How to build an efficient team Test Answers 31

How to build an efficient team

I. Theory:

"Kangtai's tree, from the dense forest, the tree out of the dense forest, the wind will be folded." A healthy and tall tree, must be grown from the dense forest, the tree if you leave the forest, the wind is bound to break the leaves. In today's society, no one can rely on their own to stand on top of the world. Corporate competition is not an individual race, but a group race. But in an organization, due to the inconsistency of the mindset, concept, ability, difficult to efficiently complete the organizational goals, as the so-called "people hundred heart", a lot of work progress is slow, leaders and managers often do not know whether the staff "can not do" or "do not want to do". "Not willing to do", or due to a lack of resources and "can not do", so it is difficult for employees to cohesion into a rope, efficiently complete the organization's goals?

Managers do not know how to build an efficient team, so they have to shout: "We must strengthen teamwork, to talk about dedication, to the top and bottom of the cohesive rope, our work is invincible." Shouting slogans can be, but the effect is poor. Managers hope that the ministry and staff work like a year-end dinner and wine as high morale, full of enthusiasm for work! But the actual performance of employees is far from what managers want. Management guru Peter Dulac emphasized that the ultimate key to an organization is to have the right people working for it. Dulac stressed that the ultimate key to the enterprise is to "let the staff of the city, mobilize the enthusiasm and potential of the staff, to create performance for the enterprise", therefore, the construction of high-performance team is particularly important.

The characteristics of an effective team

So, what are the characteristics of an effective team? Some experts on efficient team research found that efficient teams have the following characteristics: 1, the size is relatively small, generally no more than 10 people; 2, complementary skills, that is, each member of the team has at least scientific and technological expertise, analytical problem-solving skills, communication skills; 3, *** with the same purpose, *** with the premise of the purpose of generating and can provide guidance and motivation for the members; 4, feasible goals to enable the members of the action and energize; 5. *** same means or methods to reach goal attainment; 6. mutual responsibility.

Designing an effective team

In the actual operation of the corporate team building process is not an easy thing, but not as most people think - is a very difficult thing, often feel as if there is no way to start. Usually we can use some common management tools to simplify the team building work. Here is a very familiar 5H1H approach to building effective teams.

The 5H1H of efficient team building is: who (who we are), where (where we are), what (what we become), when (when we act), how (how we act), why (why we). Build effective teams by clarifying these areas.

Who are we (who)? That is, in-depth understanding of the team members themselves, clear team members have the advantages and disadvantages, preferences for work, to deal with the solution to the problem, the basic values of the differences; through these analyses, and finally obtain the formation of **** the same beliefs among the team members and the consistent view of the team's purpose, in order to establish the rules of the game for the team to run.

Where are we? Every team has its strengths and weaknesses, and the team to achieve mission success and face external threats and opportunities, by analyzing the team's environment to assess the team's comprehensive capabilities, to find out the team's current comprehensive capabilities to achieve the team's purpose of the gap between the team in order to clarify how the team to play the strengths, avoid the threats, and to improve the ability to meet the challenges.

What are we becoming? The team's task-oriented, so that each team member is clear about the team's goals, action plans, in order to be able to stimulate the passion of team members, milestones should be set up, so that the team on the task of the goal to see, feel, and create the illusion of excitement to the members.

When do we take action? The right time to take the right action is the key to team success, the start of the team's mission; the team encountered difficulties or obstacles, the team should seize the opportunity to analyze and solve; and the team faced with internal and external conflicts should be in what time to soothe or eliminate; and when and where to obtain the appropriate resource support, etc.; all must be in accordance with the 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 different team roles should be responsible for the duties, to fulfill the authority, coordination and communication, etc., therefore, there should be a clear description of the duties and responsibilities of each member of the team, in order to establish the standard of work of the team members.

Why? For this question, at present in many enterprises team building are easy to be ignored, which may also be one of the reasons that lead to the inefficiency of team operation. Teams to operate efficiently, it is necessary to let the team members know clearly why they want to join the team, the success and failure of the team run on them to bring the positive and negative impact is what? To enhance the sense of responsibility and mission of team members. That is, we often talk about incentives introduced into the team building, can be team honors, salary or benefits increase, and job promotion, etc..

Several criteria for assessing the team

1, the importance of organizational learning

Only a learning team that knows how to constantly enrich itself can create more "miracles" in the development of society. From the role of learning: the traditional marketing team's awareness of learning is not strong, they are more satisfied with the inherent knowledge and experience, but not very consciously absorb new knowledge, and not actively carry out horizontal learning. But in the learning marketing team, both from the mechanism and the concept are filled with a strong sense of re-learning, good at combining theory and practice in practice, and good at finding the advantages of others, to be absorbed.

Faced with such employees, business leaders need to be good at creating learning opportunities and organizational learning. In Peter? Shengji "Fifth Discipline" book, he said, as a team, what are the characteristics of organizational learning? It's actually the five disciplines, and the theory, tools, and methods of a learning organization are divided into three areas that support core competencies. Describe it as a three-legged stool, all three legs are very important, if you take away one leg, the stool will fall, the left leg is called the eagerness, desire, the right is the mental model and team learning, the middle is the system thinking. Each leg is very important, which means each core competency is very important. Overall, the wisdom of the group is always higher than the wisdom of the individual. When a group is truly learning, not only does the group produce excellent results, but its individual members grow faster than they would otherwise.

2, implementation

In the team, perhaps we do not need each team member is exceptionally smart, because too smart tends to inflate self-consciousness, like a good job, on the contrary, but the need for everyone to have a strong sense of responsibility and dedication to the company's well-developed strategy to be in the understanding, grasp, and eat through the tactics on the basis of uncompromising and unshakable Implemented, for the process of every operational detail and every project process should be put into practice.

In addition, to ensure that the team's execution, the key to the implementation of the process of clear objectives to be achieved in which phases and the specific determination of the work indicators, which is to ensure that the quality of the task is completed, but also to ensure that the team's execution of the key.

3, innovation

Only constant innovation to maintain the competitive advantage of enterprises, but where does the ability to innovate come from? Doing education and training is an important means to improve the innovation ability of the talent team. Because a good grasp of education and training is an important way to improve the level of knowledge and comprehensive quality of the team members, and the knowledge and skills of the team members is to stimulate the prerequisites for the ability to innovate. Especially in the era of knowledge economy, in the product of high technological content of the industry enterprises, this is more obvious.

In fact, the ability to innovate is also reflected in all aspects of business management, is a comprehensive concept, but also only comprehensive innovation ability, is the real competitive advantage of innovation ability. Talent training is not only focus on knowledge and skills, but also consider the moral, emotional, aspirations and other spiritual aspects of things, consider the corporate culture, consider the cohesion of the talent team and teamwork, which is only a comprehensive education and training enterprises can do. Whoever grasps well in this regard, do well, who will be able to maintain a long time in the competition among the overall innovation advantage, and ultimately in the competition to defeat the opponent.

4, the team division of labor and cooperation

The development of enterprises from the inside, through the founder of the accumulation of loose individuals to expand the size of the group until the organizational structure, the process of balanced development of the function. From the social system, it is with its evolutionary evolution of the law shows a wave-like ups and downs to promote the main force from the internal cycle of supply energy. In other words, leaders have the ability to coach and mobilize groups; management has the ability to coach and mobilize their subordinates; employees have the ability to coach and mobilize themselves, which ultimately forms a coordinated, balanced and interactive movement of the upper, middle and lower levels. But all levels should also be able to other departments to familiarize themselves with, understand, and be able to work with each other, otherwise the development of strategies and tactics can only be alone, simply can not let other departments to implement the operation.

Build efficient project team initiatives

1, enhance leadership

Enhance and play a guiding role in leadership, first of all, the leadership must lead by example, the team members to play an example and demonstration role; secondly, a clear and specific quality of work, scope, duration, cost and other target constraints; again, a clear division of roles and responsibilities of the members of the team to fully utilize project team members in their respective roles.

2, give full play to the role of communication and coordination of leadership

First of all, communication and coordination between team members. Between members of the values, personality, methods of dealing with the world and other aspects of the differences and produce a variety of conflicts, interpersonal relationships into a tense situation, and even hostility, strong emotions, and to the leader to challenge a variety of situations. Leaders need to communicate fully to guide team members to adjust their mindset and position their roles accurately, combine their personal goals with their work goals, and know exactly what they want to do and how to do it.

Second, the communication and coordination between team members and the work environment. Disharmony can also arise between team members and their surroundings, such as dissonance with technical systems and unfamiliarity with the information technology systems employed by the team. Leaders need to help team members familiarize themselves with the work environment and learn and master the relevant technology to facilitate timely completion of project goals.

Again, communication and coordination between the team and other departments. In the process of work, the team and other departments of the relationship between the various stakeholders, will also produce a variety of conflicts, which requires the leadership and its good communication and coordination, for the team to strive for more adequate resources and a better environment, and the work process and work goals and work with stakeholders to achieve **** knowledge, to better promote the realization of the work objectives.

3, give full play to the role of leadership incentives

In the work process, due to the strict goal constraints and changing external environment, the leadership must use a variety of incentive theories on the members of the work team to carry out timely incentives to encourage and stimulate the positivity of the team, initiative, and give full play to the creativity of the team members.

4, flexible authorization, timely decision-making

With the construction and development of the team, the leader should let team members share the responsibility through authorization, so that the team members more involved in the decision-making process of the project, allowing individuals or groups to carry out their work in their own more flexible way.

First, by delegating flexibly, the leader shows trust in team members and gives them room to learn and grow. This trust can lay the foundation of team trust and is the embodiment of team spirit between the leader and the team.

Secondly, authorization is conducive to giving full play to the enthusiasm and creativity of team members. Everyone has the desire to realize self-worth. Challenging tasks make them constantly expand their knowledge and skills and explore their creative potential. The success of each task is not only the success of leadership management, but also the success of all team members who realize their self-worth.

Again, flexible authorization is conducive to timely decision-making. On the one hand, team members can make timely decisions according to changes in the internal and external environments within the scope of their own authorization. On the other hand, through flexible authorization, the leader gradually shifts the focus of his work to the control of key points, target control and process monitoring. The leader's work focus shifts from internal to external, focusing on dealing with the relationship between the work and the enterprise or society, and guaranteeing the operation of the project team from the outside.

5, give full play to the team cohesion

Team cohesion is the invisible spiritual power, is a team of members closely linked to the invisible ties. Team cohesion comes from the team members consciously inner power, from the values of **** knowledge, is the highest expression of team spirit. In general, high team cohesion brings high team performance.

Team cohesion in the external performance of the team members of the team's sense of honor and the status of the team. The team's sense of honor is mainly derived from the work objectives, the team is generated by the work objectives, for the work objectives and the existence of the team. Therefore, it is necessary to set a higher target commitment to a higher work goal to lead the team in the direction of progress, so that the team members of the work goal to form a unified and strong **** knowledge, to stimulate the team members of the team's sense of honor. At the same time, to guide the team members personal goals and the unity of the work goal, increasing the team members to the team's centripetal force, so that the team to efficient.

Team cohesion in the internal performance of the integration between team members and team morale. People are people in society, and good interpersonal relationships are the lubricant of an efficient team. Therefore, effective measures must be taken to enhance the integration and affinity between team members to form high team morale. The team is open, at different stages there will be new members to join, high team cohesion will allow team members to establish a team consciousness in a short period of time, the formation of a sense of identity and belonging to the team, to shorten the period of integration of new members and the team, during normal operations, prompting the team's performance to improve significantly.