过程。当下属任务执行不力时，大包大揽或做甩手掌柜都不是最佳方式，而应该从系统的视角贡献“打胜仗”的方法，持续有力为下属提供的支持。<br />
<strong>【情景</strong><strong>1</strong><strong>0</strong><strong>】压力山大：面对绩效堵点，如何给下属有力的支持？</strong><br />
<strong>【情景</strong><strong>1</strong><strong>1</strong><strong>】团队担责：面对外部变化，如何抓住工作重心，敏捷迭代目标任务？</strong><br />
<strong>【情景</strong><strong>1</strong><strong>2</strong><strong>】推行新政：面对自上而下的新标准和新要求，如何赋能下属达成？</strong><br />
<br />
<strong>第五</strong><strong>模块：</strong><strong>激励人心</strong><br />
激励不是通过金钱“收买”员工，也并非一味迁就员工，而应该以合作者的视角，发掘并满足员工差异化的职业需求。激励人心不仅依赖于物质奖励，还应该包括激发并满足员工成就的欲望、帮助他们持续成长、有组织归属感、让工作富有意义……领导者最常犯的错误，是以激励对方的名义，把自己喜欢的东西强加到下属的头上。<br />
<strong>【情景</strong><strong>1</strong><strong>3</strong><strong>】超额激励：面对总部的差额激励，该如何向下分配才能激励人心？</strong><br />
<strong>【情景</strong><strong>1</strong><strong>4</strong><strong>】员工激活：面对未来的挑战，如何激活团队共同担责？</strong><br />
<strong>【情景</strong><strong>1</strong><strong>5</strong><strong>】人才调整：面对下属的调岗申请，该如何恰当安排？</strong><br />
<br />
<strong>第</strong><strong>六模块：助推改变</strong><br />
知不易，行更难。在课程结束之前，我们会介绍改变管理行为的三个关键要素，并鼓励、推动学员拟订具体的行动计划。<br />
【复盘】沙盘游戏的竞争结果清算和盘面复盘，各小组分享心得<br />
【清单】有效改变行为的三个诀窍<br />
【总结】拟订个人行动计划</span></span></span></td>
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<h3 style="color: rgb(56, 56, 56);">朱翔</h3>
<p><span style="line-height:1.7;"><span style="font-size:13px;"><span style="font-family:微软雅黑;">拥有16年企业人力资源管理及咨询培训工作经验，在组织绩效优化和人才培养体系建设方面具有丰富的实践经验。曾主导建设并运营四家上市公司的企业大学，并担任企业大学常务副校长等职务。曾担任东方智业管理顾问公司培训学院院长，具有人力资源管理、干部管理相关课程七年的授课经验。<br />
译有《高绩效的HR》（2019译版）、《变革的HR》（2019译版）及《过程咨询II》等。</span></span></span><br />
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<p style="text-align: center; color: rgb(96, 96, 96);"><span style="font-size:12px;"><span style="font-family:微软雅黑;">易迪思专注企业培训服务超过17年</span></span></p>
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