To explore new business areas

When a company ready to explore new areas of business, management innovation, technological innovation and system innovation will become the face of a fundamental and strategic issues. At this time, new business figures the core leadership team to the introduction of external suitable.

The reason for such a choice is mainly by the enterprises of the internal problems and external challenges by the decision. Internally, when the traditional business enterprise and a market potential for mining completely, or getting lower and lower profit margins, the whole business needs to seek new growth points, or so fundamental to the company's strategy adjustments. At this point, company's existing leadership or management, often through various channels and resources to new areas of the basic trends and to predict the direction of development, some companies also hire professional consultants to undertake specialized analysis and feasibility studies. However, the company has a clear "what the next step" after the next face an important question is: almost no existing leadership of the new industries of the actual operation and management experience, and even specialized knowledge is very limited. At this point, put in the leadership before the very real question is: either from outside the introduction of senior management .

Leading bodies within a common view is the opposite: Why can not we, as business companies, their dynamic it . There are more intense point of view is: the development of big companies, and developing, and now some people to meet, inertia, do not want to further their own hands, just want to command others to do, so the introduction of senior management. To hold these views, their motivation is good, Laojifuli, Zhizaiqianli, but some one-sided. First, because most companies and the development and expansion started in the 1980s or 1990s, when all of China's industries are in transition from a planned economy to a market economy in transition, the basic market environment to allow each enterprise from scratch, From small to large continuously from the "small mistakes committed without committing a big mistake" in the accumulation of lessons learned. At that time, in addition to the state's key investment projects, in general enterprises are from several million to tens of million or even started a few thousand dollars. Like many small companies do, often millions, tens of millions and even cast into the Jige Yi » Secondly, from the standpoint of personnel, the majority of private enterprises, entrepreneurs, senior technical and management talent and experience of senior management personnel, together but 12 people, and society as a whole most of the major talent in the backlog of large state-owned enterprises , Limited by the size of the new enterprise creation and conditions, people want to dig up, but also to dig. Comprehensive internal and external factors and conditions, then their hands venture is feasible, is the only feasible.

When companies want to look Fangde Geng Yuan, in a rapid growth in new areas to strengthen the strength of experts, from the outside Jobs became a natural choice. For example, General Electric last win over a number of real estate experts to help expand its financial services business of the real estate sector. Cisco Systems, a network business solution from the external sector has been looking for a specific industry can lead the advisory team of experts. Also, General Electric recently hired retired Air Force officer Taylor (FrankTaylor) as the company responsible for the safety of the people. Since the terrorist attacks and natural disasters, flu concerns, the company set up a date in this sector. General Electric in this area will be put in place the current move is not yet known. Taylor will launch the staff is expected to send some old people did not imagine that the management initiatives.

Sometimes hire people from outside the geographical expansion for .consideration. If a Beijing company to set up branch offices in Guangzhou, the business leaders who are likely not familiar with the situation on the ground, there are also some language barriers. At this time, from the local Philip Murphy may be a wise move. The majority of Chinese enterprises in such circumstances often take a different approach - internal deployment of "streamlining Jiangjiang" personally lead presence, the original intention of this approach is understandable, because the trust point of view, especially as this "high mountain Emperor Yuan ". However, we consider the issue will depend on the primary contradictions, seize the main issues, as trust issues can be carried out through other means binding. Many facts have shown that airborne high-level leaders of the new company is more important is not the function of the match, but with the senior team boss and cultural - that is, values, personality and can fit on the motive. If a professional manager for one of the characteristics than the tip of the case, his qualifications, knowledge, experience and ability, performance, and so only exposed the sea level 1 / 3, and the decision whether he is suitable for enterprises of the key factors, such as values, Style and motivation, it is hidden in the invisible underwater 2 / 3.

It is precisely this "underwater" some of the most difficult to grasp. According to statistics of Shanghai people, almost 90 percent from foreign invested enterprises "airborne" to the senior leadership of private enterprises who have left within a year, one of the most important reason is not complete harmony with the boss's style. Figure, the great circle is a private enterprise culture, the boss's personality and style become the main culture, senior leaders must adapt to this style so as to integrate into the enterprise. The outstanding foreign invested enterprises are already formed a core cultural values of the organization, will be newcomers to assimilate, the boss of the personal style of the implications to employees relatively much smaller. If the choice of a new career platform that did not weigh up their boss's personality and style can live in harmony, to lay a groundwork for the future we all Xinxubuning the "seed."

Therefore, the introduction of high-level leaders like married men and women, 1950s and 1960s is the first marriage to love, even if they are not, but for children, to families, and tolerance of the bar, the last two painful of his life now is the first love to get married, Even some trendy men and women in Shihun phenomenon.

A domestic enterprises to identify the owner of the senior management staff, the usual method is with the first long-term contacts and become a friend about it, very understanding and mutual trust each other again after hire. He is assistant president of competitors from where "careful cultivation" derived from the five or six years, the latter for him carding a corporate culture and talent strategy, daily advice for him, quietly doing a lot of work behind the scenes, he is Heart. Now, he went to Beijing from time to time on reading EMBA, he can close reading during the phone. Because he too has assured its executives.

Husband and wife is the best character similar to the order of, but sometimes the opposite character, a complementary, but also Baekdu Xielao. Selection of senior enterprise leaders is the same token, the candidate's values and personality is also important to consider, in the style should be complementary to his boss: he was a little more education abroad, his deputy should be in the country to grow up; he Psychology A little more knowledge, more deputies would understand the legal knowledge; distress love him extensively solicit the views of others, his deputy was a personal best of assertive He compared impatient personality, his deputy should pay attention to think it over. One person next to the old in with you not the same, and this is his greatest value.