What qualities required to become CEO? ?* Vision * * Eyes * * Physical * * Bold * * Charm * Have superior knowledge I hope my answers help you ^ _ ^ Excellent quality of CEO Today&#39;s most famous stars in the end business management methods through reached the summit of what? Carefully study the experience of top CEO&#39;s career, we can find some special skills and working style made outstanding achievements in their course played a vital role. Each of them leads a huge business, each person&#39;s leadership exhibited by all withstood the test of time. CEO are the best way to start their work: visit to the enterprise market into a new concept, that is, to resolve any issues that should be the first of the external business environment, and then analyze the internal environment, the so-called &quot;outside and in &quot;approach. Many outstanding leadership of CEO&#39;s incredible talent, words, they most love their work and company. The most successful CEO to understand the importance of corporate culture, corporate culture is also well aware of the difficulties of substantive change. Gerstner: listen to customer opinions IBM&#39;s founder, genius of Thomas Watson (Thomas Watson) has warned colleagues to &quot;aim high, mind a great cause.&quot When he said &quot;great cause&quot;, he certainly did not think turned out to be a great loss. However, the early 90s of last century, corporate giant IBM faced precisely this situation. The computer not only deep deficits leading enterprises mud, and because no party business, the situation is getting worse. IBM Board urgently needs a new business leaders in the end, when he was a giant food company RJR Nabisco&#39;s CEO, Gerstner (Louis V. Gerstner) selected, stepped in. Announced the appointment of a rise to a suspicion and anxiety. Gerstner opponents criticized the lack of management experience in technology companies. In this regard, Gerstner showed great courage and patience. For example, when asked about IBM&#39;s future prospects, he replied: &quot;from the current situation, IBM also simply not talk about any prospects.&quot; Prior to this, the company many people think that, if the company split into several smaller companies, the possibility of their respective survivors will be even greater. But Gerstner made the first important decision is to not split IBM. He took the first flight of tens of thousands of miles a month, with customers around the world to meet with the manager, and then made the decision. Tour ended, he reached a conclusion: IBM expected recovery can not rely on hardware and software production, but on the company offers a wide range of computer products and services. If IBM can do this, the customer will be completely rely on the company to resolve all issues related to computers, not just relied provision of equipment components or temporary IT testing services. Gerstner took the first month of work experience provided to other managers how to deal with valuable experience in critical situations: 1, take full advantage of all the capabilities of enterprises. Gerstner clearly he needs to use all the power of IBM to transform the company, so he had not let the company split. This experience is equally applicable to medium-sized enterprises. You re-enact major changes in business strategy or implementation, we must fully mobilize every part of the business. Never let any one department, unit or individual to stay out. 2, allow customers to point out the weakness of business. Gerstner well aware of the situation is not good business. He talked with customers all over the world, they frankly acknowledge this painful truth, and ask the customer pointed out that the business problem. In this regard, your company managers and employees may be well aware, but your customers are able to provide you with a new perspective. But Gerstner know only sustain the integrity of business is not enough. He knew that for them to pull through, we must reverse the mentality of employees and corporate culture. &quot;IBM has long been plain sailing, business people looking for the next challenge, he discovers that it does not come from the market, but from within the enterprise. Thus the focus of business from the customer to a series of internal competition.&quot; Gerstner was a bold decision, fully committed to reversing the old IBM corporate culture, &quot;cultivate attention to the market, speed and team spirit of these three key qualities.&quot; No matter how he felt not stress that too much publicity. The company&#39;s focus from internal friction to the market and the customer service is &quot;to change the IBM of the most urgent priority.&quot; Recollection of events, the Gerstner said that the change of work culture, &quot;frustrating.&quot; When asked about plans to change the corporate culture of other managers in place to advice, he replied: &quot;Be patient, this will take time. This process is often more than you expect long delays.&quot; Gerstner again for those words and actions to change the corporate culture of companies facing provides a rough blueprint: 1, so that enterprises outside to find the answer. Once business leaders realize that business is in crisis, they are likely to freeze their own learning mechanism. Therefore, they must emphasize the importance of customer and market focus, and set an example, draw strength from our competitors, humbly ask to key customers. 2, attention to three key factors: market issues, speed and teamwork. Gerstner is to these principles reshaped IBM. These timeless ideas, whether in small shops or large enterprises are also applicable. 3, changing the corporate culture to understand the long-term nature of this task. In large enterprises such as IBM, especially, but small businesses are no exception. Major changes must try to be patient. 4, do not expect managers and employees take the initiative to adapt to changes in strategy. Any substantive strategic change may be used to the old ways of staff conflict. Therefore, leaders should be in the corporate culture and corporate strategy on the two-pronged approach, common to achieve change. Gerstner to IBM within five years from the loss of 16 billion U.S. dollars back to a profit of 5 billion U.S. dollars, which is one of the most amazing revival. Gerstner was such a huge success, not just by selling more computers, but to an old hardware manufacturers transformed into a new company, one to provide customers with solutions to the problem rather than simple hardware sales enterprise. Now, self-assess the quality of you as a CEO: You are to solve customer problems for the purpose of, or adhere to the product-centric thinking? If you choose the latter, you and your team on some issues to resolve. Do you often receive clients in the office, with customers face to face communication? If not, you and other senior managers have much time with customers together? Does your business services from existing products, profit? How will the expansion of this business? Gates: employee talent to play Microsoft is the world&#39;s largest and most powerful companies. Even in the economy since 2000 and technology downturn, Microsoft&#39;s operating conditions are still better than most technology companies, achieved sales growth of 12%. Although the company is in some legal dispute, Microsoft still is one of many companies to follow their example. First, it is a &quot;creative first&quot; business. Bill Gates (Bill Gates) and other senior managers spend a lot of time and effort to create a good environment in the company, so that all employees can contribute to the enterprise&#39;s knowledge base. Of course, this is also the goal of many enterprises verbal. But the company achieve this goal better than other companies. Gates has been publicizing this kind of enterprise culture: not only to encourage all employees to think and encourage them to put their ideas and business colleagues and within the upper and lower managers to share. He uses &quot;digital nervous system&quot; describes information sharing within the enterprise. He believes that the role of digital information like the meaning of the central nervous system, like the human body. The digital-type nervous system, including strategic planning and the like not only the macro issues, but also includes exchanges with customers like ordinary but very critical event information. Digital nervous system to establish the ultimate goal is to create a faster, more decisiveness in the enterprise. This ability to integrate enterprise information, the stronger, more convenient access to information workers, the market reflects the more rapid changes. Gates to create the ideal business, should consider taking the following steps: 1, the company&#39;s most important digital information. Digital mode only to the most important information on the integration, be possible to build a digital nervous system. To ensure that key sales reports, memos and proposals and other documents into the online database. In addition, we must ensure that all necessary information to employees and managers can have ready access to such information. 2, to ensure that the infrastructure of business and corporate culture encourages every member of staff to make creative. Gates believes that Microsoft&#39;s corporate culture on the formation of corporate Internet strategy has played a great role in promoting. If enterprises can not really encourage employees to contribute their ideas and creativity are likely to miss a potentially valuable important information. Gates attaches great importance to promote a higher level of employees. In his view, the most accurate data is needed middle-level managers and employees, because they are responsible for most practical work. Therefore, he abandoned the enterprise to promote the habit of centralized collection of information, but their understanding of education staff, analysis of information and take appropriate action. The following methods will help to promote the flow of information within the enterprise: 1, encourage any employees and customers contact you directly. In most companies, virtually no one dares to send e-mail directly to the CEO. Gates set an example to encourage people to write e-mail him at any time. He not only wanted to hear good news, also called for faster and to hear bad news. 2, with &quot;pure digital transactions&quot; as the goal. Gates stressed that the operation of the enterprise, there still exists a large number of inefficient phenomenon. This is because the &quot;pure digital transactions,&quot; caused by low levels. To encourage customers, suppliers, key sectors and enterprises in close cooperation to achieve transactions (such as to-order supply, etc.) of pure digital. 3, to ensure that enterprises can quickly retrieve the information already. Gates called the &quot;corporate memory.&quot; Need access to important information not only employees of enterprises, enterprises also have such external customer needs. Thus, in discussing the trading accounts, corporate account manager with the customers to have access to the same file, retrieve the required information. Improve corporate memory has the following methods: 1, to ensure your customers and suppliers and employees the same access to information. This makes transactions go more easily. This approach requires a great adjustment on the psychological state. 2, 60 seconds to ensure that any documents and files search. If your business fail the test, then all these transactions and the operation of the process of digital would be meaningless. Now, self-assess the quality of you as a CEO: In your business, if there are staff is only responsible for the information entered into the system? Do you encourage employees at all levels and positions the company to any person to send e-mail? According to the senior management team, your last beyond the recommendations of the general staff to make important decisions is when? Kelleher: the use of cultural assets ºÕ²¼¿-À³ºÕ (Herb Kelleher) became Southwest Airlines (Southwest A the CEO, the company only has 27 planes, only 270 million U.S. dollars turnover. By 2001, the company has grown to 57 million. Despite the energetic lawyer, the outgoing CEO in 2001, but his impact on the business of building, and continued to the present. From the fare structure to the policy without reserve a seat, Southwest Airlines, are in almost all areas of the traditional philosophy and challenges. But the loss has never appeared as the only major airline year, its achievements must be attributed to its unique corporate culture. Staff extremely loyal to the company, although they believe Southwest is a large enterprise, but enterprise warm intimate atmosphere more like a small family. Kelleher of the bureaucracy has always hated. He said: &quot;The Southern Air&#39;s corporate culture may be its main competitive advantages. Intangible assets of enterprises is much more important than tangible assets. This is because tangible assets can make up the gap. You can buy the aircraft, you can hire booking counter, but your spirit is the staff of other companies can not replicate. &quot; Increase in fuel costs twice a crisis when Southwest Airlines, Kelleher asked each employee save 5 dollars a day for the enterprise. If they can do that, then a year down the company would save 5,000 million. In fact, the employees respond positively to his call. A group of engineers developed a more economical method of air heating, and the other departments, staff willing to take the house cleaning work in this sector, and so on. Just the first six weeks, Kelleher under these hardworking employees on the company saved more than 200 million. Thi example clearly shows the managers and employees of mutual trust between the great power. Southwest Airlines also employed in the personnel to corporate culture as the standard. Apply for a job in the 9 million people each year, only 4% of people will be hired. To ensure that employees and enterprises with suitable, Southwest Airlines must meet the set looking for active, affinity and sense of humor as one of the corporate culture. To this end, the company uses a personality test, positive emotions, optimism, decision-making, teamwork, communication skills, self-confidence, self-motivation in terms of ability to assess candidates. Your business in key positions on the candidates to conduct interviews of personnel, may wish to adopt Nakailaihe proposal to adopt the following two methods: 1, evaluation of intangible assets. Kelleher well aware that an important intangible assets than tangible assets. For example, the attitude is difficult to assess, but in creating a corporate culture of Southwest Airlines, the attitude is a very important factor. 2, to establish its own employment standards system. List for you and your business all the most important characteristics, and make hiring decision, we must ensure that the character of the candidates to meet these requirements. Although Southwest Airlines is a big business, but maintains a small company spirit. Many companies are pretentious manner, carrying the shelf, but Kelleher is actively encouraged to create a relaxing atmosphere, in particular, especially when at work. He believes that CEO should spend more time in contact with the customers at home and abroad, and to leave other tasks to handle at night and on weekends. He warned the staff not only concerned about statistics, but should focus on services. He said: &quot;We told the staff not to worry about profit, simply to serve our customers. Profit is the product of service.&quot; He also explained that the spirit of participation in a really rich environment, managers are without too much intervention. &quot;If you create an environment in which we truly participate, you do not need to monitor and control.&quot; The corporate culture also features: 1, the manager of low wage standards, high standards of wages. Kelleher said that without a fair and reasonable compensation system, there is no more of them corporate culture. He set wage standards for employees above the industry average, and allow all employees to participate company&#39;s generous profit sharing plans. But he paid the salaries of managers than other airlines by 30%. Southwest Airlines executives try to compensate for the income gap caused by the stock right of first refusal. 2, the corporate management structure within the limit at four levels. Just hire the right people and let them share the profits is not enough. To ensure the smooth implementation of various decisions, the company&#39;s chairman insisted that managers from the CEO to a maximum of Division 4 first-line managers. The most outstanding performance of staff, who have confidence in their decision making, proactive attitude of the staff work. Now, self-assess the quality of you as a CEO: In your enterprise, between staff and management is a high degree of trust? Without the approval of the owner, employees are able to independently make decisions? Most employees are sharing in the economic or other business income? Your enterprise recruitment is based on attitude, or more rigid under various conditions? Honest communication is more important than intellectual exchange. Not only that, on goals, ideas, emotions, creativity and love of the exchange, and exchanges on the situation and figures are equally important. Like Gerstner, Bill Gates, Kelleher outstanding as CEO, although the origins are different, but they can accurately grasp the needs of the future, created a landmark product, work processes or solutions, the implementation of the most outstanding creativity. They are the rich and the expansion of management knowledge to make an important contribution.