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华为的IPD,为什么你学不会?
3 6 Ke· 2025-06-26 02:30
Core Insights - The article discusses the challenges faced by many domestic private enterprises in China when attempting to adopt Huawei's Integrated Product Development (IPD) methodology, often resulting in short-lived enthusiasm and eventual abandonment of the initiative [1][2][15]. Group 1: Understanding IPD - IPD, originally developed by IBM and later refined by Huawei, is not merely a project management tool but a comprehensive system governance capability that shifts product development from reliance on individuals to a structured system [3][6][8]. - The core value of IPD lies in its ability to facilitate efficient collaboration and decision-making across large, cross-functional organizations throughout the product lifecycle [6][8]. Group 2: Transition from Individual to System Governance - The transition from "people management" to "system governance" is essential for modern enterprises to scale effectively, moving through stages from opportunistic teams to well-trained groups and finally to system-integrated organizations [4][6]. - Effective implementation of IPD requires a shift from command-and-control management to role-based collaborative governance, where responsibilities and collaboration rules are clearly defined [7][8]. Group 3: Professionalism and Commitment - Successful IPD implementation necessitates a foundation of professionalism, where each role within the process is filled by individuals with the appropriate expertise [9][10]. - High levels of discipline and commitment are required for IPD processes, as the system cannot rely solely on enthusiasm or goodwill [11][22]. Group 4: Cultural and Structural Considerations - The effective operation of IPD is heavily dependent on a culture of universalism and low power distance, which allows for equitable treatment and decision-making based on data rather than personal relationships [13][14]. - Without these cultural elements, the implementation of IPD may result in superficial adherence to processes while underlying "people management" practices persist [14][20]. Group 5: Long-term Commitment and Leadership Involvement - Many companies underestimate the complexity and long-term commitment required for successful IPD adoption, often expecting quick results from minimal investment [15][16]. - Leadership must actively participate in the IPD process rather than merely delegating it to others, as seen in Huawei's approach where top executives were deeply involved in the initiative [17][18][22]. Group 6: Conclusion and Readiness Assessment - Companies must assess their readiness for adopting IPD, recognizing that it is not a simple replication of Huawei's practices but a fundamental shift in governance and operational capabilities [21][22][23].