Despite unremitting efforts to achieve management ...
When it comes to team building, I always think of the example of my friend Xiao A. The story is a bit long. Let me briefly introduce it here.
Xiao is the best among our colleagues who entered the company at the same time. Joined the company 15 years and was promoted to section chief. This is a brand-new department, and its members are all transferred from other departments. A brand-new department should have gathered a lot of elites, but the new department members have surplus strength abandoned by the original department, technical backbones older than the younger ones, and even temporary employees, which can be said to be a mixed bag.
Xiao thinks that "the beginning is the most important thing". On his first day in office, he greeted his subordinates in a hurry and called all the staff to make a speech. In his speech, Xiao conveyed the company's expectation and determination for the new department, and set new goals and declarations for the whole department. Later, each employee is encouraged to take turns talking about the areas he can do and his personal work goals.
The next day, all the staff gathered in the conference room to comprehensively analyze the goals of the whole team. Although employees are a little confused about this sudden surge,
However, under the advocacy of Xiao, everyone also expressed their determination and personal work goals, and made a guarantee for this. At the welcome meeting for Xiao A, everyone expressed their appreciation and expectation for Xiao A. At this time, Xiao A thought that he had successfully unified the consciousness of the whole team.
Although someone played the flute, no one danced (no one responded) ...
When Xiao thought he had successfully unified the team consciousness, he began to ask for work results in his usual work, ignoring complaints and explanations, and always asked employees to do their work in a perfect state. In business, subordinates are also required to thoroughly implement the "spinach rule" (report, contact and discussion. In Japanese, the pronunciation of "newspaper business" is the same as spinach, so it is called spinach rule. -translator's note). Once there is a major problem, all employees will be convened urgently to express their ideas strongly.
However, the strict management of small ah did not promote the growth of performance, but made mistakes happen more frequently. Most employees have gradually formed a duplicity style. Without communicating with their superiors, I can't get the information of the work site in time. There are more and more cases of uncoordinated cooperation and shirking responsibility among employees.
Every time, Xiao will severely criticize and give instructions on the details. On the contrary, employees' morale is getting lower and lower, and their work performance is getting worse and worse. It can be said that there is a situation that "although someone plays the flute, no one dances". In the end, Xiao did not achieve remarkable results, and was transferred to other departments after half a year.
The relationship between team members determines the quality of the team.
What's wrong with being small? There are indeed problems with the autocratic leadership style and excessive pursuit of performance, but in enterprises, this leadership style is sometimes needed in different occasions and times. This can't be a reason to accuse Xiao A.
Xiao's main problem is that he is eager to pursue achievements, but ignores team building. Just like expecting plants to germinate in places without soil, he fundamentally got things wrong.
A team is a collection of people with the same purpose. When people come together, the relationship between people is formed. The so-called organization, while representing the collection of people, also represents the combination of various relationships. Therefore, the quality of team relationship, that is, the relationship between team members, has a great influence on whether the team can play its role effectively.
For example, only by communicating with the boss can we work smoothly. Only closely related groups can produce a large number of high-quality ideas. On the contrary, if mutual trust is low and there is no sense of cooperation to complete the work, then the management system and code will be perfect, and it will be difficult to achieve the ideal effect.
Of course, hierarchy, power and status are also one of interpersonal relationships. "You made it for me ... I gave it to you ..." This kind of equivalent exchange is also one of them. In this way, it is a common means in enterprises to make people play their role through power or equivalent exchange, but this alone cannot really mobilize the strength of the team. Because people have feelings.
Emotion greatly affects the result.
Meeting, discussion, discussion, training ... We cooperate with each other in the name of discussion to achieve the purpose of creation or learning. If we want to get the countermeasures, ideas and plans to solve the problem through discussion, or get concrete results, two elements are essential.
One is information resources such as facts, knowledge and experience; The other is the thinking process of analyzing information and regrouping. Take a computer as an example, the former is data and the latter is a program. Input data and programs into the computer, and you will automatically get the most appropriate answer. Whenever you enter the same data and program, you will get the same answer.
However, people are emotional animals, unlike computers. In different mental states, the data and procedures will be different. Even with the same data and program, the answer will change because of the emotional differences in different States.
What's more, when many people discuss, their relationship and emotions greatly affect the results. This situation is also easy to show in daily life, for example, I don't like to talk in front of annoying people, and when I am angry, I can't help but say a lot of things I shouldn't say. No matter how others persuade you, if you think you can't reach an agreement, you won't agree. Man is an animal dominated by emotions. If we can't handle emotional problems well, information resources and thinking process can't play a flexible role.
The difference between a group and a team
Just like the example I introduced to you at the beginning, people don't have to get together to form an effective team. Even the same subject, consciousness is not necessarily unified. If you don't do warm-up exercises well, you can't communicate well, and you won't have high emotions and enthusiasm.
Do you know the difference between a group and a team (organization) For example, a group of tourists holding flags led by a tour guide is called a group. Relatively speaking, players who put together in a football match are called teams. The team has three characteristics that the collective does not have.
(1)*** Same framework
Goals, objectives, norms, steps, tasks, etc. To unite many people, there must be a * * * framework. If not, it is only a collection of scattered individuals at most, and it is impossible to carry out unified activities and realize the function of the team.
(2)*** enthusiasm for cooperation
The so-called enthusiasm for cooperation is the mentality of "everyone works together in Qi Xin". Even in the same framework, if members have negative ideas such as "just do their own thing" or "don't like working with that guy", they can't form a team. Everyone should not only strive for themselves, but also have a sense of dedication to the team in order to effectively play the role of the team.
(3) Adjust team consciousness and action direction.
If we don't adjust the action and consciousness of the team, our hard-won enthusiasm for cooperation will give up halfway and we can't play the role of the team effectively. Specifically, it is necessary to adjust the way of thinking and the direction of action through active communication and exchange. A team can't be called a team if it can't communicate fully.
team building
At the beginning of the negotiation, make the assembled groups have the same framework, establish their connections to improve the enthusiasm of collaborative work, and create an environment suitable for communication and exchange. This series of processes is called team building. That is, in order to make a simple group become a team, it is necessary to adjust the mutual unity of team consciousness and action.
As the leader of the team or the promoter of process activities such as meetings and projects, the team must give full play to its strength in a short time. Therefore, team building has become the first and most important topic of the activity.
Furthermore, the state of the team is constantly changing, and we must constantly observe and promote the development and growth of the team strength. This requires us to handle all kinds of situations very carefully. It is no exaggeration to say that team building determines the result.
Two days and one night of team building training.
Now, let's look at a successful example of team building, by using the methods of team building that will be introduced in this book. Please compare it with the previous example.
Xiao B is not the smart type of Xiao A, but everyone thinks that most of his projects are very dynamic and successful. Perhaps it is because Xiao B is the leader of volunteer activities in his spare time, and he is very good at mobilizing the enthusiasm of others. So, little B took the place of little A.
On the day of taking office, Xiao B hurried to greet everyone and made a suggestion: to carry out two-day and one-night group training activities. I hope to communicate with you in a relaxed atmosphere with the help of the conference room of the company's suburban sanatorium.
The first step: during the training, everyone first expounded the mood and expectation at that time and carried out the "sign-in" activity.
Sign in (unlimited number of people, 20 minutes, no need to prepare items)
This is a simple and representative way to break the deadlock before the meeting begins. Let's put the recent events around us, or the news of interest (OK&; Share it with you, everyone has a minute or so. Topics are optional, but try to choose ones that are easy to express. According to the theme of the meeting, the host can also prompt some topics related to the meeting.
Theme example
1 recent happy (concerned) things.
(2) the mood or feeling at the scene at that time.
③ reasons for attending the meeting or expectations for the meeting.
④ Thinking about the theme of the meeting.
In a word, the purpose of this activity is to let everyone start to communicate in a relaxed atmosphere, and everyone will happily accept what everyone says without denying it. In addition, the host does not need to comment after everyone speaks, nor does he need to dig deep into the content. The most important thing is to proceed smoothly, easily and orderly. There is no need to compete in the activity, the key is to finish it smoothly.
For some people who are embarrassed or unaccustomed, the host can casually prompt: "For example, how about it?" To promote the speech. After everyone speaks, everyone applauds, which also helps to form a sense of unity in the meeting. In order to avoid too long a topic, the host can give examples to guide everyone before starting.
The layout of the seats can be U-shaped or round, so that everyone can see each other's smiling faces. In addition, if you eat candy and drink tea at the same time, you can make the scene more relaxed and happy.
Step 2: After that, every five people will compete for the height of the paper tower. Through this activity, everyone experienced the importance of cooperation.
Paper tower game (unlimited number, 30 minutes, need to prepare paper)
Paper Tower Game is a game to learn the main points of group activities such as leadership, obedience, participation and communication through group cooperation, and it is a representative exercise in team building methods. You can also use straws instead of paper (straw tower game).
Firstly, divide into several groups, give each group 30~40 sheets of A4 paper, build a paper tower that can stand independently on the ground with the same amount of A4 paper, and compare the height of the paper tower within a specified time. Before starting to build the paper tower, each group has 10~ 15 minutes to discuss the operation strategy, during which it is forbidden to touch the paper. After the activity, each group spent 3-5 minutes to build a paper tower, and finally competed for the height of the paper tower. In this activity, I believe that each team will change the previous battle plan and produce new insights and ideas.
The purpose of this activity is not to win or lose, but to think about how to promote team activities smoothly through experience and review. Through review, we can learn the essentials of teamwork according to the establishment of operational strategy, assignment of tasks, group discussion and other links.
Step 3: In the afternoon, I entered the theme of this training "Integration of Leaders".
The purpose is to integrate Xiao B with the whole team members through self-analysis. In the activity, correct guidance and little B's frank and informal personality complement each other, and the sense of distance between them has been completely eliminated at the end of the activity. This atmosphere lasted until dinner in the evening, and everyone's laughter lasted until late.
Leader integration) (20 team members (20 people, 60 minutes, whiteboard)
The function of this activity is to promote team leaders to integrate into the team as soon as possible when establishing new organizations or new projects, thus speeding up team building. This activity can also be called "understanding", which can not only deepen the mutual understanding between leaders and teams as soon as possible, but also promote the team to have a unified plan, principles and goals, which is also very helpful for the assimilation of plans between leaders and team members.
1) Opening remarks
First of all, the organizer stated the purpose of this activity, as well as the expectations of leaders and team members, and explained the role played by the organizer in the whole activity (promoting active communication between the two sides, mastering time, maintaining order, etc.). Finally, briefly explain the steps and rules of the activity, and hope that everyone can cooperate.
2) Ask questions to team members.
The team leader left the room temporarily and went to another room. During this period, the organizer should collect questions about the team and team leaders and write them on the whiteboard. It is forbidden to reveal the name of the questioner of each question when recording.
(1) The understanding and opinions of the leaders.
(2) For leaders, they want to know more about things.
(3) What are the expectations and wishes for the leaders?
What contribution can you make to the team?
3) Prepare to answer questions
The team members rested and the team leader returned to the scene to prepare for the answer. At this time, the organizer should explain the precautions again (for example, try to analyze by yourself, don't ask the name of the questioner, and take a firm attitude towards the unconstructive questions, etc.). ).
4) Leaders answer questions
All the members returned to the stage, and the leaders answered the questions in order. If they don't want to answer questions, they can also refuse to answer them. In the process of answering questions, if the leader wants to reach an agreement on matters related to the team or the team to the leader, please announce it directly at the scene.
5) End
After confirming the new agreement and additional issues, please share your thoughts with the leaders and team members. If possible, let's go drinking together after the activity to further deepen our understanding. New agreements and additions in related activities should be tested in the same way after several months.
The success of this activity depends on whether the team leader can really expand himself into the team. If you answer the questions of team members directly, you can get closer to each other. On the contrary, if you deliberately interrupt and perfunctory, it will make the relationship worse. In order to avoid this situation, we should try our best to create an activity atmosphere suitable for leaders to open their hearts to the team.
Step 4: The next day is a sunny day. Let's change our plans, take a walk outside and do some "team exercises" that need exercise. At first, some people didn't like it very much, but after practical action, they found it interesting and produced many new experiences and feelings.
Several representative physical exercise exercises
1) The degree of trust decreases (unlimited number of people, 30 minutes, no need to prepare items).
In pairs, one person puts his arms on his chest, closes his eyes and stands in front of the other person. After shouting a slogan, the person in front falls backwards, and the person behind is responsible for catching the person in front. After practicing several times, you can gradually increase the number of people, drop them in different directions, and all members will pick them up together. Through this activity, members can really understand the meaning of the word trust.
2) Walk in pairs (unlimited number, 30 minutes, no need to prepare articles).
In pairs, one person is blindfolded, and the other person leads him to take a walk outdoors, so that the blindfolded person can experience various activities except vision. At first, you can walk hand in hand. When you get used to it, please try to walk only by the other person's voice. Through this exercise, you can not only learn to trust others, but also make all kinds of senses other than vision more sensitive and get all kinds of unexpected discoveries and experiences.
3) Start &; Stop (unlimited number of people, 30 minutes, no need to prepare items)
5~6 people stand in a straight line, always facing straight ahead from the starting point to the end point. It is forbidden to watch the actions of people next to you, and it is forbidden to shout slogans and talk while walking. Team members should start together and stop with each other's feelings. It may be difficult to master the rhythm at first, and the disharmony will make people laugh and cry, but you will find that unconsciously, everyone will cooperate more and more tacitly.
Step 5: After warming up, in the afternoon, with the theme of "How to make the team more energetic", we had a full discussion among groups in the form of "International Cafe". At the height of the discussion, we even forgot the time. Finally, we unanimously adopted five action plans, and the training was over.
WorldCoffee (unlimited number, more than 60 minutes, pen and paper)
The content of the activity is as the name says, just like chatting in a cafe. The difference is that participants must move their seats back and forth. In this way, although several people are chatting, you can feel the whole team talking by moving the seats of the participants.
1) open
Group of 5~6 people, form a circle with the round table as the center, and spread a large piece of paper on the desktop. First, people sitting at the same round table introduce themselves to each other. Then give each round table a name (hotel or shop name) according to your preference and write the name in the middle of the paper.
2) Family dialogue
The organizer announced the theme of the dialogue and held a round-table discussion. The principle of choosing a theme is the same as that of dialogue activities, so it is best to choose a larger theme suitable for team discussion (such as the team image we are pursuing). During the conversation, accidental or impressive content can be recorded (doodled) on large paper. You can choose the recording method freely. It is recommended that you use various colors or pictures to describe it. However, private recording is prohibited during the activity, and all records should be placed on the round table.
3) Dialogue with tourist destinations
The conversation lasts about 30 minutes. One person will be left at each round table, and the rest will be transferred to other round tables. After forming a new group, both those who left and those who were moved will introduce the dialogue of the previous group to everyone. If you have enough time, you can repeat the process of moving seats.
4) Have another family conversation.
After the dialogue of tourist destinations, return to the original round table. Introduce the topics you heard in the tourist destination to each other, and if you find the same ideas from them, you should also record them on the table.
5) All members talk to each other.
Finally, collect the paper on each table and stick it in front of the meeting place. All members sit on the paper in a fan shape, observing the contents recorded on the paper and reviewing the process of the activity. We don't need to draw any conclusions in the review, we just need to discuss whether there are new discoveries and ideas.
In the activities of international cafes, you can bring the new things you hear in the tourist destination as gifts to the partners of the original group, which can make everyone suddenly unite unexpectedly and greatly enhance the communication between them.
In addition, the occasion where this kind of activity can play the most significant role is the annual meeting or promotion meeting, or the occasion when various organizations meet for the first time when enterprises merge. After the activity, the sense of unity among team partners will be greatly improved.
This is an excellent activity to improve team members' sense of unity. It can be used not only for setting team goals, but also for newly formed teams, which can establish team relations and team awareness in a short time.
When the team is energetic, it will produce results.
The next week, everyone was surprised when they arrived at the company. The classroom-style pattern where the boss and subordinates face each other has become a scattered island, and the layout of the office has also changed a lot. In order to facilitate our communication, a discussion corner was set up to let everyone naturally start to communicate. At the same time, a bulletin board was placed for everyone to record their work progress so as to understand each other's work progress.
The way of regular meetings has also changed a lot. Every time, we will reserve time for team building to give you a status report, and then get down to business. Moreover, Xiao B only acts as the promoter of the meeting in the meeting and never acts arbitrarily. Because the policy of "taking the consensus of the team as the organizational decision" has been established before.
At first, everyone was still observing Xiao B's face and acting skills, but after a month, spontaneous discussions gradually began. The frequency and quality of communication between team members have been greatly improved, and at this time I feel that the once boring organizational atmosphere is just a dream. Now, the team has reached the quarterly target and is preparing for the next leap. Little B is also planning a "medium-term organizational vision".
Three advantages of team building
As long as we work hard on team building, even if the same people do the same thing, they will achieve completely different results and have a great influence on the results. Below, let's analyze the advantages of team building.
(1) unification
Good team building can unify members' understanding, feelings, consciousness and enthusiasm for the same theme of the team. Let the scattered forces work in the same direction and exert their maximum energy.
(2) Power
Good team building can stimulate everyone's enthusiasm. When it comes to motivation, it may be easy to think of personal motives such as money or self-realization. Of course, self-realization is also very important. If we add the desire to "contribute to the team" and "hope to be affirmed by the team", then everyone's work motivation will be greatly improved.
(3) vitality
In many teams, the ability of team members is not fully recognized, resulting in "1 1 less than 2". Good team building can make members' abilities complement each other and produce the result that "1 1 equals 3 or 4". This is the vitality of a real team.
Building a good team requires three elements.
At the end of this section, let's think about the significance of team building. Do you know the concept of social relation capital? There are all kinds of valuable things in today's society. Generally speaking, capital refers to people (human capital), things (material capital) and money (financial capital). But recently, knowledge or information (intellectual capital) is often counted as capital.
For the above concepts, some people think that relationship is capital. The relationship between people is regarded as a kind of resource and called social relationship capital. Social relationship capital can produce various values. Therefore, expanding social relations capital requires three elements: trust, reciprocity and network.
In the industrial society centered on commodity manufacturing, tangible capital such as commodities (land, equipment, natural resources) or currency has been widely valued. Man is only regarded as a simple labor force. Relatively speaking, in today's knowledge-centered information society, people (ability), knowledge, relationships and other intangible capital are paid more and more attention.
Among them, social relationship capital plays an important role in the network society of 2 1 century. The improvement of interpersonal relationship can stimulate people's potential ability and constantly create new knowledge through interpersonal communication.
In a word, social relationship capital is the catalyst for the combination of human capital and knowledge capital, and the amount of social relationship capital determines the function of the group. Moreover, social relationship capital is a kind of capital that can grow infinitely through continuous efforts, and it can even be said that the quality of relationship can determine the effect of enterprise activities.
This article is taken from "Asking for Benefits from Meetings: Activating Teams with Meetings" (Oriental Publishing House).
Special instructions:
Oriental Publishing House recently dedicated a series of books entitled "Benefiting from the Conference" by Japan Organization Promotion Association. There are four books in this series, which are: meeting benefits 1: Good meetings are planned, meeting benefits 2: Visualize your meetings, meeting benefits 3: Make meetings focus, meeting benefits 4: Activate teams with meetings.