According to legend, it originated from Cheng. Learn three tricks when you meet a noble person in your dream. Simple but powerful action. The extended meaning of the three-board axe: There are not many ways to solve the problem. Practice the simplest moves to the extreme, and every move is a unique skill. -"Three Axes" allusions

Alibaba manages three axes.

Alibaba's "three axes" is the content of "skills" in the whole Alibaba management culture system, and it is also the method and thinking of the development and growth of middle-level and high-level managers. It is divided into three axes: head axe, waist axe and leg axe, which are the three core links or actions for effective management of grass-roots, middle-level and high-level managers.

Alibaba management culture system

The first three axes

Top managers are the brains of enterprises.

Use your head to make a decision, and keep your head calm.

1, set policy

Point out the direction, see clearly the industrial structure ability and competitive situation in the next 3 ~ 5 years, and make strategic planning.

Step 2 build soil

As long as the soil is good, plants are easy to sow, creating a good working and growing environment for the team. Empower team members and make team culture present a healthy and positive energy state.

Step 3 choose people by accident

Do the right thing: not only do things right, but also do things right.

Find the right person and use the right person: know how to make good use of people, use their strengths, use people with doubts, and use people with doubts.

Waist axe

Middle managers are the waist strength of enterprises.

The waist is good, and the mind can be clear.

1, understand the strategy

Understand why first, then how. There is no perfect strategy, only perfect execution.

Clarify the strategic purpose, effectively and clearly plan the strategic landing path, and transform the big and imaginary strategy into the strategy of the year.

2, oorganization

Go beyond Bole and connect the preceding with the following, so that everyone can do it.

The best resource allocator is to combine several forces such as operation, products and technology to play a role.

Step 3 be a director

As a director, managers must first choose a good script, that is, choose a good business; The second is to find good actors and build a team; Third, we need good dance beauty, lighting and other supporting facilities to knead the team.

Three-legged axe

Grass-roots managers are the leg strength of enterprises

If you have good legs, you can stand firm, kick accurately and kick hard.

1, get the result (get the result)

Turn the strategy into specific projects and goals, and refine it to the extent that small teams can be responsible and produce results.

Ma Yun: The result without process is rubbish, and the process without result is fart.

2. Team building (team building)

Understand leaders, unite people's hearts, and lead everyone towards the goal of * * *. Cultivate people in the process of using and choose people in the process of raising.

Ma Yun: Don't say they are idiots, because they are idiots, but they are still idiots after three years, then you are idiots. So if you give it to a group of people, you should cultivate them well.

3. Rent and lease. Fire (recruitment &; Dismissal)

Be kind-hearted and sharp.

Alibaba attaches great importance to the management of talents. Every year, the group will conduct talent inventory according to the annual strategy. The management can use the principle of 2 17 to sort out the talents of the team, and then sort them internally: hiring, training, division and firing.

Ma Yun: In Ali, if a manager has never fired an employee, he is not a truly mature manager.

Alibaba Sanbanfu Content Arrangement Map

Ma Yun's Three Strategic Axes

The mission, vision and values of the upper and lower bodies.

Talent, organization, KPI

Enterprise success = strategy × organizational ability

This formula comes from Yang Guoan's Yang Organizational Ability Triangle.

Ma Yun thinks-strategy = enterprise strategy+organization strategy.

The essence of strategy is not planning, but who will implement it in the organization, decompose it into KPI and get the result.

So the result of the strategy must be the integration of talents, organizations and KPI.

Small knowledge point

Top management should not assess KPI, but must assess virtual things (culture+ability) to avoid management falling into a strong result orientation. The middle and lower levels must assess KPI, which is result-oriented.

The second part, apply what you have learned.

Pay attention to new employees

Choose the right person.

With the project leader to choose the right person for the project, I am more aware of the needs of organizational ability, and the project leader is more aware of the needs of the professional ability stage.

Recruiting talents should not only consider whether individuals can control it, but also believe in the power of the platform and fully consider the needs of the project and customers. You can recruit people who are better than yourself, be Bole and be a mentor (beyond Bole).

Ali newcomer demand

Smart (professional hard power, emotional soft power)

Skin (insist on killing, insist on killing, all stand up)

Optimism (like tossing and turning, like new things)

Introspection (criticism and self-criticism)

Background newcomer requirements

Love the industry and love reading.

Love speaking, writing and thinking.

2. Explain the temperature behind the system.

Introducing context into Toyota lean management, the significance and value of each system should tell employees that the purpose of the system is not to assess anything, but to establish better working habits and working environment.

3. Important first conversation

The first conversation an employee accepts at work must be remembered for a long time. You need to tell him what you want to do and what you can get in 15 minutes. (Be sure to avoid employing people without seeing people, because as far as the project team is concerned, I am the best person to spread the situational corporate culture. )

4. Interpret the value of reading and promotion, and the value of each book to newcomers.

Reading and learning in the situation can gain: the habit and ability of lifelong learning, smooth communication with the team concept, and becoming a situational partner (situational management talent = self-management+team management+project management+boss management).

? Context organization ability (ability to create value for customers) = learning ability+management ability.

5. Train new plans and increase management courses.

Cultivate people in the process of using, and choose people in the process of raising.

Pay attention to old employees

1, talent inventory: customized training

Star employees: set up a stage and focus on training.

Old ox employees: innovation direction (cultivating stars), coaching direction (incubating talents for the team) and service direction (deepening projects and providing good services).

White rabbit employees: train or give up the old ox employees (it is difficult to integrate into the organization without reading, and you can't control the project without studying).

2. Mobility: The pattern has changed.

People must be suspicious, and talents can flow in projects and jobs. The purpose is:

Create all-round management talents (situational partners).

? Avoid becoming a victorious general, add challenging work content to employees, create adversity and reflect on yourself in adversity, and maintain awe of project services.

Create a simple job with a sense of accomplishment, so that employees who have lost confidence can regain their confidence.

Change the perspective for the project, add new ways of thinking and content, and improve the service value.

End of sharing

End egg

Sharing class at Riverside University

Ma Yun's definition of the word Leade really spurs me.

As a qualified leader

(1) must have the ability to foresee the future.

Ma Yun: A leader sees hope when others see problems, and sees problems when others are full of hope.

(2) must have the ability to create results.

Ma Yun: When you ask someone a question, you should use a method and mentality that can solve the problem, otherwise everyone will say there is a problem. What else do you want?