What are the methods of team building? Unity is strength, which is what we have known since childhood. No matter how many people there are, nothing can be achieved without unity. Therefore, the most important thing for a team is unity. Let's share with you the methods of team building.
What are the methods of team building? 1 There are six methods for team building:
First, evaluate your own leadership style. Everyone has a unique and acceptable way. As a team leader, you must know your own leadership style and skills. At the same time, put yourself in others' shoes in a way acceptable to team members, and modify your own methods when necessary to ensure that you are in a strong and respected position.
Second, get to know the team members. Keep abreast of everyone's thoughts and how to use their abilities correctly. If you know the strengths and capabilities of the team, what can be obtained according to their current capabilities, and tap the undeveloped potential and skills for employees. Increase employees' trust in leaders and recognition of subtlety. When employees work well, unnecessary contradictions among employees will naturally decrease.
Third, clarify roles and responsibilities. Only by fully understanding the relevant majors and skills of team members can we get twice the result with half the effort, define the roles and responsibilities of team members more clearly, and make each team member's responsibilities interrelated and interdependent, so as to realize the cooperative spirit of "one chopstick is easy to break, and ten pairs of chopsticks are put together".
Fourth, positive feedback. Feedback is the key to ensuring that any team stays on track. But most enterprises wait until the problem is raised before giving feedback and handling. If enterprises want to do a good job in team building, they should take feedback as active and continuous, and don't complicate the problem before dealing with it.
However, please ask each team to be different, have their own unique nuances and dynamics, and need to be treated in a targeted manner. Remember, feedback is a two-way communication.
Fifth, pay attention to everyone. Happy employees, like happy customers, the reliable way to create a happy team is to create a valuable environment. Therefore, in team building, enterprises should actively attach importance to every employee and ensure that everyone can get opportunities, such as promotion, promotion, job transfer and decision-making.
6. Recognition and reward. "Ten fingers are long and short", so are the employees of the team, with different abilities. Therefore, enterprises want to build a team, take some time to give your teammates some due praise, and remain sincere in recognition and respect, which is of great help to build loyalty and trust. Especially when their efforts are recognized, they can burn their work enthusiasm and be more United.
What are the methods of team building? First, the goal of the team should be consistent.
Team dynamics depend on the goals that the team needs to achieve and the personality of each team member. Don't try to contain the dynamics of the team, because doing so is not conducive to the health of the team. Teams exist to accomplish a certain task. Every member should be clear about the goals of the team, and team management can play an effective role. Appropriate team dynamics depend on the task of the team.
Second, the team should focus on the core priorities.
The team's focus on core priorities is the real reason for its existence, thus forming unity from the outside to the inside. When helping a team build consistency, it always starts with discussing the outside world. Many team management ideas are too narrow. Therefore, the team should brainstorm on key trends so that everyone can integrate into this rapidly changing world. First, it is necessary to understand the goal to be achieved by the organization, so as to know how the team management can cooperate with this goal. Then, the team can list its unique contribution to the success of the organization, thus explaining how to add value to external customers, not just internal customers.
Third, the team should work out the details of the task.
Team task details should not be a summary of team members' goals, but a short list, which concisely states the purpose of team existence and describes the tasks that team management needs to cooperate to complete (the whole should be greater than the sum of parts). This will help team members stay focused and help the whole team communicate with the organization and negotiate priorities and resources. If the team can't list the tasks that need to be completed together, it is a negative team!
Fourth, the team should make a list of urgent matters.
The emergency list should determine what the team must do and how team members must interact to achieve core goals. For example, the task list of portfolio analysis team management mentions "integrating all kinds of information", and the corresponding urgent task is "giving a unified answer". The team judged that they did not integrate all kinds of information from different sources. Therefore, in order to give a unified answer to the questions of the investment department, they need to completely change their working methods.
Fifth, define the participation rules by using the task and emergency list.
It is understandable that many teams have made the basic rules without prior coordination, but this list may be too broad. There is nothing wrong with emphasizing politeness and respect, but a list tailored to the specific work of the team will be more practical. If the "top priority" of portfolio analysis team management is "giving a unified answer", then the corresponding rule should be "conflicts are limited to teams". In order to provide a unified answer to other departments, we can't spread dissent outside the team, because it will destroy the information that the team wants to convey and make us unable to fulfill our commitment to integrate various information. When the team management found that this basic rule can support the tasks they chose, it became a natural and indispensable element for them.
As a member of the team, you and the team have the same goal and are doing what you like, so you should devote your passion and spare effort to achieve your goal as much as possible. Such a team is the best, the most passionate and the most likely to succeed.
In addition, we should pay attention to several misunderstandings in team management. The misunderstanding of team management refers to the behaviors that have a negative impact on the development of the team, and these behaviors may subvert a team when they are serious.
Common team management misunderstandings are: the team lacks key skills and knowledge and solutions; The team's plan is incoherent; The arrogance of team members; The team division of labor is not clear, and the responsibilities of personnel are unclear; Teams always pursue short-term goals; There are often members who create confusion in the team; Lack of cooperative habits among team members, etc.
The main measures to solve the misunderstanding of team management are as follows:
Improve the team's development ability. Let all members share all relevant business information (except business secrets) and ensure that team members fully understand this information; Strengthen the team's ability to find and solve problems; Improve the overall decision-making ability of the team.
Grow from experience and lessons. If the team makes a wrong decision, the supervisor should sit down with the team members to reflect on the reasons for the mistake and emphasize what can be learned from this lesson. Don't blame anyone, and don't abuse your power. Just tell the team the negative impact of this wrong decision, let the team study what they have learned, and what measures can be taken to ensure that such mistakes will not happen again.
Avoid short-sighted behavior. Ensure that all team members have a basic understanding of the organization, objectives and structure. If team members don't have a basic understanding of the team, it is naturally difficult to realize the potential impact of a resolution on other teams and the whole company. The stronger the team members accept the overall view, the more they will consider the whole work when making decisions, and the more they can overcome the myopia tendency.
The courage to cut the gordian knot. In order to maintain a certain competitiveness in today's era, operating institutions must make decisive decisions when making decisions and implementing decision-making schemes; Any delay will have serious consequences. When the decision is completely deadlocked, the question should be asked: "What will happen if you don't make a decision today?" Or "What will happen if we can't make a decision today?" Usually, not making any decision is more serious than the consequences of action.
Solve resistance and * * emotions. There is usually resistance or emotion in the team, especially in the early stage of team development. Supervisors should understand this, and the best strategy to overcome team resistance is to focus on how to achieve project goals. On this premise, fully stimulate the enthusiasm of team members.
Work focus and working ability. The supervisor may not be a technical expert, so the focus of the supervisor's work is to mobilize the enthusiasm of team members and create sufficient conditions for solving technical problems. A team lacking basic technical skills is prone to problems, while a team with a good foundation but without continuous acquisition and application of new knowledge will also be in trouble in the future.
What are the methods of team building? 1. Grasp the three elements of team building.
Team building stresses one form, two potentials and three souls. Form means establishing a unified image of the team. Team building starts with image and looks like a team. Design company image standards, such as dress, image etiquette, company LOGO, etc. Potential means that morale is more important than weapons and form is more important than content. Leaders should have a leadership state, so that energy can rise in the state, and energy can determine the result, so as to follow the trend and constantly build momentum. Soul means that people who walk together are not a team, but the hearts that walk together are a team; Team building employees occupy the ideological position of employees; Do a good job of combing team culture and landing tools and methods.
Second, team building depends on leadership.
Employees won't listen to what the leader says, and employees will always look at what the leader does. First of all, leaders need to have the belief to do great things. Without the belief in doing great things, employees' dreams cannot be carried and employees will not follow. Leaders should firmly sell their dreams to employees, and how many employees believe it will unite with how many people; Develop a personal strategy to unify and motivate employees' behavior with goals. Secondly, leaders need to have the hearts of employees, leaders who pursue personal success will be destroyed, and only leaders who undertake the lives of employees can live forever; Whether you can lead people to shoot bullets with you depends on whether you convince people that you have their interests in mind; The fine design of the contact points touched the employees, who would only do one thing and swear to follow it. Finally, leaders need to have good communication skills, don't take themselves too seriously as leaders, lower their posture and go to the masses; Strong communication skills. Finally, leaders need to take the lead, and employees should do what they want to do first; The implementation of the system, the leadership takes the lead, and the rest are pale and powerless; Responsibility, leadership first, teaching by example is greater than teaching by words.
Third, team building should gather the hearts of employees.
Cultivate a sense of team honor. Without team spirit, it is a rabble. People who have no team honor can never become the confidant of leaders and can never unite others. Leaders should have the courage to take responsibility, I bear, I benefit. Courage is the ladder of ability growth; Dare to take responsibility to gain trust and dare to take on major responsibilities; Sacrifice the ego, complete the ego and proceed from the overall situation of the company. Leaders should stick to their goals. People with goals are alive, while those without goals are wandering. Only by turning goals into results can the results change the fate of companies and individuals; The secret of success is persistence.
Fourth, use the mechanism to shape and escort.
First of all, establish a competition mechanism, people make progress because of a sense of crisis, competition produces confrontation, and confrontation produces efficiency, thus stimulating employees' sense of team honor and competition. Secondly, establish a reward and punishment mechanism, everyone is seeking advantages and avoiding disadvantages, and design a reasonable reward and punishment mechanism to guide and drive employees' behavior. The award should be timely, the award should be in high spirits, and it can't be punished overnight, which is scary. Finally, clarify the responsibility and system flow, there are two laws of dilution and jumping, lock the responsibility with clear responsibility and flow, leave no room for shirking, establish a one-to-one responsibility feedback mechanism and establish a company system management system.