Yum's fourth-quarter earnings report is still quite X. Although the ph is still stuck in the quagmire, KFC is still strong, which is very rare for the scale of 6,111 stores. Little Sheep recently opened a new concept restaurant, Coffee &; Joy has also started, although it is a little late, but at least it is on the road ~ ~ As I said many years ago, there are so many catering brands, but there is no beverage department, coffee or tea. As for ph, my suggestions are "broken arm" and "specialization", closing the shops with negative cf, and turning large and comprehensive ph into small shops, which can be "ph spaghetti house", "ph tea shop" and "pizza station", etc., and doing specialization in fine categories. For KFC, I can only say that it is a pity for Dicos, for King Yonghe, for the rural base, and even for the blue and white. The original Red Sea has now become the blue ocean of KFC. These are drifting away from me, and what have Yum taught or gained from the history of Yum! This is the most important thing. If you think about it carefully, it can be regarded as a summary of 24 years:

1. Experience. I used to be in charge of Chaoshan operation in Fujian, training in six provinces and one city in southwest China, studying in Shanghai, Jiangsu-Anhui market and Shenzhen-Zhuhai-Qionggui market. It was both painful and rewarding to drift for more than ten years.

2, knowledge and skills, professionalism. Undoubtedly, this is the most direct gain, in terms of catering management and team building, from tools to methods; Especially in the MM position, I have more opportunities to dabble in cross-border professional knowledge such as development, finance, personnel, construction, logistics, etc. Although I am not expert, I at least know the framework;

3. Professionalism. Performance in the work of self-discipline, engagement, Yum! has not needed to punch in since AM, but has always maintained the self-discipline of attendance, which can be seen in many Yum! people. So sometimes "letting go" is the best "tube";

4. Establish the habit of demonstrating and setting an example. "Seven Good Habits" says that you don't have to ask others to do anything, you just have to show them. "It is good to show the joy in one's heart in behavior, and the greatest efficiency of management is to stimulate the goodwill in people's hearts", so that the team is willing to be a follower rather than a strong man; But this practice also has two sides, and later said;

5. Ability of thinking and analysis. Ability of systematic thinking and logical analysis, grasping the key points of the problem and digging the root causes of the problem, including the ability to achieve integration and comprehensive effect in conflicting opinions. There are many tools and methodologies to exercise this ability, such as PDCA, EARS, HIC, etc.

6. Formation of some ideas. For example, paying attention to the front line, rgm NO.1, the best way to solve the problem is where it happens and where it is solved. It is necessary to go in person more often, align the execution with rules, including the distribution of benefits such as wages and benefits, and also use rules to avoid disputes and gain peace of mind. The so-called gentleman loves money and takes it properly.

7. Ability to plan, plan and execute honestly. Three characteristics of Yum! people: backpack, notebook and calendar. If you don't make a work plan in a month, you will be at a loss.

8. Teamwork and coordination ability. Because of cross-departmental and cross-regional communication and communication with Rsc headquarters, many departments are managed by dotted lines and need a lot of communication and coordination, which actually affects efficiency, but objectively also exercises communication and coordination ability.

Yum is a veritable Whampoa Military Academy. Many people have grown from Yum's experience, and so have I. I am very grateful. However, many people don't study deeply enough. They can arrange shifts but don't know the principle. They know the principle but don't know the design logic, which leads to a lot of application. David Nova is a passionate leader, and recognition and encouragement is his most obvious label. Sam Su is a very rational person, serious and almost harsh. David Nova wrote Super Leadership, invented "Crazy for Customers" and personally wrote "How to Lead". Sam Su described his vision and values, the law of success and put forward "How to lead". How many people insist? I'm sorry!

before changing the runway, the accumulation is both wealth and burden, and only stay hungry, stay foolish, keeps lifelong learning.