Communication can narrow the distance between two people, and also can narrow the distance between players, make the relationship closer, and be more efficient in future daily work.
2. Trust the players.
Distrust can destroy a family or a team. Therefore, in daily work, we should fully trust team members. Only by trusting team members will team members be more trusting and dependent. Usually, you can appropriately delegate power and give some power as a reward.
Be careful before making a decision.
Whether making a small decision or a decision related to the fate of the whole team, we should be cautious and listen to the opinions of the players. In this way, players will be respected and their status in the minds of players will rise. Don't ruin the team because of a wrong decision.
Always put yourself in others' shoes.
Don't always be the master of the team, only care about your own happiness, regardless of the psychological feelings of the players. Although it is often overbearing, it is often overbearing, and players will go further. Even in the end, we parted ways.
5. Let the players feel happy in the team.
To enrich the life of team members, we should not always let them live in a dull space, but give them a happy life and let them relax properly. For example, every once in a while, we should organize everyone to go out for a walk and participate in some team-to-team competitions.
Question 2: How to set an example in the team, pass on ideas and set an example? A qualified team leader should have excellent standard business skills; Must have a sense of the overall situation; Have a tolerant heart, can tolerate everything; Work must be fair, just, open and transparent; Have the ability to control your behavior. How to play an exemplary role, care about class members everywhere, and let them be moved; You can't just talk and don't practice, everything must go first; Be able to share joys and sorrows with members at work; They must meet the requirements of company standards; If members need help in their work, they should arrive at the first time.
Question 3: How to build team cohesion 1. Institutionalization, clear rewards and punishments. When everyone knows the rules of the game and has the same goal, it is easier to unite everyone. Remember not to suffer from poverty and inequality. 2. Differentiated application. No one can do all the work. Some people like to be steady and careful, while others like to challenge novelty. They should arrange their work according to their own characteristics. Don't ask your subordinates to do what they can't do. He did it right away, and he wants to continue. What is cohesion? 3. Idealization, people are great because of dreams, give your team a dream. A country, a group, a group and a unit must be really strong, which is supported by ideological and cultural forces. Looking back on their growth and success, some successful entrepreneurs in the business world mostly say that they paid attention to economic benefits at first, then to various interpersonal relationships, and finally to culture.
Question 4: How to build an efficient team 1. Theory:
"The tree of Kangtai comes from Maolin. Trees come from Maolin, and the wind will bend. " A healthy and tall tree must have grown out of the dense forest. If this tree leaves this forest, it will break its branches and leaves when the wind blows. In today's society, no one can be independent. Enterprise competition is not individual competition, but team competition. However, in an organization, due to the inconsistency of mentality, concept and ability, it is difficult for people to achieve organizational goals efficiently. As the saying goes, "people have a hundred hearts", a lot of work is progressing slowly. Leaders and managers often don't know whether employees are "unwilling to do" or "unable to do" because of lack of resources, so it is difficult for employees to unite and achieve organizational goals efficiently.
Managers don't know how to build an efficient team, so they have to shout loudly: "We must strengthen teamwork, stress professionalism and unite from top to bottom, and our work will be invincible." Shouting slogans is ok, but the effect is poor. Managers hope that subordinates and employees can be as high-spirited and enthusiastic at work as they were at the end of the year! However, the actual performance of employees is far from what managers think. Peter Drucker, a management guru, emphasized that the ultimate key of an enterprise is to "unite employees, mobilize their enthusiasm and potential, and create performance for the enterprise", so it is particularly important to establish an efficient team.
Characteristics of an efficient team
So, what are the characteristics of an efficient team? Some experts found that an efficient team has the following characteristics: 1, the scale is relatively small, generally no more than 10 people; 2. Skills are complementary, that is, each member of the team has at least scientific and technological expertise, problem-solving skills and communication skills; 3. * * * has the same purpose, provided that * * * has the same purpose and can provide guidance and motivation for members; 4. Feasible goals make members act and be full of vitality; 5. * * * has the means or methods to achieve the goal; 6. Common responsibilities.
Design an efficient team
Although it is not an easy task in the actual operation of enterprise team building, it is not as difficult as most people think, and it often feels as if there is no way to start. Usually we can use some common management tools to simplify team building. This paper introduces a famous 5H 1H method to build an efficient team.
The 5W 1H in efficient team building is: who (who), where (where), what (what we become), when (when do we act), how (how do we act) and why (why do we act). By clarifying these problems, we can build an efficient team.
Who Are We? In other words, team members have a deep understanding of themselves, and make clear the advantages and disadvantages of team members, preferences for work, methods to solve problems, differences in basic values, etc. Through these analyses, we finally get the belief of * * * recognition among team members and the consistent view of team purpose, so as to establish the rules of the game for team operation.
Where are we? Each team has its own advantages and disadvantages, and if the team wants to successfully complete the task, it will face external threats and opportunities. By analyzing the team's environment, we can evaluate the team's comprehensive ability and find out the gap between the team's current comprehensive ability and the team's goals, so as to clarify how the team can play its advantages, avoid threats and improve its ability to cope with challenges.
What are we? Guided by the team's tasks, let each team member make clear the team's goals and action plans. In order to stimulate the * * * of team members, it is necessary to set milestones, so that the team can see and feel the mission objectives and create an exciting fantasy for the members.
When shall we take action? Taking the right action at the right time is the key to team success and the beginning of team tasks; When the team encounters difficulties or obstacles, the team should seize the opportunity to analyze and solve them; And when the team should ease or eliminate internal and external conflicts; And when and where to get the corresponding resource support; We must make full use of this situation.
How do we act? How to act involves the operation of the team. That is, how to carry out the division of labor within the team, the responsibilities that different team roles should bear, the power of execution, coordination and communication, etc. Therefore, there should be a clear description and explanation of job responsibilities among team members to establish the working standards of team members.
Why do we (why)? At present, this problem is easily overlooked in the team building of many enterprises. & gt
Question 5: How to manage a team well? This is a very broad question, the answer will be tens of millions, but most of them are either partial theory or too detailed, and only those who have taken the team can understand it! Let me share my personal experience with you (of course, only a framework can be said here). Simplification means you have to do three things:
The first thing: do a good job in your relationship with team members.
The so-called first thing is the first thing you have to do. To put it bluntly, it is to build team cohesion, and to put it bluntly, it is to "do a good job in your relationship with team members". This is tacky, but it is true! Many people say that people and things can be separated, but in fact people and things can never be separated, especially in China. Imagine, if you are not satisfied with your leader, will you do what he has arranged wholeheartedly? If you don't do bad things, you'll be fine. At best, this will be a stopgap measure.
Stay with your subordinates, don't sit in the office all the time, especially when you first take the Geng team. Try to work with them, eat together, have fun after work, sing together and have a cup of tea together, so that they will feel like your buddies. Actually, young people are very loyal. If you are loyal to them, they will be loyal to you. In this way, it is easy for your team to unify their goals and work methods, and it is not difficult to complete the task.
In addition, there will be some "small circles" within many teams, and "small circles" will not buy each other. This is also a problem that affects the team's combat effectiveness. If you encounter such a problem, don't attack blindly. The more you attack it, the worse it gets. Then they will unite against you, and it will be difficult for you. Actually, this is not a bad thing. You just need to get rid of the leaders of various "small circles" and make them your brothers, and you can make a difference. With their help, you can communicate your work arrangement tasks more quickly.
Many people often say that teams are difficult to lead and employees are disobedient. In fact, he has always been "out of the team" and "out of the staff". If you can lead the team, it's strange that employees listen to you!
Again, don't think I'm vulgar. Think about whether some management textbooks are too theoretical and flashy.
The second thing: inject a firm belief in winning into the team.
This matter is the top priority, "injecting the firm belief that the team will win." Many teams have a good atmosphere, brothers and sisters are like a family, and the leaders are also good people, but they behave like mud and have no fighting capacity. What's the problem? There is no firm belief in winning!
People will do everything without faith, and everyone will do everything without faith in the team. How can such a team achieve good results? There is a TV series called "Bright Sword". Not long ago, someone practiced the essence of management and wrote a book in it. No matter how he writes, the ideas in it are correct. What is the core of the protagonist in "Bright Sword", which can remain invincible even though the overall quality and weapons and equipment are backward? There is the wit of the protagonist, but there is also a kind of "military soul" that the protagonist brings to the whole team. The lines in the play can be obvious.
How to cultivate team belief? Personally, I think it is best to be a leader. You must have this brave spirit of winning. From your meetings at work, or even your communication with everyone at work and in life, you should make him feel optimistic, positive and uplifting, and establish the image of "never giving up" in their minds!
Personally, I think that leadership is to make people appreciate and admire. You see, the king of beasts in the herd has won the followers of beasts with his strength and courage?
If you are the kind of person who can't show "firm belief" (it doesn't mean that you are not, but maybe your external expression is poor), then you can only find someone who has this spirit and really suits you as your deputy. It's hard to find such a person. Powerful people are often difficult to convince, and people who serve others are often weak and incompetent. If you find it, it depends on whether you can tolerate him, because you will often think that others may worship him more, and then your mentality is very important, so this question will not go on.
The third thing: the excavation and replication of excellent working methods.
The last point is the most fundamental. In the final analysis, the team is used to completely organize or enterprise tasks. For example, the sales team is yelling at the sky every day, but it can't sell products? Then how to complete the tasks assigned by the enterprise, or even exceed the tasks assigned by the enterprise, is related to whether the working methods are excellent. Personally, I feel "very good" ... >>
Question 6: Why do teams have to be role models and pacesetters?
Because the power of example is enormous.
Can stimulate the enthusiasm of the team and improve positive energy.
Therefore, the team must have role models and pacesetters.
Question 7: How to create a good team culture and atmosphere? First of all, from the institutional level to determine the clear division of labor between the various groups within the department. Whether the cooperation between departments and groups is smooth or not is an important sign of team atmosphere, and only a clear division of labor can lead to good cooperation. The clear responsibilities and rights of each group do not mean that there is no relationship between them. Everything is the company's business and everyone's business. The division of responsibilities only refers to who will carry out the work procedures in detail, so that there will be no situations that affect the team atmosphere, such as shirking responsibility.
Secondly, starting with the construction of corporate culture, we should improve the work of employees and create a team atmosphere of mutual help, mutual understanding, mutual encouragement and mutual concern, so as to stabilize work mood, stimulate work enthusiasm, form * * * work values, and then achieve joint efforts and organizational goals.
Third, sincere and equal internal communication is the basis of creating a positive team atmosphere. Mutual trust, mutual help and mutual respect among employees with different qualifications and levels should be encouraged within the department; Every employee has the right to fully express ideas and suggestions.
Finally, we should attach importance to team building, strive to build a learning organization and create a relaxed working atmosphere. There should be a good learning atmosphere in the team, encouraging and leading team members to learn advanced sales concepts and experiences. At the same time, in the work summary, we should conduct extensive and targeted communication, share experiences and constantly sum up lessons.
Question 8: How to improve team coordination and design? Although it is not an easy task in the actual operation of enterprise team building, it is not as difficult as most people think, and it often feels as if there is no way to start. Usually, some common management tools can be used to simplify team building. Get to know the team members' selves deeply, and make clear their advantages and disadvantages, preferences for work, methods to solve problems, differences in basic values, etc. Through these analyses, we finally get the belief of * * * recognition among team members and the consistent view of team purpose, so as to establish the rules of the game for team operation. Guided by the team's tasks, let each team member make clear the team's goals and action plans. In order to stimulate the * * * of team members, it is necessary to set milestones, so that the team can see and feel the mission objectives and create an exciting fantasy for the members. At present, many enterprises tend to ignore this problem in team building, which may also be one of the reasons for the low efficiency of team operation. In order to run the team efficiently, team members must clearly know why they want to join the team. What positive and negative effects does the success or failure of the team have on them? Enhance the sense of responsibility and mission of team members. That is to say, we often say that the incentive mechanism is introduced into team building, which can be the increase of team honor, the improvement of salary or welfare and the promotion of position. Providing employees with opportunities for further study Only by constantly enriching their learning team can we create more miracles in the developing society. As far as the role of learning is concerned, the traditional marketing team has no awareness of learning. They are more satisfied with their inherent knowledge and experience, but unconsciously absorb new knowledge and actively study horizontally. In the learning marketing team, there is a strong awareness of re-learning in mechanism and concept, and they are good at combining theory with practice, discovering the advantages of others and absorbing them. Faced with such employees, business leaders need to be good at creating learning opportunities and organizing learning. In Peter? In Sanjay's book The Fifth Discipline, he said, as a team, what are the characteristics of organizational learning? In fact, it is the five disciplines. The theory, tools and methods of learning organization are divided into three areas to support core competence. Described as a stool with three legs. All three legs are important. If one leg is removed, the stool will fall down. The left leg is called desire and desire, the right leg is called mental model and team learning, and the middle is systematic thinking. Every leg is important, which means every core competence is important. Generally speaking, the wisdom of the group is always higher than that of the individual. When the group is really learning, not only can the group produce excellent results, but its individual members also grow faster than other learning methods. Listen to the opinions of employees. In a team, maybe we don't need every team member to be extremely smart, because being too smart often leads to self-awareness and likes to be ambitious. On the contrary, everyone needs to have a strong sense of responsibility and dedication. We should unswervingly implement tactics on the basis of understanding, grasping and thoroughly understanding the strategies carefully formulated by the team, and implement them in every operation detail and every project process in the process. In addition, to ensure the team's execution, the key is to define the stage of the goal to be achieved and determine the work indicators, which is the key to ensure the quality of task completion and team execution. To motivate employees' creativity, only continuous innovation can maintain the competitive advantage of enterprises, but where does the innovation ability come from? Education and training is an important means to improve the innovative ability of talent team. Because doing a good job in education and training is an important way to improve the knowledge level and comprehensive quality of players, and the knowledge and skills of players are the premise to stimulate innovation ability. Especially in the era of knowledge economy, this is more obvious in industries and enterprises with high technology content. In fact, innovation ability is also reflected in all aspects of enterprise management, which is a comprehensive concept. Only comprehensive innovation ability is truly competitive innovation ability. Talent cultivation not only attaches importance to knowledge and skills, but also considers moral, emotional, interest and other spiritual things. The corporate culture, cohesion and team spirit of the talent team can only be realized through comprehensive education and training of enterprises. Whoever grasps and does well in this respect can maintain the long-term overall innovation advantage in the competition and finally win the right ... >; & gt
Question 9: How to improve team cohesion as a leader? If a team wants to develop, it must have team spirit and team cohesion. This spirit of top-down, unity of purpose and concerted efforts is called team spirit. Team leaders should have a clear consciousness, help their subordinates to complete their growth at all stages after starting, let them know about the company's products, sales skills and marketing programs, set goals, improve their learning ability, create an environment, and let the team develop healthily in a warm atmosphere. Therefore, it is very important to strengthen team building. 1, understand the organizational structure of the team ◇ Team members come from different industries, and everyone has different requirements, motivations and backgrounds, which are essentially different from traditional industries. The leadership position of this loose team is achieved by the strength and joint efforts of the team. Therefore, the position is determined by the market, and there is no limit. You won't just be a salesman instead of a leader because you are late. An excellent leader can cultivate more excellent teams. The emergence of an excellent team is not to lose but to gain more, and the career development is booming, forming a virtuous circle. The leadership style of the team is characterized by loose team and lack of strong organizational constraints, which determines that the leader belongs to non-power type, which is essentially different from the power-based leadership in traditional industries. The organizational goal of the team is in the traditional industry. The organizational goal is a collective goal and does not advocate the realization of individual goals. The organizational goals of the team are achieved through the realization of all personal goals. Most team members are the most affected groups in social change. Everyone has a strong desire to change, gain and succeed. Therefore, leaders should take care of the overall situation of the team. Only when everyone's goals are achieved can the team goals be achieved. 2, the team is a special enterprise sales team is a super enterprise entity, in a sense, can also be regarded as an enterprise, equivalent to the company's sales department. However, this kind of enterprise is essentially different from the traditional enterprise with management as the center and system as the criterion, and cannot fundamentally solve the relationship between employment, management and obedience, and system and freedom. Sales team, a special enterprise, has solved these contradictions well with its unique characteristics. The characteristics of this special enterprise are: without a boss, everyone is the owner of his own enterprise, and everyone is together as a collaborator with the same idea; There are no managers, only leaders, and leaders are experienced team leaders; There are no mandatory rules and regulations, but they follow the recognized organizational culture and consciously regulate their behavior. The above characteristics make every dealer have an independent personality in this special enterprise and truly become an entrepreneur with modern characteristics, that is, independent operation, self-financing, self-development and self-restraint. The overall benefits and cohesion it brings are beyond the reach of traditional enterprises. 3. Team building methods and skills Team building is the fundamental guarantee for career development, and team operation is a long-term experience summary of the industry. So far, no one is a successful person outside the team. The development of the team depends on the construction of the team. Team building should be carried out from the following aspects: The key point of core team building is to train the core members of the team. As the saying goes, a hero has three gangs, and the leader is the builder of the team. We should form the core layer of the team by forming a think tank or an executive team, give full play to the role of the core members, and turn the team's goals into action plans, so that the team's performance can grow rapidly. The core members of the team should have the basic qualities and abilities of leaders, not only know the planning of team development, but also participate in the formulation and implementation of team goals, so that team members can understand the direction of team development and keep consistent with the direction of team development in action. We are all one heart, connecting the preceding with the following, thinking together and working hard together. ◇ Setting team goals Team goals come from the development direction of the company and the * * * pursuit of team members. It is the direction and motivation of all members' struggle, and it is also the banner that inspires all members to cooperate sincerely. When making team goals, core members need to be clear about the current actual situation of the team, such as: What stage is the team in? Formation stage, rising stage or stable stage? What are the shortcomings of team members, what help they need and what is their fighting spirit? Wait a minute. When setting goals, we should follow the SMART principles of goals: S- clarity, M- measurability, A- acceptability, R- practicality and T- timeliness. ◇ Training team elites Training elites is a very important link in team building. Establishing a well-trained sales team can bring great benefits to the team. > & gt
Question 10: What is team motivation? Example motivation refers to the method that leaders choose individuals or groups with advanced practice and outstanding achievements in achieving goals, give affirmation and praise, but ask everyone to learn, thus stimulating the enthusiasm of group members.
We often say that the power of an example is infinite, and an example is a banner, which gives people a direction and a goal, and plays a great role in encouraging. Leaders should choose role models in the group, and they should be members with outstanding achievements, noble morality and decent style.