1. Introduce yourself+background and characters:

Say hello to everyone and briefly explain your industry background and which part you are responsible for in the unit.

2. Goal+self-awareness:

The goal of signing up for the training camp, as well as your own personality characteristics, and what are the shortcomings in communication.

3. Learning experience:

What changes have taken place in your communication style and communication mentality before and after study? What lessons impressed you the most? What methods?

4. Resume the communication scenario:

Try to make parts 4 and 5 the center of the whole sharing. Take 1-3 as an example to say that the thunder was trampled before, and it is best to have scenes and dialogues (try to summarize the big words in the professional field into easy-to-understand small words to reduce everyone's cognitive cost). Who are the characters in the scene? Are they your leaders, colleagues or subordinates? (mainly to facilitate people to quickly understand the relationship between characters in the scene dialogue)

5. How to apply what you have learned:

Tell me about the example just now. What should I do with the knowledge I have learned in the course? What modules and methods are used respectively? What did you get?

6. Conclusion: Some open questions can be raised for discussion.

You can also adjust the sharing structure according to your own situation.

First, introduce yourself.

I'm Fan Lihua Lihua from the bird's nest direct selling industry. My mother, who has never been to school, took my name from the folk song Fan Lihua. My mother raised me as a boy and had high hopes for me. Although the family is particularly difficult, she still insists on letting me study.

I transformed from HR to operation, and now I am a partner of a direct e-commerce company, with six years of experience in operation and management of direct e-commerce industry.

I am also a novice mother of a lovely two-year-old baby. I labeled myself "Bite my hot mom in the workplace". I hope to be a role model for my daughter in the future.

Second, goal+self-awareness.

There are two reasons for signing up for the training camp: first, Xiaohua is my idol. After waiting for three years, I finally have a course on Xiaohua development, so I can learn the idol's thinking at close range. Second, I used to feel that I had strong communication skills, but the recent communication failure with the founder made me start to reflect on my communication.

Therefore, the goal of participating in the training camp is to master the underlying logic of communication and be a "insightful" person in communication.

According to the current understanding of self, the biggest shortcoming in communication is that the sense of purpose is not strong, and it is easy to be led by the nose when encountering experts. Second, sensibility is greater than rationality, and communication comes from feeling.

Third, learning experience.

The biggest feeling is: cool.

Most of my work is related to communication, and I have mastered the underlying logic of communication. I feel that I have opened my eyes, can jump out of every important communication and look at the problem more rationally.

Structured listening and three-step confirmation are the most widely used methods. It used to be easy to ignore the facts and pay too much attention to responding to each other's emotions. Now, listening and answering in three steps is simply too simple.

The other is the upward communication of adding meals. After listening to it, I realized that what the founder and I lack most is the first password: frequency. Because I am an independent company, and I am not in the same place as the headquarters office, communication has been extremely rare for more than four years, and the founders rarely ask about my work, almost all of which are authorized. This year, because of the business crisis, there was a lot of communication, but after all, it was not in the headquarters office, and the timeliness of communication was too poor, which led to inconsistent ideas and it was difficult to reach a * * * understanding. The current solution is that I go to the headquarters once a week to meet the founder face to face and communicate by phone every day. On the other hand, in order to strengthen the frequency, I also moved my office from an independent office to the business department and was arrested.

Supplementary communication, I am going to do it formally next week, with the goal of deepening trust and creating a better environment for subsequent communication.

Fourth, the application of communication methods.

At present, it is used in two companies: one is constructive and the other is performance interview.

First of all, I am very constructive. I made a demonstration myself and made an action plan for the headquarters meeting. Then I asked the management to carry out this plan for every important meeting.

Then I just finished practicing performance interviews this week. Just like cooking according to the recipe, I did performance interviews for five positions in strict accordance with the main points of the course.

Let's talk about feelings first The biggest touch is that the performance interview is for yourself, not for subordinates.

Our company used to do monthly performance interviews, but it basically stayed in the form of going through the indicators on the performance table one by one. Most of my energy will be spent on setting performance indicators at the beginning of the month, but it is difficult to objectively assess the points that can be assessed, and it is also difficult to objectively assess the height and soft ability that this position should have.

I was born in HR, especially knowing that the performance interview is for performance improvement rather than performance appraisal, but I still made a performance appraisal.

I want to lead the team and inspire their greatest goodwill, but when I land, my motivation is gone, that is, I can't meet the requirements of visualization.

In addition, I spent a lot of time preparing performance interview materials, because I don't know much about their process work, so it is difficult to give evaluation and counseling. Let's go back to the previous part: I moved my workstation to the business department and got caught.

Then there is the experience, the same method to interview five positions, the effect is still different.

First, less transparent feedback is better, and it must not exceed three points.

When I interviewed the first employee, I gave him more than five points plus and MINUS points because I was well prepared, which made him uncertain about the key points. At the end of the summary, the staff couldn't find out which key points should be improved next month, and the action plan was not written with me, which needed further communication.

The second is to talk less and let the other party express more.

Or because I was well prepared, I said too much in the performance interview and didn't let the other party fully express it.

At the beginning, let the other party explain what their penalty points are. It is necessary to set more questions to guide them to talk about their work. Only one of my five colleagues is more specific, and the others are general. Of course, there is basically no knowledgeable part with me.

The third is to change the frame, which is particularly easy to use and must be prepared.

Speaking of changing frames, five colleagues' eyes lit up. I know I inspired them to reach a height and direction they didn't expect.

Discussion on verbs (abbreviation of verb)

There are alumni who have a particularly high level of practice in performance interviews or company leaders' performance interviews. I hope we can exchange views.