Following Huawei's example, more and more companies adopt 'wolf culture' as their management principle, believing that in a competitive market where only the fittest survive, maintaining a wild, fighting spirit like a wolf is key to staying unbeaten. However, companies must remember two things: first, we should learn the true wolf spirit, not its animal brutality; second, the object of management is people, not wolves.
Learning the True Wolf Spirit What is the true wolf spirit? It is a spirit of proactive progress and self-transcendence, as well as a spirit of teamwork and collective struggle. Once a wolf spots a target, it will stare it down relentlessly, with unwavering focus, never giving up until the goal is achieved. When the target appears, the alpha wolf leads the pack in a coordinated attack, with each wolf having a clear role and executing its duties in an orderly manner. Thus, wolves exhibit remarkable combat effectiveness and organizational collaboration. To learn the true wolf spirit, companies should do the following:
Set Firm Goals and Persevere In the face of market changes, after conducting preliminary research and thorough consideration, once a company sets a goal, it must strive to achieve it with unwavering determination and perseverance. Management should create reasonable monthly and annual plans based on the goals and regularly report execution results to leaders. During execution, if deviations from the goal are detected, timely adjustments should be made to achieve the final objective.
Leaders Must Enhance Their Own Capabilities Since leaders are the heads of teams, any decision they make can have a certain impact on the team. Therefore, leaders must strengthen their own abilities to better lead the team. In the face of personal weaknesses, leaders need to continuously learn and practice to improve; in the face of strengths, they should reinforce or even expand them to turn them into team advantages. Additionally, leaders should enhance their role awareness and become leaders in their areas of expertise.
Know Yourself and Know Your Enemy 'Leaders must understand that victory does not mean you are strong, but that you are more attentive than your opponent.' As a link in the food chain, wolves must avoid the watchful eyes of stronger predators like lions, compete with rivals of similar strength for food, and always be aware of the movements of weaker prey like sheep. Their keen sense of smell helps them in this. In market competition, companies need to learn the wolf's insight, not be fooled by illusions, and keep track of competitors and customers in real time, understanding their psychology, so as to navigate the competition with caution and ease.
Stimulate Employee Potential Teamwork is the core of managing a company with 'wolf culture.' Excellent teamwork relies on the efforts of every member, so enhancing each employee's personal capabilities and tapping into their inner potential is a crucial part of corporate management. Companies should fully value each employee, focus on their training and development, assign challenging tasks at appropriate times, and stimulate their desire to strive upward, unleashing their potential.
Strengthen Organizational Discipline A company without discipline is like a heap of loose sand. Companies should have clear rules and regulations, as well as strict performance appraisals and reward/punishment mechanisms. They should not hesitate to encourage and reward excellent employees, promptly urge lagging employees, and dare to criticize, correct, or even dismiss lazy ones.
Managing People, Not Wolves Wolf-style management is an attitude, principle, and method for managing employees. The implementer is the company, and the subjects are not real wolves but people.
Avoid Individual Heroism Wolf-style management emphasizes that employees should learn the wolf's ambition for excellence, its relentless pursuit of success without mercy, and its self-confidence. However, this ambition and confidence must be kept within a reasonable scope. Excessive self-inflation can lead to rampant individual heroism within the company, resulting in a narrow view.
Respect Employees' Personal Wishes Maslow's hierarchy of needs explains people's needs at various stages. Beyond basic physiological and safety needs, people also have emotional needs for self-actualization and respect. People are not wolves; they have their own feelings. This requires companies to adhere to a 'people-oriented' philosophy, respect employees' personal wishes, listen to their voices, understand their needs, and conduct wolf-style management with a human touch. Use wisdom and love to satisfy employees' need for achievement, which can strengthen team cohesion.
Strengthen Internal Communication Once company goals are set, employees are the true executors. Therefore, whether it is goal decomposition or task coordination, companies must enhance internal communication, especially among participants in a specific task or project. For example, companies can use the WeQia app for internal communication and collaboration. This is essential regardless of whether management style is wolf-style or humanistic.
Companies can use the WeQia app to effectively solve internal communication and collaboration issues: 1. Use [enterprise-level mobile IM] for cross-departmental and cross-organizational communication, making colleague interaction more convenient; 2. Project managers can use the [project task] function to assign tasks, monitor progress, and promote goal achievement; 3. Use the [micro meeting] function to initiate themed group chats, so participants no longer need to travel long distances for meetings; 4. Use [colleague circle] to share work anecdotes, discuss and reply to work issues in real time, reducing meetings and emails, and making employees more willing to express and share.
In summary, wolf-style management should, on one hand, promote the wolf's strengths, and on the other hand, focus on caring for people.
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