It is very important to ensure that there is a high level of engagement, open communication and consensus.If there is an argument or a problem, how should it be resolved?I also need to be clear about the process, who speaks first and who speaks last, what the rules are, and how to create the atmosphere. These are all the details I need to pay attention to.
I’m a facilitator, and to catalyze, I need to create the environment to make sure that people can talk about real problems, to make sure that people can prescribe drugs for a real problem.
Q: What kind of atmosphere did you want?
Yang Guoan: We should be able to discuss the real problems honestly, but also face the problems positively and not complain. Finally, we went back unhappy and were more anxious than before the meeting.
It’s true that some companies run meetings out of control, facing a barrage of questions, heated arguments, and no answers.So we set up the rules of the meeting, where everyone who speaks assumes the role of CEO, and everyone else is a director, and you listen, and you help the speaker, and you give him advice and advice.
Q: Changes often involve the interests of many people. How can they be coordinated?
Yang Guoan: So why do I keep talking about consensus, consensus on problem diagnosis, consensus on solution, let everyone participate, and then you can easily get support.This is particularly important at Tencent, why?Because the office politics at the executive level of Tencent is relatively low, it is easy for everyone to reach consensus through rationality.This group of people are financially free, why do they continue to work so hard, because people still have a sense of responsibility, responsibility to the business, the company and the team, and sometimes they have some arguments for the following.
But too much corporate politics makes it hard to discuss rationally and reach consensus.There are some serious factions in the company, fighting to and from each other, just for profit. It is useless for you to make any sense.They had no choice but to cling to their own opinions, for he would lose by giving up his own.
Q: What might change look like with “politics”?
Yang Guoan: Some companies clearly know what the problem is and want to move forward. But a boss will distort the company’s strategy for his own interests and his own equity. His vision will be short term and his actions will be different.When making decisions, it’s hard to discuss openly and reach consensus.
Q: One of the hardest hit is Dowson, whose QQ has been redirected and whose new industry, the Internet, is struggling.
Yang Guoan: The future of the industrial Internet is a very important one day, and Pony said he must fully support him.Adjust to walk QQ will have the emotion not to give up, but rationally he accepted.TO B needs a leader in the business, and he knows he’s the one with TO B background in the head office.
Q: Are there any other people who need to work in particular?
Yang Guoan: In the course of our reform, we proposed that cadres should be able to go up and down, some of them should leave, and some senior executives should leave, but all of them went smoothly.Tencent culture is more humane, not too extreme, better gather good disperse, this is also my philosophy.
Q: No backlash?
Yang Guoan: There was no big rebound.There is consensus and participation.At the cadre Management Conference held in mid-September 2018, many officials proposed a plan. Some said that their departments did not need to exist, so they would be merged.Everyone looks at the common interest, so the rebound is less.
Senior executives, on the other hand, set the tone.When the senior management says I’m going to do this, it sends a very strong signal that there’s not much resistance from the middle management.Our approach can be described as both soft and hard. “soft” means humanized, and “hard” means that we have a firm determination to reform. We don’t want to bargain with the company, but the overall interests of the company must be given priority in doing things.