吕国博士 | 有效管理的关键:让平凡的人做出不平凡的事


在公司内部培训会上,阳光创译的吕国博士多次强调管理者在工作中面临的挑战和有效管理的重要性。他指出,管理者往往陷入繁重的事务性工作中,难以提高工作效率。因此,实现有效管理对于组织的成功至关重要。那么,什么是有效管理呢?组织应该如何引导平凡的员工做出不平凡的成绩呢?

At an internal training meeting, Dr. Lu Guo, from Sunlight Translation, emphasized the challenges faced by managers in their work and the importance of effective management. He pointed out that managers often get caught up in heavy administrative tasks, making it difficult to improve efficiency. Therefore, achieving effective management is crucial for the success of an organization. So, what is effective management? How should organizations guide ordinary employees to achieve extraordinary results?

在企业管理实践中,有些管理者倾向于认为员工表现平平是正常的,因为我们都是平凡的人。然而,这种观点忽视了两个关键问题:平凡人的长处是什么?如何激励他们做出卓越的成绩?吕国博士认为,通过让组织成员卓有成效,才能实现不平凡的事。激励的原动力是成就感。

In the practice of business management, some managers tend to believe that average performance from employees is normal because we are all ordinary people. However, this viewpoint overlooks two crucial questions: what are the strengths of ordinary individuals and how can they be motivated to achieve outstanding results? Dr. Lu Guo believes that extraordinary things can only be accomplished by making organization members highly productive. The driving force behind motivation is a sense of accomplishment.

阳光创译吕国博士为三十多个国家部级矿业官员研修班提供口译服务.jpg

目前,大多数激励理论仍在探索如何洞察员工的人性,而忽视了如何让员工产生成就感和绩效。吕国博士强调,我们应该关注手段和目的的关系。许多管理者通过宣扬自己的愿景来激励员工,希望他们能够获得成就感和责任心,但往往效果不佳。这是因为管理者没有深入思考员工是否真正需要这样的愿景。

At present, most motivation theories are still exploring how to understand the human nature of employees, while overlooking how to foster a sense of achievement and performance in them. Dr. Lu Guo emphasizes the importance of focusing on the relationship between means and ends. Many managers try to motivate employees by promoting their own vision, hoping that they will gain a sense of accomplishment and responsibility. However, this often proves ineffective because managers fail to deeply consider whether employees truly need such a vision.

此外,很多管理者将成就感作为一种掩盖物质待遇不足的手段。成就感既受内在动机的影响,也受外部刺激的影响。要支持员工顺利完成工作,取得绩效,并在绩效之后给予公平的报酬与嘉奖,才能实现良性的互动。注重贡献,成果在外部是实现有效管理的关键。

Additionally, many managers use a sense of achievement as a means to cover up insufficient material rewards. A sense of achievement is influenced by both intrinsic motivation and external stimuli. To support employees in successfully completing their work, achieving performance, and providing fair rewards and recognition afterward, a positive interaction is necessary. Emphasizing contribution and results externally is key to achieving effective management.

有些管理者强调注重贡献的思路,鼓励每个员工思考如何在工作中做出更好的业绩。然而,这种观点往往混淆了奉献和贡献的概念。奉献强调的是个人投入的过程,而贡献则强调员工的工作对最终结果的影响。平凡的员工如何通过卓有成效的工作来实现贡献,更容易凝聚员工在正确的事情上。注重贡献是将员工的才智投放到最关键的地方。

Some managers emphasize the importance of focusing on contributions and encourage each employee to think about how to deliver better performance in their work. However, this viewpoint often confuses the concepts of dedication and contribution. Dedication emphasizes the personal investment process, while contribution emphasizes the impact of an employee’s work on the final outcome. In order for ordinary employees to make significant contributions through effective work, it is easier to rally employees around the right things. Focusing on contribution ensures that employees’ talents are directed to the most critical areas.

另外,一些管理者强调成果在外部的概念,鼓励员工思考客户在哪里,甚至要求全员参与营销任务。然而,这种做法常常是错位的。每个人都应该通过自己在本职工作中的贡献来促成外部成果的实现。

Furthermore, some managers emphasize the concept of external results and encourage employees to think about where the customers are, and even require the entire staff to participate in marketing tasks. However, this approach is often misguided. Everyone should contribute to the achievement of external results through their own contributions in their respective roles.

吕国博士强调,管理者应该相信每一位员工都力求表现出最好的一面。管理者需要提供适当的指导和关怀,给员工提供安全感。这并不意味着管理者应该完全了解员工的人性,而是在组织范畴内释放人性的自由。管理者的目标是通过实现员工的个人成就来达到组织目标。

Dr. Lu Guo emphasizes that managers should believe that every employee strives to perform their best. Managers need to provide appropriate guidance and care to give employees a sense of security. This does not mean that managers should fully understand the human nature of employees, but rather unleash the freedom of human within the organizational context. The goal of managers is to achieve organizational objectives through the realization of employees’ personal achievements.

在管理中,用人所长是非常重要的。然而,很多管理者错误地将 "听话"、"忠诚"和 "谦虚"等特质视为员工的长处。吕国博士认为,用人所长应该侧重于能够使员工工作更有成效的卓越才能,如市场分析、项目管理等。而个人品格属于基本价值观范畴,它是个人成长和人文教育的结果,管理并不能影响人文精神。管最后,吕国博士强调,管理者应该帮助员工发挥他们的长处,并容忍他们的短处。只有在员工得到充分容忍和支持的情况下,才能发挥出他们的潜力,创造出出乎意料的成就。这对于管理者来说是一种重要的考验。

In management, leveraging employees’ strengths is crucial. However, many managers mistakenly view traits such as “obedience,” “loyalty,” and “humility” as strengths of employees. Dr. Lu Guo believes that leveraging employees’ strengths should focus on their excellent abilities that make their work more effective, such as market analysis and project management. On the other hand, personal character belongs to the realm of basic values, which is the result of personal growth and humanistic education. Management cannot influence the humanistic spirit. Lastly, Dr. Lu emphasizes that managers should help employees leverage their strengths and tolerate their weaknesses. Only when employees receive full tolerance and support can they unleash their potential and achieve unexpected accomplishments. This is an important test for managers.

总结起来,吕国博士在公司内部培训会上分享了有效管理的关键。他强调了通过让组织成员卓有成效来实现不平凡的事的重要性。他还强调了成就感作为激励的原动力,注重贡献和成果在外部的重要性,以及管理者应该相信员工都力求表现出最好的一面。用人所长和容人所短也是实现有效管理的关键。通过这些理念,管理者可以引导平凡的员工做出不平凡的成绩,实现组织的成功。

In summary, Dr. Lu Guo shared key principles of effective management during an internal training session. He emphasized the importance of achieving extraordinary results by making organization members highly effective. He also highlighted the role of a sense of achievement as a motivating force, the importance of focusing on contribution and external results, and the belief that managers should trust that employees strive to perform their best. Leveraging employees’ strengths and tolerating their weaknesses is also crucial for effective management. With these principles, managers can guide ordinary employees to achieve exceptional results and bring success to the organization.

人物介绍


北京阳光创译吕国博士

1.北京阳光创译翻译公司 董事长

2.美国 Suntrans Consulting LLC CEO

3.资深矿业同传翻译和谈判专家,曾为很多总统级和部级领导服务

4.国际矿业咨询专家,参与矿业投资并购项目足迹遍及30多个国家

5.中国矿业大学(北京)MTI翻译校外硕导

6.曾就职于世界最大国际矿业公司—必和必拓(BHP Billiton)

7.曾工作于中国地质调查局境外矿产战略研究室

8.中国地质大学(北京)、美国迈阿密大学以及中国科学院联合培养博士

9.北京大学 地质学博士后

10.组织并主持了系列“中国国际矿业发展高峰论坛”和“中国国际翻译高峰论坛”


An Introduction to Dr. Lyu Guo

1.The Founder and Chairman at Beijing Suntrans Language Translation Co., Ltd.,

2.The Founder and CEO at Suntrans Consulting LLC in New York

3. A supervisor for MTI Students at China University of Mining and Technology (Beijing)

4.A senior simultaneous interpreter in geology, mining and petroleum industries

5. A director in International mining consulting Sector of Suntrans

6. An assistant general manager at Yanliao International (Beijing) gold development company

7.A geologist & translator in the world's largest international mineral company - BHP Billiton (BHP)

8. A geologist in overseas mineral Strategy Research Office of China Geological Survey

9.A PhD in geology jointly cultivated by China University of Geosciences (Beijing), Miami University in the United States and the Chinese Academy of Sciences

10. A posdoc in geology at Peking University


公司介绍


阳光创译的核心定位已经由最初的“阳光创译=矿业翻译”——中国地质矿业翻译领军品牌逐渐延伸扩展成“阳光创译=中国国际矿业服务大平台”,涵盖矿业翻译、矿业会展、矿业咨询、矿业猎头、“一带一路”矿业商会、矿业媒体等国际矿业服务板块。

打造中国地质矿业翻译领军品牌。