You must know the three envelopes executives of the story? A retired CEO to his successor, three a coded number of envelopes. "If you had feel able to solve the problem, the problems in submitted to the board, first open the envelope. Please believe me." He told her.
After less than four months, the company's sales appeared unexpectedly to sharply reduce. The new CEO to feel hopeless desk, took out the first envelope, open on see, top write: "blame your former."
So, in and analysts call, she clever but strongly accused his predecessor is sharply reduce sales of root. Wall Street and the media to her outspoken made a good response. Restore its sales, this problem to solve.
About a year later, when the company an important global products had to recall, sales fell again. The CEO soon opened the second envelope: "restructuring."
Restructuring done quickly, and to revive.
The next year, both sales and profits growth. A major merger completed successfully. The company stock prices soared. But, a had not anticipated personal crisis are a threat to the board of directors, the CEO of support. She went into the office, tore the third envelope: "prepare to three envelopes.
In addition to GuanErYiXiao beyond, you of three envelopes where? You will prepare for his successor, what kind of information? However, a better situation is: when you get a promotion, waiting for you is what kind of letters? (you have been promoted, isn't it?)
If now you must write a memo 300 words, for tomorrow you will take over the position, then, what would you say? Are you more information that work, talk about your role, talk to your colleagues and subordinate? Or say you face the challenge of...... Or write about yourself?
Well, now we give it some code: put your memo content posted on the company's online inline makes you feel feel at ease? Or know their own "three envelopes" of content will be made public and forced to rewrite?
Next, we weigh the question: if possible, you will see who is "three envelopes"? Colleagues? Do you want to work that person? In your work environment, "three envelopes transparency" on people and the interaction between expectations may what influence?
As people jobs and more and more responsibility, succession problem has become more challenging, the unpleasant reality lead to the emergence of the problem. Now, almost everyone's work is more, bear responsibilities too much. In such an environment, succession planning is becoming increasingly important. However, I see what it is, people greatly underestimated this reality. In the job evaluation and professional ability of development on the input side, people to individual and its performance degree of concern, much higher than the role of to them and to the attention of the responsibilities of the constant change. So do very bad? Of course not. But to the individual, but the emphasis for the leader and managers better spread their "invisible knowledge" (tacitknowledge, also known as the "implicit knowledge", it is to point to exist in individual employees and enterprise all levels within the organization to standardization, couldn't tell and imitate, not easy exchange and sharing, not easy also be copied or steal, not yet coding and engage in all kinds of tacit knowledge, as well as through the flow and sharing from enterprise external effective way of the gain of tacit knowledge-translators note) made extra difficulty, brought the additional responsibilities, and the recessive knowledge then makes them more effective to play its own part. Explore and explain how to grow in your work, and described the significance of the work of enterprise is one thing, and to organize the exploration and interpretation, make it a potential successor may help guide the guidelines are completely is another thing. For example, the facts show that the entry process executives position--whether internal promotion, or from outside the organization-has been even more difficult than before.
After less than four months, the company's sales appeared unexpectedly to sharply reduce. The new CEO to feel hopeless desk, took out the first envelope, open on see, top write: "blame your former."
So, in and analysts call, she clever but strongly accused his predecessor is sharply reduce sales of root. Wall Street and the media to her outspoken made a good response. Restore its sales, this problem to solve.
About a year later, when the company an important global products had to recall, sales fell again. The CEO soon opened the second envelope: "restructuring."
Restructuring done quickly, and to revive.
The next year, both sales and profits growth. A major merger completed successfully. The company stock prices soared. But, a had not anticipated personal crisis are a threat to the board of directors, the CEO of support. She went into the office, tore the third envelope: "prepare to three envelopes.
In addition to GuanErYiXiao beyond, you of three envelopes where? You will prepare for his successor, what kind of information? However, a better situation is: when you get a promotion, waiting for you is what kind of letters? (you have been promoted, isn't it?)
If now you must write a memo 300 words, for tomorrow you will take over the position, then, what would you say? Are you more information that work, talk about your role, talk to your colleagues and subordinate? Or say you face the challenge of...... Or write about yourself?
Well, now we give it some code: put your memo content posted on the company's online inline makes you feel feel at ease? Or know their own "three envelopes" of content will be made public and forced to rewrite?
Next, we weigh the question: if possible, you will see who is "three envelopes"? Colleagues? Do you want to work that person? In your work environment, "three envelopes transparency" on people and the interaction between expectations may what influence?
As people jobs and more and more responsibility, succession problem has become more challenging, the unpleasant reality lead to the emergence of the problem. Now, almost everyone's work is more, bear responsibilities too much. In such an environment, succession planning is becoming increasingly important. However, I see what it is, people greatly underestimated this reality. In the job evaluation and professional ability of development on the input side, people to individual and its performance degree of concern, much higher than the role of to them and to the attention of the responsibilities of the constant change. So do very bad? Of course not. But to the individual, but the emphasis for the leader and managers better spread their "invisible knowledge" (tacitknowledge, also known as the "implicit knowledge", it is to point to exist in individual employees and enterprise all levels within the organization to standardization, couldn't tell and imitate, not easy exchange and sharing, not easy also be copied or steal, not yet coding and engage in all kinds of tacit knowledge, as well as through the flow and sharing from enterprise external effective way of the gain of tacit knowledge-translators note) made extra difficulty, brought the additional responsibilities, and the recessive knowledge then makes them more effective to play its own part. Explore and explain how to grow in your work, and described the significance of the work of enterprise is one thing, and to organize the exploration and interpretation, make it a potential successor may help guide the guidelines are completely is another thing. For example, the facts show that the entry process executives position--whether internal promotion, or from outside the organization-has been even more difficult than before.
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