Tangxiuguo, President of the hottest Sany group, t

2022-08-06
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Tangxiuguo, President of Sany group, talks about leadership training -- the biggest challenge is to know himself

tangxiuguo, President of Sany group, talks about leadership training -- the biggest challenge is to know himself

China Construction Machinery Information

Guide: starting from a small welding material factory, after 22 years of development, Sany group has become the largest construction machinery manufacturing enterprise in China and the sixth in the world. For an enterprise with 68000 employees and nearly 4000 cadres, its success is not limited to the success of the industry strategy. In terms of internal talent training

starting from a small welding material factory, after 22 years of development, Sany group has become the largest construction machinery manufacturing enterprise in China and the sixth in the world. For an enterprise with 68000 employees and nearly 4000 cadres, its success is not limited to the success of industry strategy. Sany also has its own uniqueness in internal talent training and sustainable leadership development

: Sany group has developed to such a large scale in the field monopolized by state-owned enterprises. It must have a very solid foundation in the training of leadership. You can say that you have witnessed the whole process. What is the basic experience of Sany

tangxiuguo: in fact, Sany did not deliberately emphasize the difference between leadership and other business capabilities. We hope Sany will truly be a modest organization. President Liang wrote in a short article that at the age of 65, the CEO of Tata iron and Steel said that the purpose of the inspection of Wei impact testing machine is what is great leadership? Is humility. My understanding is that no matter how well you do, there is no best, only better. In fact, as long as the ability of continuous learning is maintained, Sany can also do something bigger than today and accept stronger challenges. I want to be an enterprise, so does the development of leadership

of course, we still need to explain to employees what is leadership? I appreciate Drucker's definition of management. What does he mean by management? Enterprise management is to define the goal of the enterprise, and then organize and motivate your team to achieve this goal. Defining an enterprise's goal is the entrepreneur's mission, and encouraging your team to achieve this goal is the category of leadership. The sum of the two is management

there is another very interesting thing. Many years ago, we said that we should build marketing and service into our core competitiveness. But one employee said that none of these were true. He said that the core competitiveness of Sany is that President Liang is quite generous. What is the meaning of "generous"? In fact, he will have many followers

therefore, President Liang is indeed building an organization with continuous learning ability. He is committed to building this organization into an organization with a large number of followers. A large number of people agree with him and follow him. This organization can inspire their values and motivation to pursue ambitious goals together. This is what we understand about leadership

: you just mentioned humility and generosity. In fact, just now we listened to your comrades in the human resources department share some of Sany's practices. In fact, we also talked about lofty aspirations and ideals to strive for the take-off of the Chinese nation. Is this a very important thing to unite people

tangxiuguo: what you said is very, very important. In the book on leadership written by Gardner, it is mentioned that leadership actually has nine tasks, the first is the goal, the second is the values, the third is the motivation, and the fourth is management

what kind of goals can motivate employees? There is a saying that bold goals can motivate employees. It may have been inconceivable in the past that we are really striving for such an ambitious goal. However, after we have formed common values and inspired our motives, we feel that it is possible. At this time, people can say that they have reached a critical state and can print curves and data reports. This critical state can most stimulate people's potential

today, money may have some cohesion. But what is more important? It is really more important to pursue career

: what do you think is the biggest challenge faced by SANY in leadership inheritance

tangxiuguo: I think the most important thing is people. The biggest challenge is whether we can understand ourselves. We started with a few college students and engineers. For the top decision-makers, when will the development of Sany be restricted by our ability? Will the development of some businesses of this enterprise be restricted by us. When our feeling may still be good, in fact, we have become an obstacle to our business development. This problem needs to be treated very calmly

: in the process of constantly developing the inorganic content (mainly calcium carbonate) of 40%, Sany is actually constantly absorbing fresh blood and capable leaders from outside. In this process, there is a common contradiction, that is to say, outsiders are also very capable and bring a lot of new things, but the people inside may feel a certain threat. However, in fact, the turnover rate of Sany senior management is very low. How do you solve the contradiction between the old and the new

tangxiuguo: in Sany, we have taken a clear-cut stand to give priority to every employee. In any post, if an employee thinks he can do it, as long as he makes a commitment, we have confidence in him. For many outsiders, we first let him be the deputy. A senior executive who had worked in a large international group came to our Indian company to be the CEO. We said no. You can only be the deputy of the CEO for one year, and then we will evaluate. If he has a strong ability and can help me achieve this goal, why don't we let him do it? Why should we care? We must occupy this position by ourselves

they pay less attention to the position, which is a kind of Sany culture. On the other hand, we also emphasize that our employees should strengthen their expectation management. People tend to overestimate themselves. Since there is this tendency, and since it is determined by human nature, do not pay too much attention to what you want to do and what you think you can do. What other people think you can do, you should respect others' opinions more. In this way, it is more conducive to success. To a large extent, people's work is a kind of - I call it confidence determined. I have confidence in this person. Most likely, he scored 6 or 7 points. I will give him 8 or 9 points; If you have no confidence in this person, the evaluation is likely to be negative. For example, I had only half a glass of water, so I found fault. Where is the other half? Therefore, this is a question of organizational culture. We hope our employees can see themselves correctly

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