Seven Habits by fdjerue7eeu

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									Seven Habits
* Goethe (Goethe
Four generations of time management theory of evolution
Three habits of life touched many management and time management, I have learned
is that for many years: how to identify training priorities and organizational skills, is
the essence of time management.
Research on time management has been quite a history. Like the evolution of human
society from the agricultural revolution to the Industrial Revolution, to the
information revolution, time management theory can be divided into four generations.
* The first generation of theory focuses on use of notes and memoranda, in the busy
deployment time and effort.
* The second generation of theory emphasizes calendar and schedule, reflecting the
time management has taken note of the importance of planning for the future.
* The third generation is now popular, and stress the concept of priority. Is based on
priorities set short, medium and long-term goals, set goals and then day by day plan
will be limited time and energy to be allocated for maximum efficiency.
This approach has its merits. However, some people find that too much emphasis on
efficiency, the time to collapse the wearer, but will have the opposite effect, enhancing
the feelings of people to lose to meet the individual needs and the opportunity to
enjoy pleasant surprise. So many people give up too rigidly bound by the time this Act,
return to the previous two generations of practice, to maintain quality of life.
Now, there appears the fourth generation of theory. Different from the past is that it
does negate the "time management" term, is not advocated key
time management, but in the personal management. Their time and services focused
on the arrangement, it is better to focus on output and production capacity to maintain
balance.
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The second part of the personal success: from dependence to independence
Chapter three habits: First Things First (middle)
Master of time management theory
The      first    generation     of     time     management       theories     did     not
"priority" concept. While the memorandum of each one of the
things done, who will bring a sense of achievement, but this achievement is not
necessarily consistent with the goals of life. Therefore, only a necessary but not
completed important thing.
However good the Road by few, because the path of least resistance, the least pain
and pressure. Moreover, to act according to external requirements and laws, easy to
shirk responsibility. Lack of efficiency of such managers, lack of self-control and
self-esteem.
The second generation of managers increased self-control, to take precautions, not
just follow the crowd, but things still have not prioritized.
The third generation of managers is a big improvement, pay attention to clarify values
and identify targets. Unfortunately, the formality of daily planning act, not the open
view, inevitably runs the risk. First, the three types of services tend to take up all the
time, this is the third generation of the most serious lack of theory.
More than three generations of the evolution theory, however, there are still places
available for reference. Theory will be the fourth generation in the old basis, creating
a new situation. Principle-centered, with personal knowledge of the mission, taking
into account the importance and urgency; stress output and productivity go hand in
hand, focus on the completion of the second class services.
Management Six
Effective personal management must meet the following criteria:
1, the same: personal vision and mission, role and objectives, priorities and plans,
between desire and restraint, should be harmony.
Second, balance: management should contribute to the balanced development of life,
reminding us to play different roles, so as not to neglect health, family, personal
development and other important aspects of life. Some people think that certain
aspects of the success can compensate for his regret, but not a permanent solution.
Does a successful career can make up for broken marriages, poor health or lack of
character?
Third, there is focus: good management practices will encourage and help you focus
on extremely important though not urgent things. I think that the most effective
method is based on a week to formulate a plan for the unit. 7 days a week, the day the
subject of different priorities, but basically on the 7th one, complement each other.
Such an arrangement of life, the trick is not to set priorities on the schedule, the
importance of the event itself should be arranged calendar.
4, heavy human: personal management focus on people, not things. While acting to be
efficient, but the principle focus of the people pay more attention to interpersonal
losses and gains. Therefore, effective management of occasional personal sacrifices to
be efficient, to accommodate the human factor. After all, the work schedule is
intended to assist the implementation, not to let us behind schedule resulting guilt.
5, can be flexible: management methods should be used by man, not static, depending
on personal style and needs adjustment.
6, easy to carry: Management tools must be easy to carry, available for reference at
any time to amend.
Based on actual experience, I design a form consistent with the above various
conditions. In fact, a lot of good third-generation management tools should also be
used, but the actual practices or specific application varies Bale. The following give
examples to illustrate how the principles of focus, to establish fully grasp the focus of
the week calendar.
Personal Management 4 steps
Effective personal management can be divided into four steps:
* Determine the role - first, to write personally think that an important role. If the past
had not seriously considered the issue, took the role of each time coming back inside
to write flash. In addition to "personal" outside, parents,
children, staff, teachers, ... ... whatever you are willing to invest time and effort on a
regular basis, and can be incorporated.
Do not think too seriously, as if set a career, only to consider the future role of the
week can be.
See the following two cases is how most people view the various roles they play:
First, individuals
Second, the husband / father
Third, the new Product Manager
4, Research Manager
Fifth, the personnel manager
6, Executive Manager
7, the company chairman
First, personal development
Second, his wife
Third, the mother
Fourth, real estate salesman
5, Sunday School teacher
6, Symphony Director
* Select target - Second, for each role set to reach the next 1 week 2 to 3 For
important results, included in the target column (see Table 5 -2).
These short-term goal should be the ultimate goal of mission statement to be
associated, at least part of the case. Even if never written a mission statement, vision
can be their own role and importance of each objective. Goal in the next one week in,
there must be some really important but not urgent things.
* Arrangements for progress - and now, according to the objectives outlined above,
arranged the trip the next 7 days. For example, one of the goals is to complete the first
draft personal mission statement, then it may be out in the Sun 2 consecutive hours to
complete the matter. Usually on Sunday (or most meaningful to you the week or the
most special day), it is thinking and planning how to improve self-acting in the best
moment of the week.
Another example, exercise is your goal, then it may be arranged 3 to 4 days, 1 hour
daily exercise.
Some objectives may be completed during office hours, when some were brought
together in the family to achieve.
Each target can be the most important task as one day, even better as a special
appointment, go all out. On or within 1 month of the year is scheduled to review the
appointments are 11, all consistent with personal goals to be retained, otherwise it
would cancel or change the time.
In Table 5 -2 in a total of 19 goals, generally are very important, were organized in 7
days. The lower left corner of the box is "better" column, to
remind you that regular physical, mental, spiritual, social and emotional four levels, to
review the situation after the pursuit of life goals. Please refer to the Chapter.
After some planning, this "calendar week", the gall to leave
many gaps. Sufficient to meet the emergency, to adjust work schedules, and establish
relationships, or stolen Floating Life half a day. Since all the individual hands, would
not indecisive.
* Daily adjustment - based on your calendar every morning to arrange a day the size
of the transaction. Third-generation theory stresses acting on the daily plan, where
you can come in handy, to make things orderly, would not lose the greater.
From the above examples, you have gotten the message of this approach so valuable?
Based on my personal experience, and many people benefit from the circumstances, I
am sure this is indeed extraordinary.
Implementation of the program
The third habit lies personally. As if the programmer to design procedures, the
computer must be implemented.
Obey the will of others to complete the task the eyes of others, or left free to enjoy
neither nervous nor important activities, it not pleasant? As for the implementation of
its principles by rational design procedures, is more or less a test of self-control, this
time is intended to rely on the cultivation of sincere effort, strong will.
As the saying goes: "Accidents will happen, people have always
happens." Pre-arranged calendar, if necessary, still subject to change. Only
grasp the principle, any adjustments are easy conscience.
I have a son, once very fascinated by the pursuit of efficiency, the daily itinerary was
very tight. Later, calendar actually broken down to in minutes. I remember a day
when everything go smoothly, and his car wash according to plan, library ... ... but to
"break up with his girlfriend," This is an advance program
completely broken.
He originally only scheduled 10 to 15 minutes a call, to his girlfriend to explain
everything. Unexpectedly, explained a half hours, it is difficult to end, because his
girlfriend can not accept this sudden blow. This proves once again that the efficiency
of the people can not speak on this matter before. Effect on the people should say -
that an act is valid.
Parents, especially mothers, often consuming all the time to take care of children, so
that nothing, prepared frustration. However, the setback came from an expectation,
and this expectation is reflected in the values of society, not individual values. If you
want to overcome the social values arising from guilt, you can rely on habit 2 - Begin
with the End.
The fourth generation of the characteristics of individual management theory is
something more important than recognition. The mortal beings, the first taken into
account is their own. Than the third generation of theoretical genius is: emphasis on
the principle of focus to the conscience-driven, unique personal mission to help
individuals balance the different roles in the development of life and overall life
planning.

The second part of the personal success: from dependence to independence
Chapter three habits: First Things First (Part Two)
Tips for efficient - licensing
Mandate is to improve the efficiency or effectiveness of one secret, unfortunately
most people hesitant to authorize the total that is more than saving save trouble on its
own.
In fact, the responsibility assigned to other mature experienced staff, have spare
capacity to engage in higher level activities. Therefore, the authorization
Representative of growth, not only individuals, but also the growth of groups.
Entrepreneurs have hence the name Penny (JCPenney) has said that his life is the
most sensible decision, "let go." Difficult to find independent
support in the overall situation, he resolutely let go and let someone else do it, the
result has created numerous shops, personal growth and development.
Thus, the success of the public authority is also related to Chapter VI of this left to be
discussed. Here specifically authorized on the relationship and personal management
skills.
Authorization is the hands-on and management of the biggest distinction between.
Hands-on are all things not for ourselves. Do not trust their children, parents prefer
their own dishes, drawing the blueprint from the architect or his secretary type, fall
into this category.
Instead, managers focus on building the system, and then pooled together to complete
group work force. Dishes such as the parents of children assigned to lead a group of
designers architects, or supervise other secretarial and administrative staff of the
Executive Secretary.
Assumed to spend one hour hands-on person can produce 1 unit of outcome (Figure
5-7), then the manager authorized by a valid, each input can produce 10 times 1 hour,
50 times, or even 100 times the results, which know-how but is just to the right
fulcrum (Figure 5-8).
Two types of authorization
Authorized by type can be divided into two, one "directed" type,
one "full trust" type.
Directed
Let go of the managers insist on one single play the leading role, but under the orders,
which means without any decision-making, without liability.
One time, our whole family went water skiing. Son of good water-skiing boat dragged
by my taxi, my wife caught him for the exciting action. At first I exhorted her
carefully choose the lens, because the film is running out. Later, the camera found her
performance on the unfamiliar, frequently confidential briefings on: to wait in front of
the sun fell on the ship, and the performance of a wonderful son, and then when the
shutter action.
But more worried about the film or the wife is not enough skill, the more I can not let
her beat. In the end, turned into my next password, wife, press the shutter.
This is the type of authority to issue directives to be slavishly supervision. This
approach is often used, but the results so far? How many people will do so
unavoidably under management?
Full confidence
Full trust-based authorization is effective management practices. This approach
focused on results, not process. Authorized persons to decide for themselves how to
accomplish the task, and accountable for results. At first, may be more
time-consuming, but definitely worth.
Full confidence in both type the following issues must be authorized to have enough
understanding and consensus:
* Expected results: Management and the party managed to be on the expected results
and time to communicate, would rather spend time to discuss, identify and correct
each other's knowledge. Discussion focused on results, not means.
* Norms to be observed: there are certain limits authorized, it must be regulated, but
avoid too much, too much restraint.
But also not too laissez-faire, which runs counter to the principle. On the problems
and obstacles that may arise, should first inform the other party, to avoid unnecessary
exploration.
* Available resources: both sides to determine the available human, material, financial,
technical or other resources.
* Attribution of responsibility: the number of agreed standards and evaluation.
* A clear reward and punishment: According to the evaluation result of a reward and
punishment, including monetary rewards, spiritual rewards and job adjustments.
Still an example to illustrate my family. One year, we hold family meetings to discuss
the common life goals and assignment of work. Known results of the meeting do not
ask, because children are small, my wife and I share most of the work. Stephen was
only 7 years old has been quite sensible, voluntary taking care of yard, so I carefully
guide him how to be a good gardener.
I pointed to the neighbor's yard and said to him: "It is our hope
that the yard - green and clean. In addition to the paint than you can think of ways to
make their homes full of green, with buckets, water, or watering can watering are line.
"
Also to me the desired cleanliness concrete now flashing on the spot cleaned up half
the yard, good left a deep impression.
After two weeks of training, Stephen was finally completely took over this task. He
disposes of all our agreements, I only have time to assist. In addition, twice a week, he
had to take my visits to the yard, shows results of the work, and to judge the
performance of their own achievements.
The problem was not talking about pocket money, but I'll gladly pay the
money. I think 7-year-old children should have a sense of responsibility is enough to
meet this task.
That day is Saturday, row after three days, Stephen is no movement.
Saturday's decision was made, I do not expect him to act immediately on
Sundays is not working, but on Monday he remains unchanged. By Tuesday, I have
some hold back any longer. Unfortunately, after work, still dirty hospital, Stephen was
in the play park on the street.
I am extremely disappointed, could not help but want to call him to come finishing
yard. To do so can get instant results, but will give children an excuse to shirk its
responsibility. Patient reluctance to dinner so I used up in the best, he said:
"According to the agreement a few days ago, you took me into the yard,
take a look at performance, good or bad?"
He bowed his head before going out, A moment later up more whimper.
"Dad, this so hard yo!"
Difficult? I thought: you do not do not do anything. But I also understand that the
difficulty is self-motivated, so I said: "I do not need help?"
"Are you willing to do? Dad!"
"I promised what?"
"When you say free will help me."
"Now I am free."
He ran into the house to bring two large bags, one for one, and then pointed to a pile
of garbage, said: "Please put those picked up, OK?"
I am ready to learn from life, as he has begun to assume the responsibility to take care
of this piece of garden.
The summer has helped me a total of two or three busy, then he is completely
independent work, take care of everything. Brother and sister even throw scraps of
paper, will immediately be blamed. He did better than me.
Trust can inspire the strongest motive, people go all out, but it requires time and
patience. Only after considerable training and mold, can raise sufficient capacity,
without degrading the mission.
I believe, good authority can be doubly effective, and mutually beneficial. However,
authorization must be in good faith to manage as a starting point, instead of seeking to
effect. For example, housekeeping, the natural parents is handy. But in order to train
their children, you have durability patience, give them time, let them do it, parents can
teach. Even a moment to waste time, able to dispense with a lot of trouble in the
future, the absolute value of such investments. The authorized person, not only
ownership, there can be no Selection Committee, can only strive to achieve goals and
live up to.
Authorized by the same principle, permissions are vary. That are not mature, the
target need not set too high, indicating to detail, and provide adequate resources;
monitoring assessment are more frequent and more direct incentive. On the mature,
can be assigned the task of challenging high streamline direction, reducing the
number of supervisory assessment, evaluation criteria are more abstract.
Successful authorization is effective management of the characterization, importance
can be imagined. In Appendix II to an illustration of grasping the point when the
office can play a huge force.
? Immediate action
First, find the one you have been ignored, but will cause a major impact on
individuals or things, written down as a short-term goal.
Second, according to Table 5 -1 estimates he spent on these four issues of the time,
and then for 3 days to record the calendar, every 15 minutes as a unit, verify the
estimates are correct or not. Are you satisfied with the way their use of time? There
should be a fresh start between the two?
Third, list the issues and authorize appropriate authorization object and action.
4, planning of activities next week, according to different roles to set goals, then
objectives into action, included in the calendar. After a week, to review if they are
successfully integrated into daily life goals and values, will and firmness?
5, determined after the weekly planning calendar, and select a certain time to.
6, design usable forms, refer to the book example.
7, read the examples in Appendix II.
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