? Because of different experiences and thoughts, we certainly have different ideas about the same thing and the same work. Sometimes we need to record what we have watched or read in words. In learning, each of us should have tried to write about our experiences, which can record our ideological activities. What should I do to write a good quality experience? The following is my collection of "Selected Lessons Learned from Cadre Training (6 General Articles)", for your reference. I hope you like it! Selected experience of summing up experience in cadre training (6 general articles) (1)

? In March and April of 21xx, I participated in the online education and training activities for cadres in Gansu Province, which was a great success. After listening to the wonderful reports of experts and several professors, I benefited a lot. This online training is very important for me who has been engaged in primary education for a long time and worked as a class teacher. Especially after listening to Professor Yan Yan's lecture on "Personality Education for Today's Only Child", let me talk about my feelings from the following aspects:

? First, be a wise class teacher and improve the educational effect. Originally, I knew that the teacher's task was to "preach, teach and dispel doubts", but after listening to the professor's lecture, I knew that as a teacher, I should have the educational concept of keeping pace with the times-not only to preach, teach and dispel doubts, but also to stimulate interest, enlighten thoughts and guide doubts in order to adapt to the development of the times and be a wise teacher.

? To be a wise teacher, you must know how to persist. To be a wise teacher, you must know how to respect. I not only understand the students' gratitude to the teacher's practice, but now I understand the teacher's tolerance and the wisdom of the benevolent who gives students respect. To be a wise teacher, you should be able to reflect. "Our real gain lies not in how much we eat, but in how much we digest", which is applied to teachers to learn to reflect. The process of reflection is to digest our own income and internalize it into our own knowledge system. To be a wise teacher, you should also learn to "violate the rules" and not play cards according to the rules to achieve a surprise victory; To be a wise teacher, we should know how to use punishment and reflect teachers' intelligence in punishment; To be a wise teacher, we must learn to innovate and be unique in the process of education and teaching; To be an intelligent teacher, we should have a multi-level way of thinking; To be a wise teacher, we should pay attention to details and feel the pleasure of seeing the big from the small ... Wisdom is sometimes an inspiration sublimated from constant exploration and learning, so as a teacher, we should constantly accumulate and summarize, turn inspiration into an experience and be a real wise teacher.

? Second, the cultivation of students should first pay attention to the cultivation of their personality, rather than just learning, that is, teach them to be human first, and then teach them to do things. Different moral cultivation determines different values and behaviors. Educate students with vivid cases, guide each student to be proud of obeying the rules and discipline, be proud of being responsible for society, the collective, the family and themselves, be proud of being grateful, guide students, be grateful to their parents, inspire students, be grateful to society, learn to care about others and be willing to help others, and guide students to feel happy and happy after implementing these behaviors. Selected experience of cadre training summary (general 6 articles) (article 2)

? Although this training on code of conduct in tobacco industry is only a short two-day course, I feel deeply and am greatly inspired, which can be summarized as follows:

? First, we should have innovative ideas and the spirit of unity and cooperation.

? Innovation is the most effective means for an enterprise to maintain its competitiveness. Only by thinking about the problem as a whole, dynamically and essentially can we analyze and grasp the problem comprehensively and accurately. Middle managers should transform the company's overall strategic planning and core values into long-term goals and codes of conduct closely related to all employees, and let every employee understand, accept and agree with our values and practice them in their work. A successful enterprise must have the same core values. People who can't agree with our enterprise values can't be competent for the work of our enterprise.

? Second, be a passionate leader and bring a passionate team.

? As a manager, power equals authority. However, it is easier to have power than to win authority. Authority does not come from the power in the hands of leaders, but from personality charm. Many of our abilities are gradually cultivated in our work. Now the Binzhou tobacco team is getting younger and younger. Newcomers will inevitably make some mistakes in their work. The mistake is not terrible. What is terrible is that there is no opportunity for him to play. We should be inclusive, allow failures, and not suppress talents. Put forward a slogan called "allow failure and encourage innovation". Without the growth of a large number of new people, the company will have no future. Therefore, we should use our own moral character, knowledge, ability and work performance to establish our own management prestige, and use open organizational forms to make all kinds of

? Full exchange and communication of views. Draw a clear line of responsibilities according to the post requirements and personnel characteristics, define tasks, reasonably authorize, establish an incentive and restraint mechanism, give full play to the role of each member, encourage employees to take the initiative to take responsibility, and make themselves the promoters of enterprises, advocates of core values and educators, thus gaining the trust and respect of employees from the heart. In addition, we should inspire employees' loyalty to the enterprise, care for and tolerate subordinates, and use a sense of mission to arouse their fighting spirit, so that they can become more confident and passionate, thus achieving a win-win situation.

? Third, play a good role in the seven roles of an excellent middle manager.

? (a) three bearing and three enlightenment.

? That is, connecting the preceding and the following, connecting the past and the future, and opening up the face. Middle-level managers in enterprises are no longer the "megaphones" for simple information transmission, but also should put the upstream and downstream information into the overall consideration of enterprise development, correctly recognize themselves, handle the "mentality problems", effectively organize and implement specific work matters, and ensure the sustained and healthy development of enterprises.

? (2) the person responsible.

? As middle managers of the company, we should have a correct view of responsibility. In the process of enterprise management, the middle layer represents the interests of the whole company or the whole department, so it is necessary to have a strong sense of responsibility and take the initiative to take responsibility.

? (3) Business counselors.

? In addition to the four basic functions of planning, organizing, coordinating and controlling in traditional work links, an excellent middle-level manager should also play a coaching role in the business of department employees. If employees are novices in driving, the middle-level manager should play the role of "coach".

? (4) Behavior builders.

? Correct yourself first, and be a man in advance. If middle managers want to manage their subordinates well, they must set an example, give full play to the exemplary role of party member cadres, and strictly abide by relevant industry rules and regulations.

? (5) Department strategy executors.

? This requires the middle level of the enterprise to have the thinking of managers, rather than simply implementing the decisions of superiors.

? The so-called "no rules, no Fiona Fang" requires a strong sense of system;

? Second, we must have the ability to carry out detail management, be able to "continuously correct the deviation" of the work we are responsible for, and build the detail competitiveness of enterprises and employees;

? Third, there must be principles, correct persistence, and resolute opposition to mistakes;

? Fourth, we must have a sense of responsibility, and we can set an example everywhere and do what we say;

? Fifth, we should have a sense of ownership, be spontaneous in our work and go all out.

? (6) detail observers.

? In a society where details determine success or failure, the continuous attention of middle-level cadres to details will affect the working attitude and habits of ordinary employees. The results of behavioral psychology research show that repetition for more than 21 days will form habits; 91 days of repetition will form a solid habit. That is, the same action, repeated for 21 days will become a habitual action. In the same way, the same idea, repeated for 21 days, or repeated verification for 21 times, will become a habitual idea.

? (7) The problem is rectified.

? Middle-level managers should be the people who actively discover, undertake and solve every problem of the enterprise, and should do three things:

? First, I found the problem and didn't find the reason.

? The second is to find the problem and not find the responsible person;

? The third is to find the problem and not let go of the change measures.

? Through this two-day study, I have been sublimated in my thoughts, washed in my mind and edified in my ideas. I feel < P >? Thanks to the company for giving me such a learning opportunity, I will apply what I have learned and do my best for the development of Binzhou Tobacco! Selected experience of summing up experience in cadre training (6 general articles) (3)

? How to improve the executive power of middle managers

? What is executive power? According to Professor Yu Shiwei, a well-known management scholar, executive power is the ability to complete work according to quality and quantity. The strength of individual executive power does not depend on a single quality, but on the combination of various qualities and abilities.

? At the end of June, I participated in the management training for middle-level cadres organized by the company. Through the course understanding and re-learning of "The Important Role of Middle-level Management and Corporate Culture in Enterprise Development" by Teacher Wang Xiaolin, I gained a lot. This training made me more deeply realize the significance of being a famous middle-level manager in enterprise development, and also felt the importance of improving the execution of middle-level managers for the development of our enterprise.

? I think middle managers should have at least two abilities in their work to improve their execution: the ability to accurately understand the concept of senior leaders of the company and the ability to manage the implementation of their own work. So, how can we improve these two capabilities? With reference to this training course and personal work experience, we can improve the execution from the following aspects:

? First, clear leadership intention is the premise. Correctly understanding the intention and original intention of the leadership arrangement is the primary task of being a high-level information communicator.

? If you can't correctly understand the meaning of the leader, there will be a small deviation in the direction of the enterprise's decision-making plan in the process of implementation, and the error will become larger in the continuous implementation, which will eventually lead to the deviation of the overall work, and the farther away from the original goal in the later stage, even deviating from the intention and purpose of the leader. The mistakes in the work may cause irreparable losses to the company.

? It can be said that only by clarifying the requirements of the leaders can we formulate work objectives and action plans, implement them item by item, and follow up the feedback. This should be done:

? 1. Get along well with leaders at ordinary times;

? 2. Consciously be an assistant and subordinate;

? 3. Learn to get along with different types of superiors;

? 4. Constantly enrich and learn, be able to stand at a higher angle and think for the leader;

? 5, through the report, confirm the leadership requirements, to clear the leadership requirements, accurate delivery to the executor. Constantly calibrate the requirements with the change of the situation. If there is any deviation, correct it as soon as possible, keep the work direction clear, walk on the right road and complete various tasks.

? Second, the exemplary role is an example. As a middle-level cadre, you can't just talk about others, but also do it by yourself. You must be hard before you strike the iron, and you must take the lead and set up your own example image with perseverance. We should continue to be strict with ourselves, abide by the rules and discipline, not relax personal management, not be late and leave early, carefully arrange tasks, care for and save the company's property, actively respond to the activities of the group company, and cooperate with other departments to do a good job in many matters. Only by becoming a convincing example for his employees can the management of middle managers be more convincing and executive.

? Third, initiative is the style. Middle managers can't wait for the leaders to explain everything, nor can they do everything themselves. First of all, we should actively pave the way and prepare for daily management work, put the problems that will arise and all kinds of plans ahead, and start from improving the basic work of our department, so as to make the department a strong team that can accept new tasks at any time and deal with the work quickly. By constantly examining what your department should do, clarifying responsibilities and rights, issuing assessments, rewarding diligence and punishing laziness, and guiding employees to become proactive, a proactive department will be built and its execution will be guaranteed.

? Fourth, work in place is the criterion. Middle-level managers should have a rigorous work attitude, grasp the degree of work, and do more and talk less. If you want to do it in place, you must do:

? 1, the mind is in place-think more about how to do a good job and manage subordinates;

? 2, the mouth is in place-in management, it is necessary to communicate up and down, not only to report in time, but also to urge at any time;

? 3, eyes in place-carefully observe the changes in the environment, find problems in time, and solve problems;

? 4. Ears in place-listen to the opinions and suggestions of leaders and subordinate employees on the work extensively;

? 5, legs and feet in place-often go deep into the scene to keep the first-hand information collection. Whether the work is in place or not is the yardstick to measure the execution. To grasp this yardstick, it is necessary to rely on diligent training of their own quality, optimal use of resources, the assigned work is in place, the leaders are satisfied, and the employees are attentive, so that middle managers can be comfortable in actual work.

? Fifth, not making excuses is attitude. Don't make excuses in front of leaders, abide by their duties and leave no gap in execution. The essence of "excuse" is to shirk responsibility. Between taking responsibility and finding excuses, it embodies a middle-level manager's dedication and responsibility, obedience and honest work attitude. The first thing that comes to mind before the problem is an excuse, so there is no execution at all. We should not only cultivate our own sense of responsibility, but also start with defining the responsibilities and work processes within the department, without shirking and wrangling, so that the assigned tasks can start with finding the corresponding responsible person at the first time, quickly control the progress of the work, and supervise and convey it.

? Sixth, teamwork is the guarantee. As the leader of a team, middle-level managers should give full exercise to the selected team members. Although members can't ask to go through fire and water, they should also ask them to be independent in all aspects. Therefore, we should carry out more team activities, get in touch with each employee and get to know each employee in the interaction, so as to cultivate a team cooperation atmosphere of mutual trust, mutual support, mutual cooperation, mutual help, mutual respect, mutual encouragement, mutual exchange and discovery of advantages. In order to give full play to the intelligence and strength of the team, do a good job in basic work. Outside the team, it is possible for all departments to perform their respective duties, make up for the offside, make up for the Taiwan affairs, and cooperate with each other to make up for each other's weaknesses, thus forming a joint force of the company. Only through the amplification effect of teamwork on the ability of middle-level leaders can the improvement of execution fall into every corner of the department's work.

? Seventh, fairness and justice are principles. Fairness and justice is one of the driving forces to stimulate employees' enthusiasm and creativity. As a middle-level cadre, we should treat the performance and performance of our subordinates fairly and do things correctly. At work, we should treat things equally, not people. When thinking about problems and doing things, we should proceed from the overall situation, be fair and upright, distinguish right from wrong, be healthy, adhere to principles, uphold justice, and remember our mission. This is the case.