There are several types of managers, especially senior managers, some of whom do not necessarily understand business, but understand management. The same can be made into excellent results.

For example, Qiankun's chairman method.

The method was not from the insurance industry, according to Yu Yuanming's understanding, he came from a government department. Later, he went to a large private group to take charge of financial work and achieved outstanding results. When this private group became a shareholder of Qiankun, he was sent over to be the chairman of Qiankun.

The arrival of the method has some twists and turns.

Because the establishment of Qiankun was led by an old insurance company - this old insurance company is called Wu Bin.

Wu Bin comes from the earliest entrepreneurial team of Wanjia, with outstanding achievements, rich experience, and great influence in the industry. However, subject to the control of the shareholder unit at the time of establishment, Wu Bin can only be the president, and the chairman has always been a person sent by the major shareholder.

The original chairman basically put on a name and didn't take care of things. Because there are other things.

Now that the shareholding of the shareholders has changed several times, the ranking of the shareholders has also changed, and the group where the method is located has become the majority shareholder. Although it is not much more than other shareholders, after all, it is a major shareholder. So, the method took office.

From the cover of a book written by Method, Yu Yuanming saw a photo of Method. His eyes are like torches, his big back is shiny, and his broad forehead seems to have infinite wisdom. This is a book about Qiankun written by the method, and the name is "Qiankun Methodology". Di Shengqing once took him to study, and Yu Yuanming also watched it carefully. It is mainly to introduce the development of Qiankun Life Insurance and some management ideas. Objectively speaking, it is still very content.

The method must have hoped to make a difference, so after coming to Qiankun, a new team was formed quickly. The board of directors was reorganized, the board of supervisors was established, and some fresh blood was added to the president's team. Some have no experience in the insurance industry, but have a strong government background.

Soon, under the demand of vigorously opening institutions across the country, Qiankun took a different path. A lot of county-level cadres were found to serve as branch presidents. What county officials, county magistrates, executive deputy county magistrates and the like.

Insurance companies earn more than the glamour of government officials.

You may say that gray income officials are also high, but that is not safe after all. Once something happens, not only is the money gone, but the happiness of the second half of life and even the happiness of the family have to be taken into it. And the high income of the insurance company is sunny and steady. As the leader of the branch, he leads hundreds or even thousands of people, and there are many scenes. The scope of the jurisdiction is much larger than before, and the lines are not as complex as before.

Of course, the method is to realize the resources behind these officials, and also to play their own capabilities.

So unlike other companies that only poach executives in the same industry, Qiankun's executives have come to a lot of government officials. This kind of cadre structure is also a characteristic of Qiankun!

MethodsThe chairman of the board of directors is young and strong, with a high level of theory, and the cross policy proposed by the board of directors has given everyone a lot of inspiration.

Build a team, lay a foundation, and train cadres.

Di Shengqing interprets it this way:

Qiankun is in a stage of rapid development, the company not only opened an organization in the express delivery, but also has begun to acquire property insurance companies to build a group. At the same time, preparations for listing are also progressing steadily. And all this work needs people to do it, and it needs a team to do it. Therefore, building a team is the first thing that must be done. What kind of team to build, how to build a team, and where does the team come from?

Then the team is coming, and the foundation must be laid. The basis is divided into manpower basis, premium basis and management basis. Without a manpower base, there is no premium base. Without a management foundation, even if there are the first two, it will not last long. The human base should start from attendance, billing activities, and then transform into qualified performance. Only when the management foundation is integrated into the human base and takes root, will the premium base become a source of water. The premium base or platform, don't look at the annual premium, but refine it to the month, week, and day. Only when the weekly unit operation is effective, the daily platform will be endless. The annual premium is a matter of course!

First of all, establish a standard, each institution or each department, there can be no zero days. Then your manpower base is very important. There are more than a dozen people in a department, and it is easy to hang zero. If there are 100 or 200 people in a department, it is difficult to hang zero. The east is not bright, the west is bright, and the north is dark, and the south is dark.

The management foundation is the first to grasp attendance, and the morning meeting is the top priority. We need to develop a concept that employees who don't have morning meetings are not good employees.

How can I improve my attendance?

Two-pronged: one tube: organize the content of the morning meeting. Colorful, engaging, nutritious and contented. Second tube: there are rewards and punishments. Reward for more attendance, punishment for non-attendance or less attendance. Neither the reward nor the punishment is necessarily money, it can be something else. Including small gifts, certificates, and commendations. For example, those who do not attend, some programs do not enjoy qualifications, and some branches do not give qualifications for training.

There must be a difference, and you can't be the same without attendance.

Finally, the cadres are trained.

Don't think that only big leaders are cadres, and only internal staff are cadres.

What is a cadre? A cadre is a person who can lead others to do things. As long as it is a person who can influence the team, a person who leads the team, or even a pacesetter and an exemplary person, he can become a cadre.

Cultivating cadres is too important! How did those Communist generals come to be in the first place?

It's not a mud leg that fights and crawls out of the pile of dead people.

Learn to fight in war, learn to fight in the midst of being beaten, and learn to command in the sound of artillery. Cadres are not only able to charge into battle, but also the key is to be able to command firmly.

We have too few cadres now. Let's think about it, how many cadres will be needed for Qiankun to continue to develop for five or even ten years?

You are the ones who have the best chance!

With the growth of Qiankun, not only the various abilities of the self have been improved, but the value of the self is also constantly appreciating.

You can also witness the rise of a great company!

What an interesting thing to do!

Every time everyone listens to Di Shengqing's speech, it is an introduction of strength. It's a very incendiary speech.

After the meeting, everyone moved to the hot spring hotel and gathered with students from five other provinces and cities across the country. Participated in one of the classic courses of LIMRA, "MSS", held by the head office.

MSS Courses.

MSS is the first stage of LIMRA's CIAM certification, which is a 4-and-a-half-day training course for department managers who have just been working for less than 1.5 years. The course focuses on improving the business performance of department managers and building important business skills in planning, staff addition, salesman selection, target market development, performance evaluation, training, motivation and time management.