When Xu Xiaoping left New Oriental that year, it caused widespread speculation and discussion. New Oriental has always been a leader in the education and training industry, and why Xu Xiaoping, one of the founders, chose to leave the empire he built has become a mystery that has attracted much attention. There are various rumors about this parting, some say it is a difference of interests, some say it is a disagreement of ideas, and some people speculate that it is an internal struggle. On this issue, we might as well conduct an in-depth analysis from multiple angles.
First of all, Xu Xiaoping's departure from New Oriental may be related to his personal development plan. In the early days of the company, the founders may share a common vision for the future of the company, but as the company grows in size and diversifies the business, the founders may disagree on the company's growth strategy.
Xu Xiaoping may have his own vision of the future direction, which conflicts with the views of other founders. In this case, Xu Xiaoping may have made the decision to leave considering his career plan.
Secondly, the power struggle is also a possible reason for Xu Xiaoping's departure. In the process of enterprise development, power is often a factor that cannot be ignored. As a huge education and training institution, the power struggle of New Oriental has always been a potential problem. As the leader of the company, Yu Minhong may have disagreed with the other founders on some important decisions, and this disagreement is likely to turn into a power struggle. In business competition, intrigue and betrayal often become unavoidable topics, and Xu Xiaoping may have chosen to leave in order to get rid of such internal strife and pursue a broader career development.
In New Oriental, Yu Minhong is described as a character who "looks like a scholar, but in fact has an iron hand". This difference between the superficial and the internal may be due to the fact that he has taken some tough measures in the management of the company. Within an enterprise, especially in a collaborative environment, the management style of a leader directly affects the cohesion and execution of the team. Mr. Yu's iron skills may have sparked disagreements among some of the founders, which in turn exacerbated tensions within the team. Infighting may arise from conflicts over power and interests, or they may have different views on the company's direction and development strategy, leading to intensified conflicts between founders.
Historically, the difficulty of teamwork is that everyone has their own personality, perceptions, and goals. Within a large enterprise like New Oriental, different founders may have very different ideas and expectations. In the process of the company's growth, issues such as the distribution of interests and the choice of development direction may become the fuse and trigger internal power struggles. This kind of struggle may appear to be for the development of the company, but in fact it is often accompanied by betrayal and departure, which is a significant manifestation of the company's internal problems.
The difficulty of teamwork also reflects the difficulty of enterprise management. In a large enterprise, managers need to coordinate the interests of all parties, balance the needs of all parties, and ensure the overall stability and development of the team.
Managers' leadership style, communication style, and decision-making ability all directly affect the harmony and tension within the enterprise. Yu Minhong's "iron hand" may have promoted the rapid development of the company to a certain extent, but at the same time, it may also lead to the intensification of internal contradictions. In enterprise management, how to find a balance that can not only promote development but also maintain internal stability is a problem that every business leader needs to think about.
In the end, Xu's decision to leave New Oriental may have been a personal and organizational one. For business founders, in addition to thinking about the future development of the company, they also need to consider personal career planning, family factors and other factors.
For a mature enterprise like New Oriental, it also needs to continue to innovate and adjust in internal management and team building to adapt to changes in the external environment.
In general, the parting and infighting between the founders of New Oriental reflect the common problems in corporate management. Teamwork is not long-lasting, and internal power struggles are often accompanied by betrayal and departure. Business managers need to find a management model that can promote development and maintain internal stability while balancing the interests of all parties. For individuals, the alignment of career planning and business development is also crucial. In this highly competitive business environment, companies and individuals can only continue to move forward in the ever-changing market by finding the right balance.