How to do team building program?

Team building mainly divided into: team awareness construction, team work construction, team ability construction construction, team belonging to the construction, teamwork construction, team communication construction, team structure construction, team development construction.

First, the construction of team awareness

People's thinking consciousness determines its behavior, so the construction of the way of thinking of the staff is the fundamental management, watering tree watering root, tube tube heart, if the staff in the heart of what managers can not be well judged, it is estimated that the staff is very difficult to manage.

The influence of human thinking is the consciousness of the values of the employees, employees are more positive outlook, basically in the work of the problem; if the three outlook is more negative, the work will show more slack.

In the team, basically divided into three categories of employees: the first is a positive employee, basically will not be affected by other people, can work positively; the second is a negative employee, to deal with the work to cope with, to get by; the third is the intermediate, which side of the strong force to which side to fall. The first and second types of employees are less, but the third type of employees are more, and also more easily assimilated by the second type of employees.

The construction of team consciousness is to strengthen the value education of the employees, transfer and practice of corporate culture, so that the corporate culture is transformed into the employees' actions and ways of working, so that the culture can be gradually penetrated into the hearts of the people, and the values can be accepted by the employees, and the second type of employees will have no room for survival, and the team's morale will change for the better.

Second, the team work construction

Working style is a direct reflection of the corporate culture, the corporate culture of many companies can not land the reason is that the way of work can not support the culture of the enterprise advocated, the two conflict, since it can not be understood and accepted by the staff.

Work report initiative, the results of the statement: timely to the superiors and upstream customers to take the initiative to report the work, report the results of the work, the work is done before the credit.

Work request active, to have a program: work more requests, more communication with their superiors, in order to understand the strategic intent of the enterprise and the leadership of the intention of the work arrangements, for the work can not be determined when the request needs to have their own program, it is best to let the superiors to do the multiple choice, do not do the application of the problem.

Work deployment in an orderly manner, there should be standards: work arrangements should be planned, tasks should be divided, the responsible person should be clear, and the results of the work should be standardized.

Work summary in a timely manner, to have a process: the work should be summarized, according to the process of work, summarize the experience and lessons learned.

The work handover is comprehensive, to have responsibility: job adjustment or departure, the work should be handed over comprehensively, do not set up barriers, conducive to the successor quickly into the role.

Third, team capacity building

Capacity building refers to the individual or team to enhance their own ability to build process. Team capacity building is a process that is aimed at improving the capacity of the team as a whole.

Team capacity, including multi-faceted capabilities, including strategic planning capabilities, group management and control capabilities, organizational management capabilities, human resources capabilities, operations management capabilities, research and development technology capabilities, financial management capabilities, production operations, capital financing capabilities, etc., the ultimate goal is to achieve the implementation of corporate strategy.

Team capacity building, both for each member of the team capacity building, but also for team members can form a synergy of capacity building.

Fourth, the team belongs to the construction

Sense of belonging, is often mentioned in my management consulting services for enterprises, I personally believe that if the staff lacks a sense of belonging to the enterprise, basically the staff will not have a way to manage the team will weaken the team's synergy in the team.

Team members sense of belonging to the construction, it is recommended to work from the following aspects:

Establishment of an atmosphere of respect for employees: enterprises respect their employees is the most basic requirement, respect is not just polite to the staff, but also can not criticize the staff. Respect should be to recognize the work achievements of employees, recognition of employees' personal beliefs, respect for the personal integrity of employees, correcting employees' work mistakes, and safeguard the rights of employees in their positions.

Establishing a mechanism for employees to participate in the company's operations: Employee participation is a principle that I have always emphasized in the consulting process, employees can only participate in the business process, participate in the process of operational improvement, and have a sense of achievement, and naturally, employees will have a sense of belonging to the company.

Authorization of employees in the post, and encourage the use of its power: employees have the power of their own job responsibilities, they can judge the upstream and downstream work within the scope of their own power, and can make judgments on their own work, which can stimulate the enthusiasm of the staff, it is easier to have a sense of ownership.

Strengthening the integration between team members, eliminating employee strangeness: team members are familiar with each other, mutual trust, the establishment of a cordial team atmosphere, so that no matter whether it is a new employee or an old employee, you can directly feel the cultural atmosphere of the enterprise.

Resignation of employees who do not meet the requirements of the team: to learn to give the team slimming, for the unsuitable employees should be transferred or dismissed in a timely manner to ensure that the team ethos of the positive team cohesion, members have a sense of belonging.

Maintaining the stability of the enterprise system: the enterprise system of changeable will only make the staff of the enterprise distrust. Maintain the stability of the enterprise system, so that employees believe in the commitment of the enterprise, the enterprise trust.

Fifth, teamwork construction

In many groups, each member of the IQ is more than 120, while the group's overall IQ is only 62, the reason is what? In fact, it is the team collaboration construction is not in place. An individual ability are relatively strong team, if you can not effectively collaborate, energy can not be made in one direction, can not form a synergy, will cause such a problem.

The basis of teamwork is trust, trust between team members, in the process of collaboration without worrying about other members to their "pit", without worrying about their own performance is "buried", or by other members of the "possession", and other members of the team. "Possession", do not have to worry about their own more work will suffer, do not have to worry about the work process of non-supervisory factors caused by the mistakes brought about by the blame and punishment, and so on.

The team to establish a foundation of trust, first of all, the team leader's impartiality, generosity and tolerance; secondly, the intimacy of team members; and finally, the ease and rigor of the team's way of working.

Sixth, team communication construction

Will not speak properly, seems to have become a major reason for poor cooperation between the business team, very often, due to the communication method, communication attitude choice is not appropriate, making personal emotions instead of teamwork, due to personal emotions into the business collaboration process of confrontation, harm people! The company's business is a very important part of the company's success.

Team communication construction, it is recommended to carry out from several aspects:

Team communication methods: the flexible use of formal and informal communication is the key to solving communication barriers. The way of meeting is effective, but also stereotyped; the way of e-mail is formal, but not direct; the way of gossip is simple, but sometimes more effective, and so on.

Team Communication Attitude: The first principle of team communication attitude construction is to treat things as they are, the team needs to learn how to describe the problem, how to promote the solution of the problem, how to remove the obstacles to the solution of the problem, etc., instead of complaining and blaming, but the purpose of communication is lost.

Team communication skills: so that the other party can accept your views or suggestions is the ultimate goal of communication, problem solving is the true meaning of communication. So we need to be flexible to use communication skills, such as first affirmation and then say the problem, first praise and then criticize, these are to eliminate communication barriers to the skills.

Seventh, the team structure construction

The team are "Zhu Geliang" can not, a variety of views difficult to reconcile; the team are "cobblers" can not, there is no direction of the lead The team is not a good one, there is no direction for the leader.

Reasonable team structure, should be excellent, experts, skilled and raw team, planning ability, management ability, implementation ability, there are those who deal with the affairs, each in its own way, division of labor, close cooperation, in order to effectively play the team synergy.

Enterprises need to pay attention to the construction of team structure, through the staff promotion channel, in accordance with the excellence, experts, skilled, novice to establish a "pyramid" type of talent structure system. Avoid more and more senior staff, more and more managers, less and less people doing things.

Eighth, team development and construction

"Flowing water does not rot, the door is not worm-eaten", only the continuous development of the team is a dynamic team, the enterprise needs to be a large team of continuous development, the enterprise needs to continue to develop the team within the development of each team. The enterprise team should be an open organic system, can constantly absorb external "nutrition", can constantly carry out "metabolism", so the team will be a healthy team.