Catherine is the director of a company. She has a person with outstanding working ability, but this person has one shortcoming, that is, he doesn't like to communicate with colleagues in the company, and he doesn't want to help colleagues in trouble. He always works alone.
As a supervisor, Catherine thinks that it is a good thing for employees to be competent, and a little defect is not important. So Catherine even gave him a promotion and a raise, hoping that he could take care of his subordinates after he became a leader.
But the fact is that when he became a leader, his people began to leave one after another. Later, the boss of the company knew about the storm. ...
Well, that's the end of the story. I want to ask you, what would you do if you were the CEO of the company?
(1 minute thinking time)
The results were announced, and finally the CEO of this company fired Catherine.
Wait, why did Catherine get fired, instead of that capable but unsociable colleague?
Because Catherine is the supervisor, and as the supervisor, she doesn't understand:
The workplace is a place of cooperation. No matter how strong a person is, as long as he doesn't fit in, it will affect the mood of the team, so there is no need to stay. What the team needs is not to fight alone or heroism, but to help and cooperate with each other.
/02/ As the saying goes, one person may walk faster, but a group of people will go further. This is especially true in the workplace.
But the reality is that in the company, we are not willing to cooperate with our colleagues at all!
Why do I dare say that?
See if you often experience such a scene in the company:
There seems to be enmity between departments, and once there is a task that requires inter-departmental cooperation, no one wants to do more;
No one spoke at all during the meeting. Everyone likes to play with their heads down. I hope the meeting will end soon.
Colleagues get together and talk about this or that. A company of 50 people is divided into 10 factions.
Every cooperative work takes a long time to complete;
The above points are concrete manifestations of the disadvantages of teamwork.
If this situation is not improved, the company is likely to go to a dead end because of unfavorable teamwork and fragmentation of team members.
Then, the question is, how to reverse the unhealthy status quo of teamwork?
First of all, we need to find out why teamwork is so difficult and where the problem lies.
Five obstacles to teamwork
/03/ The first obstacle to teamwork: lack of trust. Lack of trust among team members means that the company atmosphere is lifeless, no one wants to say a word to anyone, and everyone is wary of each other.
I had a colleague before. She is particularly reticent. She clocks in at 9 o'clock every day, packs her things at 6 o'clock in the evening, orders takeout at noon, and never communicates with colleagues in the department.
It can even be said that she didn't say a word all day. I was really bored at that time, so I chatted with my acquaintances on WeChat.
What is the result of this?
The result is: she feels very capable, she can finish her work on time every day and get off work on time; But in the eyes of other colleagues and even leaders, she is a gangster who doesn't trust the company and just wants to mix money every day.
So, in the end, she became more and more isolated and had to resign and leave.
There is a saying in the workplace: Never make friends with colleagues. Actually, it is not!
As a leader, we must encourage colleagues to open their hearts and understand each other's past, even their own strengths and weaknesses. Because only by truly understanding the people around you can we treat ourselves and others sincerely and dare to express our opinions.
And this is the basis of teamwork.
Specific change strategy: build trust on the basis of exposing shortcomings1>; Organize league building activities regularly and pay attention to personal background introduction.
Sometimes, we have been in contact with a colleague for a year and only know his name, but we know nothing about his past stories and whether he is in love or not. In fact, it is a terrible thing. We won't trust each other without knowing each other.
Therefore, the best way to build trust is to expose your shortcomings to each other. Team leaders must first admit their own shortcomings, set an example, and let everyone open their hearts and become friends.
When team members discuss, make good use of "brainstorming" to get along.
"The most important thing in brainstorming is to write down what others say, don't interrupt halfway, don't interrupt to express opinions or suggestions. In this state, everyone can express their opinions at will, without scruples and precautions.
The second obstacle to teamwork: fear of conflict. For a team, meeting harmoniously is not a good thing.
Tell me one thing that I experienced personally:
2065438+In March 2006, I switched from a traditional industry to the Internet. It's the first time to see how excellent teams hold meetings.
At that time, I was one of the Guan Peisheng of the company. One day, the CEO showed us how she and the COO discussed the plan. I thought I could learn a lot of skills in this meeting, but in fact, the most shocking thing I learned is that a good team should dare to quarrel.
What do you mean?
On that day, when our CEO and chief operating officer expressed their opinions, they were all flushed, and the chief operating officer even struck the table several times to express his disagreement and dissatisfaction.
To tell the truth, I was frightened by this scene, thinking that the meeting would end in discord and the plan could not be discussed. But at the end of the meeting, the two of them seemed to forget the quarrel just now. Instead, they said calmly, then this plan will be written according to the results of the discussion just now, and it will be revised if there are problems.
The CEO may have seen how surprised I was, so she finally said to me:
It is a good thing to quarrel during the meeting, which shows that everyone is open-minded and has some thoughts on the future of the company. On the contrary, if a team dies at a meeting, no matter who says anything, it can only prove that everyone doesn't care about the company at all.
Are you awake?
When you really care about something, you can't help but make your own suggestions, hoping it will be better. A good team especially needs to quarrel.
Specific change strategies: encourage and organize controversial discussions. When people trust each other, they are actually not afraid of quarreling.
In the past, we were afraid of conflict because we felt that the other side agreed with us and had a problem with us, but on the basis of mutual trust, we would understand that they made suggestions out of kindness, and naturally it would be easier to discuss.
As a team leader, you can discuss controversial topics appropriately. For example, we can discuss the company's current major issues, and we can also hold regular debates and other activities.
Let the team members enjoy the pleasure of debate in advance by using "games" such as debate, so as to break the psychological defense line and pass it on to daily meetings. Secondly, as a leader, we should also pay attention to controlling the rhythm and remind the necessity of discussion in real time when everyone is unwilling to continue the discussion.
The third obstacle to teamwork: lack of input. Think about it: don't trust colleagues, don't want to discuss with colleagues, don't want to express any opinions, and are afraid of offending people. What is your work status?
With all due respect, you must be dealing with it like a walking corpse at this time.
Team meeting, leading the release of tasks. You think there is a problem, but you don't want to resist and conflict, so you convince yourself: make do. Anyway, he asked you to do it.
In the short term, just listen to everything and don't conflict with the leaders, but anyone with a little foresight will know.
Don't want to express their opinions, every job to deal with, the end result is:
First, it is easy to turn yourself into a screw and a working machine; Secondly, never resisting or expressing opinions, and always letting others direct you, will probably lead the company astray, and as a result, I will lose my job.
A few days ago, my friends complained to me that I couldn't find a sense of accomplishment in my work and never had what everyone called a flow experience. So I asked him: What are you mainly responsible for in your current job? What's the goal? How do you divide your work tasks?
As a result, he answered me:
Divide these things well and do whatever the leader tells you to do.
As you can imagine, I don't know my work goals and specific tasks. How can I participate in it and have a heart flow?
The reason why this happens, to put it bluntly, is because others keep their words and never put forward their own ideas, so naturally it is impossible to take the initiative to invest.
Specific change strategy: improve the sense of ownership of team members. Speaking of which, I want to talk about the leaders of my former company. Although he has some moral problems, as a leader, there is one thing that employees like.
That is to say, no matter what new idea he has, he will tell everyone in the group, "Where did the idea come from, what he saw and thought, and if we can do it, then we will start to assign tasks."
Under the influence of this environment, as an employee, I will feel that I am participating in the important decisions of the team and that I am the protagonist. Naturally, I will be more involved and work harder.
The fourth obstacle to teamwork: shirking responsibility. I saw a screenshot in a circle of friends the other day. The core content of the screenshot is tucao: colleagues (commonly known as pig teammates) reduce work efficiency.
Something like this:
Xiaohong (pseudonym) and Xiaoming (pseudonym) completed a PPT together. The division of labor between the two is: Xiaohong is responsible for typing the first draft, and Xiaoming is responsible for checking and filling the gaps.
Is this division of responsibilities clear? But something happened in the end.
On May 29th, Xiaohong sent the first draft of PPT to Xiaoming. By the way, I think some places need to be changed. Please read your thoughts first.
Xiao Ming readily agreed on the spot: OK.
But the next day, when the boss asked them for PPT. ...
Xiaohong replied to the boss: PPT is in Xiaoming's side. Xiao Ming next to him replied: Ah? Didn't you say that there are some places you think need to be changed? I thought you would send it to me when you finished changing it.
So, two people began to entangle.
In fact, from this incident, outsiders can clearly see that it is because Xiao Ming forgot to review PPT, and finally wanted to muddle through. ...
But in the end, such wrangling directly delayed the opportunity to show PPT to the outside world and win cooperation.
Specific change strategy: clear objectives and accusations, and adopt the system of sitting together when necessary. Ambiguity of goals and responsibilities is the enemy of responsibilities. To improve the sense of responsibility of team members, the most ruthless thing is to implement the responsibility system of sitting together.
For example: 1999, Lenovo implemented reforms, but some departments were unwilling to cooperate, so they began to passively resist. This makes the reform process impossible.
At this time, Liu Chuanzhi did something and put forward the idea of interest bundling and even joint liability.
At the company meeting, Liu Chuanzhi said: "This project must be done well. If I fail, I will be greatly affected, but I will also let the vice president step down. "
Later, the vice president also began to sit on his right-hand man. In the end, Lenovo became one of the best companies in the world under the bondage of "sitting together".
Therefore, to solve the problem of evading responsibility, we must first clarify the division of powers and conduct regular review and evaluation; Second, the interests of employees should be tied together, so that everyone can give up the concept of "preserving our sanity".
The fifth obstacle to teamwork: what does it mean to ignore the results? Just like the thinking questions I gave you at the beginning.
If an employee of a company is too independent, he will only care about whether his work has been completed, and will not consider whether everyone can cooperate with him or even whether what he does is beneficial to the company.
"No matter how powerful the individual in the group is, as long as the group fails, he fails."
For example, in a team, at the end of the first half, if the coach takes a single player aside and says to him, "What are you going to do in the second half?" Then he called another player and told him, "What should you do in the second half?" .
In other words, pull everyone down alone and tell them their own strategies, but don't let them know their players' strategies. You can imagine how bad the final battle result will be.
Everyone has seen Operation Red Sea and Wolf Warrior. In contrast, I prefer Operation Red Sea, and the workplace is more like Operation Red Sea.
"Wolf Warriors" embodies individual heroism, one person can kill a group of people, but in the real workplace, we need to unite and cooperate like Operation Red Sea, and make the right person stand in the right position and do the right thing to achieve the greatest effect.
Specific change strategy: announce work objectives and set up collective rewards. In the company, everyone has the responsibility to know other departments, even every department.
In the past, when I was working in the workplace, my CEO would ask me to attend meetings of various departments, she said, so that I could measure the help of what I did to the whole company from a higher level, and what I should and should not do.
For the rest of the company, the CEO will ask everyone to print out the goals and expected actions of each department every month and post them on the wall so that everyone can understand.
/03/ To sum up, what are the characteristics of an active cooperative team?
⑤ Trust among team members.
(4) If you have anything to say, if you have different opinions, just put it forward and don't hide it.
Everyone takes an active part in decision-making and action.
(2) each is responsible for the content and effect of his own work.
(1) Focus on collective achievements.
Author: quiet leader, high-quality creator of headline workplace, remember to pay attention to more dry goods. Today's recommended book "Five Obstacles to Team Work"