Carder - Winner

[Lord777]

Personal business carding philosophy

Mission and values
The mission answers the question: "How to achieve success in this area of business?" and explains how the company will select personnel, invest and allocate resources.
Values determine how an enterprise plans to fulfill its stated mission. All employees must be involved in developing values. Correctly formulated values are specific and intelligible. Values work when employees are rewarded for adhering to them and punished for neglect.
Mission and values are interconnected and must be fulfilled, especially in a crisis situation - otherwise employees will not believe in them. They don't work without faith.

Sincerity
Be honest with employees and let them express their opinion. This will free the organization from unnecessary bureaucracy, increase the quality and speed of work, and generate many good ideas.
Sincerity increases the speed of action. Ideas are openly discussed, supplemented and improved, which allows them to be quickly implemented.
Sincerity reduces the cost of unproductive meetings.

How to stimulate sincerity:

• encourage those who openly express their opinions;
• praise those who are not afraid to speak up in meetings;
• give examples of those who are sincere;
• Set an example to others by willingly demonstrating sincerity.

Differentiation
Implement a system of meritocracy in which only the best ideas and specialists can break through to the top.
The essence of differentiation is to allocate resources in accordance with the effectiveness of employees and business lines.
There are three categories of employees in the company: the highest (20% of the most effective employees), intermediate (70% of performers with average efficiency) and the lowest (10% of the least efficient employees).
Identify promising talent in the intermediate category and encourage them to improve their knowledge and skills. For maximum efficiency, you can say goodbye to representatives of the lower category of employees.
Under the system of differentiation, everyone has a chance of growth. Good performers gain public recognition, and mid-tier employees strive to improve their performance and move up to the top tier.
The most effective way to manage a large group of people is to highlight the best and encourage others to join the elite.

Voice and dignity
Every employee wants their voice to be heard. To use all the intellectual resources available, allow all employees to put forward their ideas and suggestions.
Abandon the "bosses know best" philosophy in favor of meritocracy, where the best ideas are supported independently of the author. Implement the most promising ideas after listening to everyone. Your company will become much more productive.

Management of the company

Leadership
Leadership is about helping others in their personal and professional development.

Eight Leadership Rules:

1. Leaders take every opportunity to teach people something and build their self-confidence. Leaders always celebrate the skillful actions of employees, and this gives the latter confidence in their abilities.
2. Leaders believe in their ideas and bring them to life. They articulate their goals clearly and develop a reward system that encourages them to achieve them.
3. Leaders exude enthusiasm and optimism. They infect others with their attitude to outstanding achievement.
4. Leaders are honest and straightforward with employees. A true leader will not appropriate subordinates' successful ideas, passing them off as his own.
5. Leaders are willing to make tough decisions based on intuition and experience.
6. Leaders know how to ask the right questions and insist on implementing ideas. They encourage healthy discussion and seek concrete solutions and actions.
7. Leaders set an example for subordinates by taking risks and admitting their mistakes. Great leaders are constantly learning and not claiming to know everything.
8. Leaders recognize employee accomplishments by creating an atmosphere where every team member can feel like a winner.

Recruitment
The correct selection of personnel determines the success of all your endeavors. When recruiting personnel, make a selection, acting in stages.

Stage 1. Look for candidates with the following qualities:

• honesty - a person is responsible for his actions, admits his mistakes and corrects them;
• intellect - the inquisitiveness of the mind and the breadth of practical knowledge about the world;
• maturity - the ability to calmly and adequately perceive failures and successes.

Step 2. Select those who:

• accepts difficulties positively and enjoys work;
• motivates action, has a deep understanding of business, and has a powerful gift for persuasion;
• makes a decision firmly and acts decisively at the right time;
• brings what has been started to the end;
• sincerely passionate about work.

Stage 3. For a managerial position, look for a person:

• self-confident and ready to defend their beliefs;
• able to see the development of events;
• striving to surround himself with worthy and intelligent people;
• able to admit mistakes, learn from failures and move on.

Work with personnel
In order to competently manage the recruited team, create favorable conditions for teamwork, constant growth in efficiency, maintaining high motivation and developing leadership skills.
Strive to find indulgent yet demanding HR professionals. Give them broad authority. Make it clear to people in the organization how important the HR function is.
Introduce a strict, simple and clear personnel assessment system. Set targets and evaluate employees against pre-agreed criteria.
Create an effective reward system with material rewards, recognition and continuing education opportunities. Encourage good employees to strive for professional and career advancement.
In the event of tense relationships with employees, try to be frank and decisive - let them clearly understand what position you take and what you require of them. Pay attention to the intermediate 70% - these workers are the backbone of the enterprise. Do your best to evaluate their work, train and reward them.
Develop an organizational structure with a minimum of levels of management and clear rules for accountability and responsibilities. Get rid of unnecessary layers of hierarchy, give each employee access to top management.

Dismissal
Firing people is an unpleasant procedure, but important. Conduct it effectively.
Prepare those you want to fire in advance and explain the reasons. Minimize the humiliation of the procedure. Make sure that the person being laid off does not lose confidence and perceive the change of work as a positive career change.

Change
In business, you need to be prepared for a state of constant change. Any changes are economically justified and have a clear goal and objectives. Don't change what works well.
Promote those who support change, believe in change and strive to bring it about. Get rid of opponents of change. It is better to part with the conservatives than to allow them to unite.
Analyze and benefit from crises in the business world.

Crisis management
To successfully resolve a crisis, imagine that the problem is more serious than it seems. Don't try to hide anything. It's better to tell everything right away than to let someone throw mud at you.
Discuss openly with the team about the origins of the problem and how to solve it. Make changes in the work of the organization and remember that in a crisis, losses are inevitable.
After you survive the crisis, learn the lessons, use any useful ideas and move forward.

Competitiveness management

Strategy
An enterprise strategy is a rough plan of action that the company revises and adjusts to reflect changing market conditions. To keep the strategy always up to date, plan the direction of movement, actively work to bring this plan to life, regularly correct and update the course.

As you develop and implement your enterprise strategy, identify the “critical idea” of your business - a realistic and fast way to achieve sustainable competitive advantage - using 5 questions.

1. Who are your competitors, what are their strengths and weaknesses, how are shares distributed?
2. What have your competitors done during the year to change the market situation?
3. What actions have you taken during the year to strengthen your company's competitive advantage?
4. What actions can you expect from competitors in the near future?
5. What will be your winning move?

Entrust the implementation of the "decisive idea" to the right people, selected in accordance with the specifics of the tasks.
Continuously improve the methods of implementing the “decisive idea”. Modify and use them effectively in your company. Learn from the best practices of other businesses and improve these methods yourself.

Budgeting
Budgeting in most organizations takes too much time and effort. Take an alternative approach that makes budgeting fun. There are two key questions that will help you with this:

1. How to improve last year's results? What growth opportunities are we missing out on? How to use them to your advantage?
2. What are our competitors doing and how to get around them? What decisive action to take to take away their benefits?

Organic growth
When opening a new direction in business, most companies invest few resources in the undertaking, hardly talk about the new enterprise and limit its independence.
To avoid these mistakes, invest substantial capital in a new business and put qualified, passionate and energetic people in leadership positions. Talk a lot and with enthusiasm about the meaning and prospects of the new direction. Let the new venture make its own decisions. Support new leaders. Talented employees will love this autonomy, they will show responsibility and pride in their work.

Mergers
Principles for effective mergers and acquisitions:

1. A merger of equal companies is impossible. A leader is needed, followed by everyone else, otherwise both companies will come to a standstill.
2. Don't overdo it on the compatibility of corporate strategies. The appropriateness of the transaction determines the cultural relevance.
3. Don't make too many concessions or the deal will not be profitable for you.
4. Don't delay the merger - the integration should take three months.
5. Do not invade foreign territory by placing your own managers everywhere. This will cut off your access to new talent and ideas.
6. Don't pay more than you get from the merger. Your price should be based on proven facts.
7. If your company is involved in a merger, don't resist change - look for the upsides in the new opportunities it opens up.

Quality
Every company needs a quality improvement program - a system that will improve customer service, lower costs, and nurture professional leaders.
An effective quality improvement program helps reduce unnecessary costs and waste by developing products and business processes that meet customer needs in a timely manner; meet or exceed their expectations; detect and fix systemic anomalies that spoil the customer experience; eliminate unpleasant surprises and unfulfilled promises.
This system will help you eliminate anything that leads to waste or customer dissatisfaction.

Career building

Choosing the right job
Find a job that is fun, not hard work. Dedicate all your efforts to what you can do with interest and in a team of people you like.
If you like the people you work with, work opens up opportunities for personal and professional growth, provides rewarding experience and valuable qualifications, and is perceived as meaningful and exciting, then the position is right for you.
It's impossible to plan ahead for a career. Prepare for “compromise” work, not perfect, but providing something useful for the future. Do not give up. Be careful, patient, do not stop searching, and a suitable opportunity will definitely turn up.

Career
Do everything to be in the right place at the right time and with an impressive list of personal achievements. Demonstrate high performance. Expand your responsibilities on your own initiative by taking on ambitious goals.
Do not deviate from company strategy and do not force your boss to defend you in front of the team.
Treat subordinates with respect and attention, do not try to push them into the background. Surround yourself with friends and supporters. Support new projects and ideas for your organization.
Seek help from mentors, benefit from their practical advice. Share your knowledge, mentor other employees.
Maintain a positive attitude. Always remain cheerful, collected and interesting in communication as a person. Don't let temporary setbacks hinder your progress. Think of them as a challenge and an opportunity to show your best qualities.

Relations with superiors
Don't fall prey to a bad boss. Face the problem and either accept it, fix it, or end it. Three questions will help solve the problem:

1. Why is the boss acting like this? Maybe he's disappointed in you as a performer? If so, try to fulfill all the requirements of the boss.
2. What are the career prospects of a boss? Try to predict if you will have a new boss in the near future.
3. What happens if I work hard and put up with my impossible boss?

Consider why you enjoy working for this company. Is work in an uncomfortable environment compensated by high pay, communication with friends, satisfaction from the process? If not, it's time to leave. If so, focus on the benefits of your job and ignore the troubles.

Balance between work and personal life
Think about what you would like to achieve outside of work and consider your career in the long term.
Completely devote yourself to the work you are doing at the moment. In the office, focus on your work rather than being distracted by extraneous matters.
Reject demands outside your chosen field of work. Strictly adhere to this line so that your boss knows your position.
Make sure the work-life balance you choose is in your best interests. Don't try to serve everyone. Create a plan that will make your dreams come true and free up time for hobbies - and make it happen.

The most important thing
Successful leaders are great at managing their people: they evaluate employees using a clear and fair system, help them in professional and career growth, and create an atmosphere of honest and trusting relationships in which everyone is willing to share their ideas and strives to improve business methods. Be enthusiastic about working to “infect” employees with this mood.

Personnel Management

• Ensure free exchange of ideas and opinions.
• Assess staff and prioritize human resources.
• Scrupulously and selectively select staff, act openly and fairly when firing.
• Encourage the success of subordinates, set a personal example and do not worry about your own popularity.

Strategic planning, company development, change and crisis management

• The mission of the organization defines how to achieve success, and values determine the way to achieve this goal.
• Find the winning move, find the right people and the right methods to strategize.
• Forget about tight annual budgets: financial planning should be flexible and challenging.
• Be enthusiastic about new endeavors for your company, but be careful when making mergers.
• When change is needed, recruit true reformers while weeding out hard-line conservatives.
• Crises are inevitable. Always assume the worst and learn from the lessons.

Successful career

• Try different jobs until you find something really interesting.
• To move up the corporate ladder, show fantastic results and don't give your boss any trouble.