be united in one's aims

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. 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" is not only a slogan, but also a guarantee of not flinching or hesitating when encountering problems and the greatest guarantee of improving execution. Therefore, in order to bring a good team, we must first closely combine the departmental goals with the company's (organization's) goals, implement them on every member of the team, and decompose the work around the company's central goals and implement them without doubt.

Managers at all levels must decompose, publicize, inspect and dispose at all levels. Only in this way can we form a joint force, and only in this way can we concentrate our energy and passion and move forward together. A team without goals can only be a group of stragglers, and management without goals is "the chanting of the old monk!"

Against her will

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 send greeting cards or other gifts on their subordinates' 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 hopeless about their work and future, and help them eliminate their worries and pressures ...;

3. Be good at delegation. Managers should let their subordinates have the ability and power to do things under clear goals and be responsible for the results. However, authorization should be monitored. When the professional knowledge and business ability of subordinates are insufficient, they should set an example and improve their ability to 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 mentality. 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 the "short board" members with weak ability and poor performance to improve the performance of the whole team, but also pay attention to cultivating subordinates with outstanding comprehensive performance such as work performance and learning awareness. Take them as the benchmark, introduce and promote their outstanding performance and successful experience at regular meetings, and 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 that it is never too old to learn, so as to be "new, new and new" and be a new citizen.

Motivate the team

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.

Management method

Team is the core of modern enterprise management. Almost no enterprise does not talk about teams. It seems that the team is a panacea for enterprises to become bigger and stronger. As long as we attach great importance to team building, we can have a bright future. Team is a good thing, but what kind of team is a good team and how to manage it well?

However, many enterprise managers are not very clear about this, so there are many disadvantages in the process of enterprise team building, such as copying mechanically from theoretical works to team operation, which makes it difficult to produce a good team. No idea can last. Persistence leads to rigidity and formalism, with very bad consequences.

This problem exists in the construction of enterprise managers in full swing. It is inappropriate to regard the team as the highest standard of corporate culture construction, which does not conform to the diversified reality.

How should an excellent enterprise manager manage employees? The reason is also very simple, that is, to create a condition for employees to make full use of their personality to do their best. You don't have to be a team. It's too rigid. Although enterprises also advocate innovation, if managers overemphasize team spirit, employees' innovative spirit will be suppressed. Suppressing individuality is suppressing innovation. Where can there be innovation without individuality? To put it to the extreme, enterprise managers should guard against fascism in team building.

Teams are needed, and enterprise managers should follow a principle while building teams, and cannot suppress employees' personality. Within the team, enterprise managers should give employees full freedom and say a few words that the minority is subordinate to the majority. You know, smart people are still a minority in the world.

Enterprise managers should emancipate their minds and think in a diversified way. The nature of the team is different in different enterprises. It is necessary to establish a team that meets the internal requirements of the enterprise, be flexible and not make a one-size-fits-all approach. If the enterprise is labor-intensive, you can build a disciplined and organized team.

If the enterprise is knowledge-intensive, it is necessary to manage employees with liberalism. It is most important to build a team that can give full play to people's talents. Strictly speaking, it is not a team, and there is no need to emphasize the team. More attention should be paid to the individual creativity of employees. Don't let the team bind the employees' minds. Of course, some discipline and cooperation are also indispensable.

If an enterprise has both creative employees and operational employees, it can focus on operational employees in team building. It should be noted that the smarter people are, the more inclined they are to individualism. In this case, enterprise managers should pay attention to being targeted.

Extended data:

definition

Team means that in an organization, various groups are formed according to the nature and ability of members, who participate in organizational decision-making and problem solving, thus improving organizational productivity and achieving organizational goals. Basically, the group is the basic unit of the organization. The formation of various groups will be better if members complement each other and form heterogeneous teams, because they can be discussed from different angles and stimulate more creative or unique methods to solve problems.

The basis of team management lies in the team, and the number of members can be 2 to 25, ideally less than 10. Whether the team is properly established directly affects the effectiveness of team management. Si Tong and Friedman put forward in their book Management that there are two forms of team building:

1. A permanent team composed of managers and subordinates is usually called a family group;

2. A team formed to solve a specific problem is called a special team.

The latter can be said to be a temporary or task-based organization. Once the problem is solved, it may be dissolved. Generally speaking, team building must have the following elements to be successful:

The establishment of the group has its natural reasons;

The experience and ability of team members should be interdependent;

The status and identity of team members should be equal and not too different;

Group communication must be open in order to communicate effectively and help solve problems.

Team management is to make use of members' expertise, encourage members to participate and cooperate with each other, and devote themselves to organizational development, so it can be said to be collaborative management and participatory management.

With the increasing complexity of organizational work, it is really difficult for individuals to complete many tasks independently, and they need to rely on teamwork to exert their strength. Therefore, team management came into being, and cross-functional transnational team management with different functions was successfully organized and established. Therefore, if an organization can make good use of team management, it will help to stimulate the potential of its members, help solve problems, enhance their organizational identity and improve the efficiency and effectiveness of the organization.

In order to give full play to the effect of team management, each member must first understand the team's goals and missions, as well as individual roles and responsibilities; Secondly, members should also know how to complete the group task; Finally, we should be able to actively participate in the realization of collective goals.

Because communication plays a very important role in team management, if we can hold seminars in advance and establish effective communication skills of members, we can make team management have good results. The school has set up various groups or committees. How to strengthen members' communication skills and enhance cohesion is an important topic.

Team management is the new orientation of future management, but we can't fall into the myth of team management: all teams are good, and members are a team together and like each other. These are not pragmatic views. Only in an open and smooth communication environment can the function of team management be brought into play.

References:

Team management (management terminology) _ Baidu Encyclopedia