There are various reasons, such as poor management, wrong decision-making, broken capital chain, force majeure and so on.
In the battlefield of business, "winning the battle" has become the management belief of leaders, but they are also afraid of the factors that make enterprises go downhill or collapse.
Can other reasons besides force majeure really not be prevented in advance?
In the book "Winning Strategy: Red Team Strategy", the author provides a practical operational guide for individuals and organizations to win success in the current era.
Winning strategy: the strategy of the red team? (Plus) Author Braez Hoffman, published in September 2020. Although the publication time is short and few people pay attention to it in China, Tian Tao, a management consultant of Huawei, strongly recommends it.
Huawei people put forward: let the concept of winning the battle become a belief!
Braez Hoffman, the author of this book, is also the first civilian graduate of Red Team Thinking.
Braez Hoffman, president of Red Team Thinking Company, is the first non-military personnel trained by the cutting-edge Red Team Program of the US Army. He aims to provide enterprises with the red team strategy, and is committed to helping companies around the world use the red team strategy to strengthen the rigor of their plans, help companies stress test their strategic decisions, identify missed opportunities, and discover hidden threats, so as to succeed in today's complex and changeable global economy.
He is also the author of American Idol and American Idol: alan mulally's Struggle to Save Ford Motor Company. In the book, he recreates Allen with wonderful brushstrokes? Mulally's classic management legend that brought Ford back to life, in-depth analysis of Allen? Mullah used it to save the management systems of Ford and Boeing.
He is also an award-winning journalist. He has won awards from the American Association of Business Editors and Journalists, the Association of Journalists and the Associated Press for his coverage of Ford Motor.
Through years of observation and in-depth research by journalists, Braez Hoffman has continuously externalized the Red Team strategy and presented it to the public.
Through this book, you can not only learn the concepts of red team and red team strategy, but also strengthen the rigor of planning, identify mistakes and discover threats through the methods and tools of red team strategy, thus helping the team or company to succeed.
In today's article, we will learn the origin of the red team strategy, how to form a winning team, and the specific methods and strategies to win the battle.
According to the original text, the Red Team is a virtual enemy team established by the Prussian army to discover its own strategic weakness. Through the role of the virtual enemy team, the defects and weaknesses of the Prussian army's own strategy were discovered.
The word "red team" comes from the Prussian army, which is generally represented by the blue team, while the virtual enemy is represented by the red team.
At the same time, it is not difficult to find that the "red team" has its role:
1, reduce group thinking
2. Provide reverse analysis
3. Challenge new operational concepts.
4. Discover your weaknesses in advance.
In short, the role of the Red Team is to make the original plan more comprehensive by questioning the assumptions.
Therefore, we can find that the Red Team is a team organization established to challenge its own plans, schemes and assumptions. By questioning the hypothesis and related supporting tools, we can analyze the advantages and disadvantages of the strategy, so as to better prepare for winning the battle.
The red team strategy is to find the defects of the team/company's own output, then find out the problems and provide corresponding solutions.
At this time, you may also have doubts.
? Is the red team a challenge to the leadership?
? Can the red team replace the plan?
? Can the red team be an excuse for inaction?
? Is the red team a panacea?
The answer is no, because the red team's strategy is to solve problems rather than create problems, starting from problems rather than making them out of nothing, and acting as a stepping stone rather than a stumbling block.
Through the red team, turn the future danger into the future advantage, and let the hidden threats have nowhere to hide.
Understand the origin and function of the red team, and then try to build your red team.
Please read the original text and see which of the following five red teams is best for your team.
As can be seen from the original text, the author divides the red team into five types, each of which has its own advantages and disadvantages.
So what kind of team do you think is best for you?
Maybe you will say, of course, the most investment is the best.
Undeniably, in the case of sufficient resources, the more investment, the better the possible results, but in practice, not every team has such sufficient resources, so we can subdivide the advantages and disadvantages of five types.
Because everyone's experience is different, there are many dimensions to distinguish, such as the division of internal and external, the division of red team leaders, the size of roles and so on.
Let me count the advantages and disadvantages of five types of red teams by input and function.
This shows that,
The informal red team, because it doesn't involve external resources, even doesn't need too many internal resources, so its input and role are relatively small.
The auxiliary red team has one or more external promoters, most of which are composed of internal members, so the resource input is low, and the internal resistance has improved, but there are still limitations.
The external red team is led by an external person, similar to a consulting company, from which the input is increased and the role is increased.
The ad hoc red team is led by a well-trained leader internally, and the rest of the members are also internal, so that the input of resources is reduced and the role is increased.
Dedicated red team is to build a long-term dedicated team, receive comprehensive tools and technical training, invest the most, and finally achieve the best results.
In this way, their advantages and disadvantages will be clear at a glance.
However, how can we create a suitable red team from these five types?
It can be achieved through the following three steps:
Step 1: Determine the role of the Red Team. Clear goals, clear how much you want to do, in order to decide how far to go.
Step 2: Determine the resources invested. Make clear the input of resources, the capacity and the task.
Step 3: Determine the size of power. Clear the right to speak of the red team and the weight of the red team.
This method is suitable for the establishment based on individual or team situation from two dimensions: invested resources and produced effects. At the same time, it is not once and for all after the team is established. At different stages of the company, it is necessary to constantly adjust the type of red team.
If you have your own team/company, try to form your own red team in this way; If not, you can try it with the following case.
Case simulation: the listing dream of a startup company
What kind of red team model should company A establish? Why?
Welcome everyone to leave a message in the comments section.
It's time to form your own red team. But how to use the red team?
Here is a brief introduction to one of the strategies used by the Red Team, in order to avoid personal dominance and spread the team thinking of the Red Team members.
In the original text, it is suggested that to look at the problem from a diversified perspective, it is necessary to distract the thinking of team members.
Therefore, we can use TWS strategy to disperse our thinking and avoid thinking limitations.
Step one: think, think/think. After determining the nature of the problem, give members some time to think and let students fully disperse their thinking.
Step 2: Write, write/record. Through the imagination of thinking, logically sort out the externalization, thus guiding members to record their thoughts with pens.
Step 3: Share, say/share. After all the staff have finished writing, guide the members to elaborate one by one, and don't comment or criticize in the process.
Through TWS strategy, let the red team members consider different ideas, explanations and choices as much as possible.
Case sharing: management training program
20 19 basically mastered the theory and methods of training, so it accepted the training program of management. After basic research, I sorted out the training scheme of V 1.0, hoping that through the training scheme, the management can change their cognitive thinking and improve their management ability.
So I found my team partner to see the feasibility of the scheme together.
In order to let team members find as many problems as possible and find solutions, I used TWS strategy twice in the same meeting to let them think about vulnerabilities first and then think about solutions. The second operation is as follows:
Step one: think, think/think. After determining the nature of the problem, think together for 5 minutes. (The duration is adjusted according to the difficulty of the project plan)
Step 2: Write, write/record. After thinking, it takes 3 minutes to organize externalization.
Step 3: Share, say/share. After all the staff finished writing, the members elaborated one by one. After all members have explained, the questions will be recorded.
Through this process, my friends helped me find many loopholes and thought of many solutions. Because the project plan has certain company secrets, it is not convenient to disclose details, but as far as the operation itself is concerned, it seems to be the real application of TWS strategy.
I hope the method can be used by you.
In "Winning Strategy: Red Team Strategy", the thinking that affects our thinking is expounded, and a large number of strategic tools are provided. You can read it yourself if you are interested. Or * * * degrees with me.
Knock yourself to death in lifelong learning.