Summary of team work-a modern team must be very energetic, passionate and centripetal force with limited skills.
First, target management: First of all, the team goals must be clear, digital, planned and step by step, and have a time limit. Team goals are the goals that can be achieved by the team, and are formulated by the team leader according to the actual situation of the team. Guided by a long-term goal, taking short-term goals in different periods as actual combat tasks, the total of short-term goals should be greater than 20% of the long-term goals, and the long-term goals can be completed. Secondly, personal goals, according to the personal conditions of team members, guide them to set a goal that is more than 20% higher than their usual performance, so as to complete the team task goals set by team leaders (the task goals cannot be known to team members in advance). The sum of all team members' mission goals is greater than a single short-term goal.
Second, skill training: players can be divided into two categories: one is experienced and the other is inexperienced; Training is also divided into two categories: one is mentality training and the other is skill training. For experienced employees to enter the company, he thinks he has a way and is unwilling to follow the instructions of the company leaders. When his old customers run out of resources, his performance will drop rapidly, which will seriously affect his mentality and even the mentality of other employees. Such employees should first adjust their mentality, and the most important thing is to find out the lack of skills in time during the supervision process and help them improve their performance, so as to devote themselves to their work and drive others to work. For inexperienced employees, be obedient, and then give them detailed communication skills training, including product knowledge, advantages and selling points compared with other similar products. The most important thing is to communicate with customers, tone and body movements, and personally drive new employees to visit customers and help them sign bills, so that he feels that the work is not so difficult.
Third, the construction of team cohesion: the team must first adjust its emotions to reach its peak. Everyone has the spirit of desperate saburo, and it takes 15 minutes to have a morning meeting every day; Secondly, always believe that players can succeed, and often communicate negatively with successful words and positive tone; Third, the supervisor should set an example; Fourth, the supervisor should help employees achieve their goals; Fifth, we should take the goal as the mission of the team; Sixth, the team leader should have the appeal to make all employees work hard in one place.
Fourth, reward and punishment are clear: if you don't reward, you will have a brave man. Make a highest personal goal award that employees can achieve even if they work hard, and then set up two second-class awards. Those who reach the reward goal will be rewarded immediately, preferably in cash, and the award-winning employees will be allowed to speak passionately. The greatest feature of people is to escape from pain. Make the last elimination system, which will give you a generous reward for going forward, and then you must escape from the painful competition mechanism.
Five, employees should often hold employee success case skills exchange meetings, so that successful employees can teach their successful experiences and words to everyone and make commitments in public, so that they will work harder and let backward employees learn their experiences and let them know that success is not difficult.
Team work summary 2 It is said that during World War II, the Germans divided people into four categories: smart and lazy officers and smart and diligent staff; Stupid lazy can be a soldier, stupid diligent roll. Although the above statement is biased, it also illustrates the management ideas and employment principles of an efficient team. There may be exactly the above four kinds of people in a team. Because the team is composed of people, the problem that must be studied and solved to bring the team well is: how to stimulate and cultivate the potential of everyone in the team, so as to turn people into valuable enterprises? Talent? . Sima Guang, the author of "Zi Tong Zhi Jian", was a famous official in the Northern Song Dynasty? Great craftsmen have no waste of different sizes? With the famous Qing Jiajing Yang Yuchun? Employing people's strengths, the world does not need people; People who lack employment are useless in the world. ? (Yang Yuchun used the deaf as a bodyguard; Use dumb people as intelligence agents; Using the lame as a cannon has the same effect, which provides our team with such an idea: teaching students in accordance with their aptitude and making the best use of their talents. Therefore, the most important duty of managers is to cultivate the talents needed by the team, as Zhai Hongshen, a master of Chinese studies, said. Leaders are leaders and mentors, and the value of leaders lies in cultivating followers into leaders? . So how to cultivate talents and build an efficient team?
There are three elements to bring a good team: first, the system: the system is a unified rule that team members follow, which can not only promote the consistency of the team, but also ensure the orderly development of the work; Second, work standards: work standards are not only the basis for business development, but also work instructions to avoid arbitrariness and deviation; Third, the combat effectiveness of the team: the combat effectiveness may be intangible, but it is also crucial, which is reflected in being enterprising, optimistic and confident, not afraid of difficulties, and daring to take responsibility. The premise that the team is effective is that the motivation within the group is stimulated. Without this item, regardless of sufficient resources, strong ability, strict system and correct direction, victory in the battle may not be guaranteed. This kind of fighting capacity is similar to that advocated by Li Yunlong? Bright sword? Looking at the spirit of any army with strong combat effectiveness, it is inspired by a belief, retaining and inheriting a spiritual tradition, which is a kind of character and temperament. With this tradition, it is like injecting soul into the army. No matter the passage of time, the turnover of personnel, the spirit can last forever, so there is? As pointed out by Jianfeng, invincible? The following three aspects are elaborated.
First, unity of purpose means unity of thought.
People who have no goals are people who help others achieve their goals. Those who are not prepared are those who are prepared to fail; People who don't make plans are those who are prepared to fail. 20 10 what have I learned from the achievements of Shanrebuilder and Shantui (000680, share it)? Unity of thought? It is not rhetoric, it is not empty talk, it is the direction of action. The problem determined by ideology is the most difficult to change. The more invisible things can reflect the level of an enterprise, which is corporate culture. As long as the parties' thoughts are not unified and their consciousness can't keep up (they don't take the initiative and don't want to do it), the assessment is not in place. No matter how good the measures are, they will not be implemented well. ? Unity of thought? It is not only shouting slogans, but also the guarantee of not flinching and hesitating when encountering problems, and the biggest guarantee of improving execution. Therefore, in order to bring a good team, we must first closely combine the departmental goals with the company (organization) goals and implement them on every member of the team. That is, all employees of Ruichi must break through 500 pieces (qualified products) around the central goal of an annual output value of 460 million, and work without doubt. Managers at all levels must decompose, publicize, inspect and dispose at all levels. Only in this way can they form a joint force. Only in this way can they form a joint force. A team without goals can only be a group of stragglers. What is the management without goals? The old monk confused himself by chanting! ?
Second, stimulate people's potential.
Intrinsic motivation refers to people's inherent potential. Once this potential is mobilized, it will be optimistic, energetic, positive and persistent. If the IQ is normal, everyone may rely on the internal motivation to achieve Excellence, or even close to Excellence, thus achieving a career. As far as the team is concerned, the exertion of internal motivation can make the organization achieve seemingly unattainable goals. Stimulating internal motivation depends on both subjective and objective factors, and the former plays a decisive role. Excellent people often overcome themselves, are not affected by prosperity and adversity, can actively learn and think in any environment, calmly deal with various difficulties, and constantly create brilliant achievements; Objective factors play a promoting role, and a person's potential will be stimulated by the influence of external environment, events, groups or other people. Objective factors are not decisive factors, but they must not be underestimated. Many people's transformation and progress are driven by objective factors. Based on this, managers should do the following when cultivating subordinates and stimulating their potential:
1, be respectful, don't do to others what you don't want others to do to you. Managers should learn to respect your subordinates, help them enthusiastically, give you praise, and take the initiative to care about their work and life. For example, all team members should take the initiative to send greeting cards or other gifts when their subordinates celebrate their birthdays, so that everyone in the team can feel a sense of belonging and love.
2. Be good at listening. Managers should always listen carefully to the opinions and ideas of subordinates and be good at positive guidance, make friends with subordinates, understand their plans for future personal development through communication, try their best to meet their needs, listen to their depression, be an outlet, and actively comfort and enlighten subordinates when they feel uncertain about their work and future, and help them eliminate their worries and pressures;
3, good at authorization, managers should make subordinates have the ability and power to do things under the requirement of clear goals, and be responsible for the results, but authorization should pay attention to monitoring, when subordinates lack professional knowledge and business ability, they should set an example to improve their ability to operate and manage the market.
4, good at motivation, motivation is strength, motivation can be attractive interests, but also can be the harm of fear, but the most powerful incentive is to change the mentality. The key to a person's continuous growth is transformation. Always adjust your mentality and change your negative state. To be result-oriented, attention is to be good at guiding subordinates to focus their thoughts and attention on a better future (result).
5. Set a benchmark. The quality and ability of members in a team are uneven. Managers should not only help people with weak abilities and poor performance? Short board? While improving the performance of the whole team, members should also pay attention to cultivating subordinates with outstanding comprehensive performance such as work performance and learning awareness, and take them as benchmarks to introduce and popularize their excellent performance and successful experience at regular meetings, so as to drive the whole team to better morale.
6. Create a learning atmosphere. The most important thing in learning is to calm down and get rid of impetuousness. How can a person be wise if he can never calm down? People often make wrong decisions when they are anxious. Leaders who don't want to grow up have no future. Mao Zedong, a great man, let his secretary study in the last 24 hours of his death and spent the last 24 hours studying. Deng Xiaoping said, it is never too late to study and practice? If you are new, new, new? Become a new citizen.
In a word, managers have different understandings of the connotation and extension of the success of cultivating subordinates and stimulating their potential, which depends on people's values, affects people's quality of life and shows people's realm. There are many factors that affect success, which can be divided into subjective factors and objective factors. So, what kind of people are easy to succeed? Maybe it was my father? Poor life, not afraid of death? I feel that under the same conditions, I can understand, summarize and summarize; Understand innovation, be innovative, and have innovative spirit; Those who can fight, can fight, and can fight are easy to succeed. That is, can? Can you sum it up? 、? Dare to turn flowers? 、? Willing to fight? 、? Always hard on yourself? 、? Do you have a problem with yourself? 、? Do things you don't like as things you like? People. Borrow a popular phrase in the field of education to illustrate the performance of stimulating internal motivation: change? Want me to learn? For what? I want to learn? This process is the process of stimulating internal motivation.
Third, stimulate the team potential.
The team is made up of people. To stimulate the internal motivation of the team, we should first pay attention to every member of the team. This puts high demands on managers, but there are also ideas and methods to follow.
1, managers should have enthusiasm: to stimulate the enthusiasm of others, we must have this enthusiasm. The enthusiasm of managers is self-confidence, which injects strength and confidence into team members at any time; The enthusiasm of managers is a bright light, leading by example, guiding the direction and infecting team members with enthusiasm; The manager's enthusiasm is still a torch to ignite the team's passionate fighting spirit.
2. Managers should ignite conscience: conscience is truth and human nature. It embodies equality and respect, fairness and justice, explores the principle of things, does the right thing, and does things right.
3. Managers should dare to take responsibility: Heroes often appear in groups, not individuals? . The achievement is a team, and the responsibility should be borne by yourself. Let every member rush forward with confidence, because there is always an umbrella on his head to block out the strong light for himself.
4. What do managers want? Different from person to person? Each member has different personalities, strengths, abilities and values. To achieve the consistency of ideas, we must understand and respect each other? Teaching students in accordance with their aptitude? Treat different people in different ways and in different ways. It's hard, but it works.
The greatest power in the world is the power of change. Japan? God of management? After kazuo inamori took over as chairman and CEO of JAL, it took JAL half a year to turn losses into profits through reform. When he talked about it in the dialogue column of CCTV, he said, in order to make JAL a trustworthy and trustworthy enterprise in the eyes of employees, I realized a kind of warmth and atmosphere from this sentence, which is exactly what he has been advocating? For heaven and love? The embodiment of this consciousness itself is also an important way and method to stimulate the internal motivation of the team.
Meanwhile, we should pay attention to:
(a) Accommodate individual differences and collective agreements and goals
The first contradiction is the need to accommodate individual differences and achieve collective consistency and goals. The effectiveness of a team usually requires the integration of different individuals. In order to benefit from diversity, a team must have a process that allows different voices to express their views, styles and priorities. These different voices actually bring openness, which will inevitably lead to conflicts and even competition among team members. Too much conflict and competition will lead to a win-lose problem, rather than cooperation to solve the problem. The purpose of this is to gather individual differences and motivate them to pursue the common goals of the team. An effective team allows individual freedom and differences, but all team members must abide by appropriate subordinate goals or team schedules.
(b) Encourage support and confrontation among team members.
If the diversity of team members is recognized and different views are encouraged, then the team needs to develop a culture of mutual encouragement and support among members. In this cultural environment, there is a cohesion among team members. They are really interested in other people's ideas. They want to hear and distinguish what they are saying. They are willing to accept the leadership and influence of others with professional knowledge, information or experience and current tasks or decisions. However, if team members support each other too much, they will stop fighting each other. In a very cohesive team, when opposing different opinions, the tough norms to protect harmonious and friendly relations will develop into a whole concept. Members will suppress their personal thoughts and feelings and stop criticizing each other's decisions and behaviors. At this time, they will have to pay a considerable personal cost. There will be no disagreement when the team makes decisions, because no one wants to create conflicts. If this situation continues, team members are likely to feel depressed and frustrated, and they will only want to go their own way instead of really solving the problem. Effective teams should find ways to allow conflicts without being destroyed.
(3) Pay attention to performance, learning and development.
The third contradiction is to give consideration to both present grades and studies. Managers have to choose between the right decision and the expenditure of future experience accumulation. Making mistakes should be regarded as the cost of learning, not the cause of punishment, which will encourage development and innovation.
(d) strike a balance between the authority of managers and the judgment and autonomy of team members.
The fourth contradiction is to strike a delicate balance between the authority of managers and the judgment of team members and team autonomy. Managers cannot shirk the ultimate responsibility for team performance, and empowerment does not mean giving up control. The more autonomy given to team members, the more important it is for them to follow a common agenda. Effective teams are flexible, and they can strike a balance between the authority of managers and the most suitable team solutions. In fact, in a well-run team, members have a high degree of mutual trust, and managers don't have to discuss or explain certain decisions. On the contrary, there is a lack of trust in an ineffective team. Even if the manager does the most obvious thing or makes irrelevant suggestions, team members have to ask questions.
(5) maintain the triangular relationship.
It is very important for managers to understand this, because they ultimately have formal power, not team members. The role of team manager is to manage the relationship triangle: manager, individual and team, which are located at the three vertices of the equilateral triangle respectively. Managers must care about three relationships: their relationship with each team member; Their relationship with the whole team; The relationship between each team member and the whole team. Any relationship will be influenced by the other two relationships. When managers can't manage this relationship triangle well to achieve balance, distrust and bad influence among team members will spiral down.
(vi) Challenges of team management
Because of the complexity of teams, it is no wonder that many teams often fail to play their potential. Effective teams are not formed naturally, and management must unite team members in advance. Many managers gradually understand that in the process of managing the team, from the boundary of the management team to the management team itself, the team will be more effective if they share the responsibility and power with the team members. If all team members Qi Xin work together, effective team performance can be achieved. Once again, we see that authorization is a tool that managers can rely on when facing the reality of competition. An excellent team manager found that I finally realized that my duties include gathering excellent people, creating a good environment, and then working out a solution to the problem.
Team work summary 3 In my opinion, this is like a summer camp, a short summer camp, but two weeks is full of meaning, which makes each of us have a good time and know a lot. No matter every game in team activities, or the journey of life, the real cs, each one makes my memory particularly new. Every game embodies our own efforts and pays our own sweat. Every success contains our smile. These small activities bring our hearts that are not far away from each other closer and make us look stronger and more powerful.
We joined hands in a big circle in the scorching sun. At that time, I was very excited. Looking at yourself in the big circle, my heart is very broad. I danced rabbit dance happily in the hot sun, just like when I was a child. I didn't experience any setbacks. I just wanted to have fun and be crazy with my companions. Standing in front of all my companions, singing team songs and shouting team names, I just want to win a bright light for my team. When I cheer for Guo Mao, I really feel that as long as I shout loudly, it will really bring strength to our class. At that time, I became very selfless, just for a class and a team, not for myself. I especially want to see us sitting in a heart and waving.
This must be a very beautiful painting. I wonder if you can tell by wearing a big white T-shirt. I wonder if you caught the smile on my face.
I recommend it carefully.