1. Make the target clear, digitize, visualization. 2. Make each member feel essential. 3. Create a good communication environment between teams. 4. Share information together and solve problems together. 5. Fair and fair evaluation members’ performance, with clear prizes. Six core concepts of team building What is the most precious asset of an enterprise? Property -customer -team. The most important thing is the team building. Enterprises are not afraid of no money, as long as there are customers, there will be constant money; where do customers come from? With talents, don’t be afraid of without products and customers; what is the team building? It is a systematic engineering that can retain talents. It is a compulsory course for every business owner.
For an entrepreneur, we must dream of dreams. This dream must be able to inspire a group of people to work hard; like -minded people gather together What services are provided, who is the customer, and how to make money; finally, the busy production of production, the busy market in the market, the plan should be planned, and you should go outside and run outside.
The people are the most precious wealth of the enterprise. As long as someone is, everything is possible!
How to build a team, you can see the following six suggestions:
: Talent is the most precious resource of the team. Those who enthusiastically invest and complete their jobs are the most precious resources and capital of the team.
: Respecting people and creating a harmonious, passionate working environment for excellent talents.
3: We respect the personality of each employee, respect the personal wishes of employees, and respect the employees’ choice power. Employees provide a good working environment, create a harmonious working atmosphere, and advocate simple and sincere interpersonal relationships.
Fourth: Creating the management team that cultivates its own is a concrete manifestation of the company’s talent concept. Continue to cultivate professional and creative teams to allow each employee to grow into a comprehensive development. The comprehensive talent on one side is an important mission of an enterprise.
If: We advocate a healthy and rich life, work is not just a means of earning a living. The work itself should be able to bring us a sense of happiness and accomplishment. In addition to our work, we encourage all employees to pursue the body and mind Health, pursuit of family harmony, and pursuing great rich personal life.
Sixth: Learning is a lifestyle. It is hoped that every employee will cultivate his learning ability with the mentality of empty cups, and quickly improve his work skills and comprehensive quality in all aspects. We encourage various forms of communication, promote information sharing, oppose ideological black box operations, and oppose any form of bureaucracy.
“Five Swords” in the team construction The team building has always been easy to do and difficult to do. Many teams in real life are “mercenary” teams. From interests, to interests. According to Maslow’s demand theory, interests are the first needs of people after all. Once the basic interests of people are met, they will enter a higher level of demand. With the right to money, the right to have the right to have the right to ensure that in order to ensure that to ensure that The status must be shares to the boss. When these requirements were not met, they did not hesitate to climb the branches or stand on the top of the mountain. In the process of team building, the quality of their team not only did not improve, but instead trained a large number of competitors in the market and became the industry’s Huangpu Military Academy. Many entrepreneurs often sigh that it is more difficult to cultivate talents and retain talents.
Enterprises are commercial organizations. The interests are both the most basic starting point of the enterprise and the ultimate destination point. However, enterprises are also composed of people. Various relationships inside and outside the enterprise are always in front of the enterprise. In the early stages of entrepreneurship and smaller entrepreneurship, everything is in the control of the boss. The boss needs only a few helpers and help work. The problems and contradictions are not very prominent. And when the enterprise reaches a certain scale, due to the increasing business scale and the number of employees, and the ability and energy limit of the boss, all kinds of problems will follow. Therefore, the boss needs to use the strength of others to help him operate and manage the enterprise. At this time, if the boss still returns to the original idea, the operator and manager will be used as his own employee and start. How to deal with the relationship between investors, operators, managers and employees in the face of interests, especially how to cultivate talents and retain talents, it has always been a problem in front of enterprises and entrepreneurs.
In the face of such problems, what should the company do? Liang Boqiang of Guangdong Julong Group, known as the King of China Nailing Pieces, has already proposed his own ideas and solutions. He first put forward the concept of “a person’s career is not a career, a person’s success is not success”, and further put forward the concept of the community of interests, the community of the cause, and the community of destiny. Cultivated the business community and destiny community of all employees. At the same time, their teams are divided into the management team, the team of operators and producers. To the evaluation and reward of performance, you can enjoy a certain equity incentive based on the company’s years, performance and contribution. It is indeed a very good and valuable thinking and practical community to treat the interests of all employees, career and destiny.
The experience and lessons to obtain the management lawyer consultant process for many companies such as Julong Group, and the practice of cultivating and creating teams in the lawyer industry, deeply realized that in the team construction process The key mechanism is to cultivate talents, including: interest mechanisms, collaborative mechanisms, growth mechanisms, and rules and cultural mechanisms, which are commonly referred to as the “five knives” built by the team.
. Interest mechanism
This is that “the world is all good, and the world is full of benefits.” Although this is absolutely absolute, people who can come to the company are definitely not to learn Lei Feng regardless of investors and employees. The demand for interests is the most basic starting point of the company’s participants, which is the only way to operate and manage the business. Therefore, “the soldiers and horses are not moved, and the grain and grass first” is also the law that must be followed in the management of enterprises. In team building, the basic interest guarantee is the prerequisite and foundation of the team’s existence, first raising soldiers, and then use of soldiers is also the cost that enterprises cannot avoid.
The most common, primitive, and most common interest mechanism in practice is to find a group of “migrant workers” to fight for long -term workers. The fate of the enterprise is only related to the boss Contracts and agreements, which are the so -called mercenaries, use a simple interest mechanism. Obviously, there are many such team problems and cannot meet the needs of the company’s long -term development, otherwise there will be no needs and need for team building. Therefore, in order to develop the needs of the enterprise, a stable and long -lasting team must be established. Whether it is operational, management, or production, it must have a stable team to support it. In order to enhance the attractiveness and cohesion of the team, basic compensation, performance assessment, rewards and incentive mechanisms are often set up from interest -oriented. We call it a senior interest mechanism here.
The setting of interest mechanisms, all walks of life have their own models and standards. A company will also have different requirements at different development stages. From a technical level, the methods are endless. However, from the perspective of team building, there are roughly two basic problems:
1. Questions that do not want
when the company should start getting rid of the mercenary operating mode and start to start Real team building. If the boss’s ability and energy are enough to control the situation and can effectively maintain the normal progress of the business management activities of the enterprise. Obviously, such companies do not need team support, so they only need a simple interest mechanism. On the contrary, when the boss does not follow the business management of the enterprise, it is clear that the company needs the team to support and support it. At the same time, it is necessary to introduce those with business management capabilities to help form a team and effectively manage the team. At the same time, when giving play to the value and role of talents, talents must be given to talents, so they must be improved on the interest mechanism, change the original interest distribution model, and move from exclusive interests to sharing.
Here, there is an old problem that the boss is willing to earn 1 million by his own company and 800,000; or if you want to earn 10 million yuan for your own company, you get 2 million yuan? The answer is different, the selection is different, the mode is different, and the results are naturally different.
It, just like Guangdong Julong Group, in the new stage of development of the enterprise, Liang Boqiang, the founder of the company, no longer regards the enterprise as his own free kingdom, and it is first as a community of interests. Here, there is a prerequisite, that is, the boss has completely got rid of the hunger of money and wealth, and has become a desire for career. “Dang as the only pursuit. Here you can give a inference that a person who does not get rid of money and thirsty, or only uses money as a career or the only pursuit, such a person must not be a real team, and does not need a real team to help.
This is the weirdness of being an enterprise. As an entrepreneur, money and interests are of course unchanged pursuit, but when pursuing benefits The pursuit of career is sublimated to a mission and responsibility, which requires entrepreneurs to continuously carry out self -revolution. In short, money and wealth are necessary pursuits, but not the only pursuit.
So should enterprises have a real team and whether the interest mechanism should be upgraded to replacement. Not only is the model and method problem, the fundamental problem is the conceptual issue.
2. How to do the question
The interest mechanism in team construction is the first is the issue of concept, and the second is the problem of ideas. It is naturally not a problem with ideas and methods. In general, the ideal goal is that team members can share the benefits brought by the development of the enterprise, and in terms of strategy, it is inevitable to treat and step by step. In all interest distribution models, performance assessment is the basis of the interest mechanism. The performance of the operating department and the performance of the production department shall be based on the evaluation of administrative or comprehensive departments. Treatment, and rewards and incentives need to formulate specific standards and set corresponding conditions. In the interest mechanism, equity incentives are the highest form and the final form. Therefore, when the enterprise sets up an equity incentive mechanism, it is necessary to set a special threshold, such as: In addition to the performance requirements of the enterprise, the employee also requires at least five years to enjoy the dividend right of the shares. The voting right of shares, how to deal with employees after leaving, etc.
It, there are many problems to face. Generally speaking, in the ten years of starting, it is not encouraged to adopt equity incentives, because at this stage There is no ultimate formation, and there will be too many variables within the enterprise. If the operating management holding shares at this time will hinder or affect the final formation of the company’s core management. For another example, if companies are about to enter brand operation and capital operations, most of the original management teams must withdraw from the management, because people who are accustomed to traditional management management will often do not meet the high -level requirements of brand operations and capital operations. And the burden or obstacles to become a new operating model will even become destroyers.
The companies that the author once served or familiar with or familiar with, now they have been listed or entered the brand operation and preparations for listing. The existing company’s requirements for operators have far exceeded the limit of their ability. These people are like the children of the Eight Banners and Wang Ye, because their existence and decay brought endless trouble for the company, but because the tail is not big, it is difficult for the company to cut with them. Equity incentive mechanisms must not only contribute to the company, but also inspire people who are valuable to the company’s future development. Such issues such as such are easy to say. It is often very expensive to do, testing the realm and wisdom of entrepreneurs.
The interest mechanism must be clear and clear no matter how changes in the interest mechanism, which can be expected and calculated. This is the most basic requirement. However, due to the limited space in this article, it can only be summarized here, and there will be a chance to discuss it in the future. . The collaboration mechanism
has a team that must have collaboration, and the collaboration must be based on clear division of labor. It is clear that division of labor is a necessary condition for team operations, and division of labor is the basis for collaboration. Therefore, enterprises entering the team operation stage is to fully enter the regular management stage. For most Chinese private enterprises, at this time, we must completely get rid of the “grassroots” of the entrepreneurial stage of the enterprise and come out of the business management model of the “cottage version”. The functional responsibilities of the individual or position are based on the functional responsibilities of the department, and the department’s functional responsibilities are based on the overall organizational design and arrangement of the enterprise.
It, as “Rome is not built in a day”, the business management system standardized and standardized by the enterprise system is not formed in one day, and it is a relatively stable model formed by gradually accumulating in enterprise management activities. Integration of processes and methods. Even if the clear division of labor often contains natural and spontaneous factors, it finally becomes a conventional version or model, so each enterprise has its own style and characteristics.
The process of enterprises from small to large, from weak to strong, generally speaking, enterprises also need to use three to five years as a development stage. There is a process of gradually setting. The general principle is that when the company’s functional responsibilities of setting up departments and positions, enterprises need a “pocket” department function and position. Things that are not within the scope of specific departments and positions. bear. The reason is simple, because the scientific functions are divided, there will be gaps in the operation, and there will be loss and loss. You must have a special department or position to exercise these possible omitted functions. The bosses and managers need to make up for the constant possibilities and give these omitted functional responsibilities to specific departments and positions. Because the boss’s special role and position must be fully responsible at any time, they must stand to the end.
Generally speaking, the enterprise initially standardized the operating department or the production department, and then gradually cited to other supporting services or guarantee departments. The departmental position design or the needs of the process, and at the same time, the procedure of the Taoism can form a supervision of the previous process; the setting of the department’s functions dangerous to meet the needs of the process and management, and at the same time, it is necessary to form a parallel supervision and restriction mechanism. Otherwise The more management, the more chaotic management, the harder the boss. In the process, the boss always has to put the functional and standardized stations of these departments and positions. In fact, the boss is always the last one to be liberated. If one day, the boss said that I can finally do what the boss should do, which shows that the boss has been liberated.
In short, the collaboration mechanism in the team starts from division of labor, regardless of division of labor and collaboration, there is also a process from simple to complex, low -level to advanced, local to the system. Constantly improve and upgrade.
. Growth mechanism
. As the saying goes, “Water flows to low places, people go to high places”, people generally pursue the satisfaction of the needs of the boss and lady. In the enterprise, the boss is so, the manager is the case, and every employee is no exception. Whether it is social belonging, respect, or self -realization, the theory of demand level in one sentence is that people are always pursuing a sense of growth.
The team building not only solves the sense of social belonging of employees, but also solves the sense of social belonging of the boss. The needs of self -realization are the ultimate pursuit of everyone, the boss needs, and the employees need. Therefore, the company’s team building is to meet the sense of belonging of the boss and employees, and self -actuality as the common pursuit goal, but the personal goal is to integrate the goal and vision of the enterprise development.
The growth includes the improvement of ability, performance, income, position, status, honor, etc., but in the final analysis is the improvement of quality and ability. The clear answer is to cultivate learning organizations. Learning is the most effective way to improve the overall quality and ability of the team, and it is also the most likely to give people a sense of growth.
The quality and ability of human beings must also be evaluated in the enterprise. The evaluation is not the purpose but the means. The real purpose is to win the fittest. In the war, whether a soldier was excellent, he could see it immediately on the battlefield. In an enterprise, whether the quality and ability of employees are excellent, they need to see the evaluation and evaluation. Those who grow the slowest or have not grown have no choice but to be eliminated. Because of the best and inferiority is the biggest unfairness to the constant progress, and it is also the greatest harm to outstanding talents.
The team building has always been cultivated and eliminated. Although the company said that there is social responsibility, after all, it is an institution that pays attention to benefits and efficiency. It must be eliminated at any time that it is not suitable for the development of the enterprise. For a team, cultivation is the foundation, elimination is guarantee. Without the survival of the fittest mechanism to protect, there will be no excellent teams, let alone a strong team.
In general, the growth mechanism includes the connotation of several levels of learning, practice, evaluation, winning, and fittest. It is necessary to abandon a concept here. Enterprises and entrepreneurs are always disgusted with the loss of talents because they refuse to cultivate talents and always pursue the lifelong effect of talents. In fact, the normal flow of talents cannot stop anyone. As the saying goes, “Ten years of trees, hundred -year -old trees”, only those who can walk with the road with enterprises may be called the true talent of the enterprise. Essence In this way, it is already a very high return to cultivate one person for ten years. For team construction, through the survival of the fittest, maintaining the reasonable flow of talents, of course, does not rule out ability and talent talents to flow. These are unavoidable. But as long as the team’s relatively stable team can make the atmosphere and culture created by the team, even if the team construction is initially successful.
. The rule mechanism
The system is the guarantee of the team. The rules to determine. Therefore, when a group of people are together, we must first start with formulating the rules of the game. Enterprises are the main body of the market. The game of benefits in the market requires the rules of the game. These rules are both displayed and potential. Similarly, the company is also a game place for interests. Fang Chengcheng, otherwise, there will be no rules without rules.
The company once had a company, after experiencing the rapid development of the number, but followed by the boss’s scorching things by the company every day, miserable. The company’s system is increasing, the rules are getting stricter, and the punishment is getting harder, but the situation is not good. The boss asked me if there was any good way. I told him without a smile, because a brain could never deal with a hundred brains. Because the rules and systems you order are “the son of others” from the employees, no one will take care of it. And when one thing, if there are three or more penalties, the manager must reflect on whether there is a problem with the rules and systems. Obviously, the company’s chaos is because the process design is unreasonable and the process design is unreasonable, which causes the employee’s process to do wrong. The rest of the problem is either hiding or concealing. “Bravely” faced. There is something that is unreasonable for the design of the reward and penalty standards, and it will inevitably make mistakes. If you see the mistake, you will be punished. In this way, you must be punished when you are wrong. Such a system is not worthy of maintaining evil laws in law.
here, it involves the mechanism of corporate rules. The seemingly perfect rules will affect the effects of the rules if its source, design, and execution are unreasonable, and even the opposite appointment will be played. Here, two principles must be grasped.
1. The formulation of rules should give priority to respect for “agreed”. After a certain development of the enterprise, even if there is no sense of text, all departments and employees of the enterprise will have their own rules and rules in their hearts and rules. Business operations will also have their own agreed processes and methods. These things look simple or even rough, but it is the wealth of corporate wealth, and all processes reconstruction and institutional upgrade are just improved and improved on the basis of the current process and system, and continuously improved. In real life, many companies are anxious to achieve success, and often use a new system to replace everything in the original. As a result, the result is often in Handan to learn. The old one was destroyed, but the new one failed to build.
2. The formulation of rules must have the common participation of employees. Participation is equal to promise. The process of participation is to make all the rules and regulations of the enterprise become the “son of their own” employees, and they will take care of and implement them consciously Otherwise, all the rules and system set by the enterprise will only become the “son of others”.
Any rules and systems are a double -edged sword. Of course, it is good to use it. Unexpectedly, it will be harmed. As the saying goes, “there are policies and countermeasures”, and the perfect system will have loopholes, and can even create vulnerabilities. During the implementation process, it is possible to think of endless methods and countermeasures to crack and resolve. The rules and systems of human hearts often produce several mutant versions. Here, the boss’s brain, and the scholarly brain in the study, can not deal with the brain of one hundred or 1,000 employees.
. Therefore, the rules must be given priority from the rules that actually take place in the process of summary and refining the management process. At the same time, in the process of perfect and improving the rules, employees must be fully involved, how to deal with and how to deal with them together and how to deal with and co -negotiate how to deal with and co -negotiate how to deal with and how to cope with and co -negotiate. Faced with actual problems, it is often more effective.
The company, after fully communicating with various departments and employees, the author only adjusts the upstream and downstream business operation processes, and transfers the responsibilities that should have been from the upstream department to the upstream department. At the same time, the prize and penalty standards were adjusted. From the procedures without standard operation processes and standards, they were punished from the original mistakes to the first successful award. Since then, the situation has been significantly improved. 5. Cultural mechanism
The cultural problems, it sounds very nothing, but it is actually very real. However, it is definitely not “real” to hang slogans on the wall, nor is Yu Qiuyu said in the corporate back garden to dig wells. However, corporate culture is also fate, and its unspecified starting point can only start with the soul given to the enterprise by the boss, and gradually refine and sublimate into a culture under the brewing of the team.
looking at enterprises in the world and foreign countries, the foundation of the foundation can eventually get the evergreens, and all of them are rising to the image or representative of some kind of culture. A large number of American companies such as Hollywood, Coca -Cola, McDonald’s, and KFC have become the image and representative of American culture without exception, and they can develop worldwide. A large number of enterprises such as Tongrentang, Quanjude, Moutai, and Wuliangye are all outstanding representatives of traditional Chinese culture. Such companies may fall, but companies will never fall. These companies, their core competitiveness is not products, but culture.
It as well as well known that the average life expectancy of the world’s top 500 companies is only 40 years. It can also be concluded that in the process of survival and development, a company can ** or the image representative of regional culture, the evergreen of the foundation is almost an impossible. Those companies that make money to make money, even with the world’s first -class capital, talents, and technologies, they can’t escape the fate of 40 years.
The connection point of the connection between enterprises and culture lies in the brand. All the knowledge lies in whether the company’s founders and team souls can be connected with specific culture and become the image and code of specific culture. Here, from the culture of the boss, to the culture of the team and the enterprise, and then to the height of the country, **, region or a certain specific culture, and eventually become the image and representative of a specific culture, you need to have a long practice process. Definitely not to play advertisements, stickers, shouting slogans, and storytelling.
The culture must stand the test of the market, time, history and human heart, and leave permanent memory in the minds of the public with the quality support and guarantee of the same time. The permanent and beautiful memory in the minds of the public is the true source of the brand power, and it is also the password of the long -term industry. Any company, if you want to be bigger, stronger, and long, you must pass the brand barrier and pass the cultural level. If you can’t pass this level, you will never get rid of the fate of the interest group of the enterprise.
, but the cultural problems are specific and reality. It is also abstract and realistic. Enterprises and entrepreneurs must first solve the problem why it is to make money and why. Most enterprises and entrepreneurs, why making money, is the original motivation of making money, but the purpose of making money is not clear, and the company is making money to make money. The final result is everything in the enterprise, including culture is just a tool and tools for making money. The means, such a profit is a picture, and finally forced the public to erase the memory of it in memory, and the brand lost fundamental support and support.
The evolution of corporate culture is also a choice. From the path, there are always two choices: positive and negative. In terms of pursuit of wealth and money, there can be two extremes of extremes. explanation of. First, money and wealth can belong to people who are profitable and unscrupulous; second, money and wealth can belong to people who are capable, have a line of quality and contribute to society. Rising to cultural height, the former obtains wealth with means, everything is a means; the latter is to return to the contribution, and the pursuit of contribution. Obviously the former is very real, but it cannot give people a good memory; the latter can leave a good memory for people. As long as you persist for a long time, it may become a permanent memory of the public. In fact, the so -called culture starts like this.
The back to the construction of team culture. A healthy and noble team culture must be faced with reality from noble, legitimate, and at the same time. Just as the Tufa dividing fields are combined with the goal of liberating all humanity to achieve the communist movement, the team’s culture is still the same. power. The correct process should be that with the continuous development of the enterprise, the soul of the entrepreneur should be cleaner, and the corporate culture should be more and more noble. In the end The carrier and symbols can really succeed in cultural construction and brand building, can team construction be called true success, and enterprises can also embark on the road of evergreen.
The team is the real core competitiveness of the enterprise. As a foresight of the agreed enterprise and entrepreneurs, the team’s construction should be used as the basic strategy of enterprise development since the beginning of entrepreneurship. Instead, it is to be carefully operated from “October Wanderer”. Among them, the hardships and hardships that need to be paid are very good. Here, this article only has the “five knives” in the team construction, that is, the five mechanisms are simply summarized, hoping to help friends in the business community. In short, if a company must be bigger, stronger, and long, it must have a strong team support and support, and to build a strong team. The five mechanisms are indispensable. Of course, it is a person or a team without a license. The goal is just to make some money. There is no need to be tired and suffered by the above -mentioned “five knives”. The team building papers with 2 professionals.
If people think that team construction should be: In improvement of their own literacy, and do a good job of the team’s “head” as the function of the general manager or a team leader, it should be fully responsible for the company’s various The realization of the project standard or a team goal, and leads the team to make progress together. He is both a manager and an executor; he is both the maker of the work plan and the leader of the implementation plan. As the “head” of the team, his personal quality plays a vital role. To do a good job of the leader of this team, we must not only treat every matter and everyone who treats the company or the team objectively and fairly, but also more importantly to comprehensively improve its own quality. I think the key is to cultivate five types of yourself Ability: that is, cohesion, charm, courage, eyesight and execution. Strengthen the construction of teams and middle management teams, do a good job of the team’s “heart”; create a team spirit, shape the “soul” of the team; grasp the norms, implement the execution, and improve the team’s “limbs”; The “pulse” of the team; properly use the assessment incentive mechanism to inject the “pushing agent” into the team; then the team’s construction will become flesh and blood, full of vitality and vitality.
Team construction should be an effective communication process. In the process, participants and advancers will improve their trust and be frank, and are willing to explore the core issues that affect the work team’s excellent role.
The five unified teams built by the team must achieve five unified: unified goals, unified ideas, unified rules, unified actions, and unified sounds. The unified goal The target is the premise of the team. Without the goal, it is not the team, because there will be a team if you have the goal first. With the team goal is only the first step of team goal management. More importantly, the goal of the second step of the unified team is to allow everyone of the team to agree with the team’s goals and work hard to achieve the goal. The unified thoughts If the team’s thoughts are not uniform, you say that East said that it will reduce the efficiency of action when people do ideological struggles, and the team’s thoughts will be reduced. The unified rules A team must have its rules. The rule is to tell the team members what to do and what should not be done. What can not do is the bottom line of the team. If there is no bottom line, everyone will continue to break through the bottom line. An organization that constantly break through the bottom line of behavior cannot be called the team. The unified action A team must communicate and coordinate with each other during action, so that the action is uniform and orderly, so that the entire process can be reasonably connected, and each detail can be tightly linked. The unified sound The sound must be the same after making a decision. If a team’s noise is too much, it will greatly reduce the team’s efficiency. There is a conflict of conceptual conflicts inside the team, but everyone can only have a sound before the decision. A American -funded enterprise I have trained is very good. Their management promotes everyone to quarrel with fiercely at the meeting, and can even quarrel with the general manager. the sound of.
The four characteristics of the successful team The cohesion Themama and Mao Zedong of the great cause, all of which are the same thing that can connect millions of people together. This It is a very unique ability. We follow a leader, hoping that he can create an environment and combine the strength of everyone to create a future! It is this cohesion that is creating the history of human beings. Imagine if the team members stay away from you, and even give up their pursuit of career because of your words and deeds, will you succeed? cooperation Drops in the team. In the 21st century, individuals can’t match their teams. Personal success is temporary, and the success of the team is permanent. The success of the direct sales team relies on the cooperation and cooperation of each member in the team. Like playing basketball, no matter how strong personal ability, no teammates can win. In the game, five people are a group. Some people pitching, some people grabbed rebounds, and some tactical fouls are to achieve the team’s goals. The organization without me D direct selling business is the cause of the team, collective cause, and personal strength is limited. Successfully relying on the team to advance together, each member must understand that the interests of the team and the team’s goals are more important than the personal interests and goals. In the team, if everyone just wants to take care of their own interests, this organization will definitely collapse, the team is gone, and the individual’s goals will naturally not be achieved. Since it is a team action, it is easy to obey the arrangement of the leader, and everything will be easy. This is called the organization without self. The goal of the team is achieved by the spirit of selflessness. On morale has no morale team, which lacks attractiveness, cohesion, and combat effectiveness, and morale teams, no matter in any environment, encounter any difficulties, are invincible. Liu Dengjun advanced into the Central Plains, and the victory of the brave on the narrow road was the best proof. It is this morale that makes it impossible to become possible. Since then, the liberation war has opened a new page. The direct sales team should be a morale and head -up team. It hope to help you, don’t forget to click to adopt answers and top.
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1. Make the target clear, digitize, visualization.
2. Make each member feel essential.
3. Create a good communication environment between teams.
4. Share information together and solve problems together.
5. Fair and fair evaluation members’ performance, with clear prizes. Six core concepts of team building
What is the most precious asset of an enterprise? Property -customer -team. The most important thing is the team building. Enterprises are not afraid of no money, as long as there are customers, there will be constant money; where do customers come from? With talents, don’t be afraid of without products and customers; what is the team building? It is a systematic engineering that can retain talents. It is a compulsory course for every business owner.
For an entrepreneur, we must dream of dreams. This dream must be able to inspire a group of people to work hard; like -minded people gather together What services are provided, who is the customer, and how to make money; finally, the busy production of production, the busy market in the market, the plan should be planned, and you should go outside and run outside.
The people are the most precious wealth of the enterprise. As long as someone is, everything is possible!
How to build a team, you can see the following six suggestions:
: Talent is the most precious resource of the team. Those who enthusiastically invest and complete their jobs are the most precious resources and capital of the team.
: Respecting people and creating a harmonious, passionate working environment for excellent talents.
3: We respect the personality of each employee, respect the personal wishes of employees, and respect the employees’ choice power. Employees provide a good working environment, create a harmonious working atmosphere, and advocate simple and sincere interpersonal relationships.
Fourth: Creating the management team that cultivates its own is a concrete manifestation of the company’s talent concept. Continue to cultivate professional and creative teams to allow each employee to grow into a comprehensive development. The comprehensive talent on one side is an important mission of an enterprise.
If: We advocate a healthy and rich life, work is not just a means of earning a living. The work itself should be able to bring us a sense of happiness and accomplishment. In addition to our work, we encourage all employees to pursue the body and mind Health, pursuit of family harmony, and pursuing great rich personal life.
Sixth: Learning is a lifestyle. It is hoped that every employee will cultivate his learning ability with the mentality of empty cups, and quickly improve his work skills and comprehensive quality in all aspects. We encourage various forms of communication, promote information sharing, oppose ideological black box operations, and oppose any form of bureaucracy.
“Five Swords” in the team construction
The team building has always been easy to do and difficult to do. Many teams in real life are “mercenary” teams. From interests, to interests. According to Maslow’s demand theory, interests are the first needs of people after all. Once the basic interests of people are met, they will enter a higher level of demand. With the right to money, the right to have the right to have the right to ensure that in order to ensure that to ensure that The status must be shares to the boss. When these requirements were not met, they did not hesitate to climb the branches or stand on the top of the mountain. In the process of team building, the quality of their team not only did not improve, but instead trained a large number of competitors in the market and became the industry’s Huangpu Military Academy. Many entrepreneurs often sigh that it is more difficult to cultivate talents and retain talents.
Enterprises are commercial organizations. The interests are both the most basic starting point of the enterprise and the ultimate destination point. However, enterprises are also composed of people. Various relationships inside and outside the enterprise are always in front of the enterprise. In the early stages of entrepreneurship and smaller entrepreneurship, everything is in the control of the boss. The boss needs only a few helpers and help work. The problems and contradictions are not very prominent. And when the enterprise reaches a certain scale, due to the increasing business scale and the number of employees, and the ability and energy limit of the boss, all kinds of problems will follow. Therefore, the boss needs to use the strength of others to help him operate and manage the enterprise. At this time, if the boss still returns to the original idea, the operator and manager will be used as his own employee and start. How to deal with the relationship between investors, operators, managers and employees in the face of interests, especially how to cultivate talents and retain talents, it has always been a problem in front of enterprises and entrepreneurs.
In the face of such problems, what should the company do? Liang Boqiang of Guangdong Julong Group, known as the King of China Nailing Pieces, has already proposed his own ideas and solutions. He first put forward the concept of “a person’s career is not a career, a person’s success is not success”, and further put forward the concept of the community of interests, the community of the cause, and the community of destiny. Cultivated the business community and destiny community of all employees. At the same time, their teams are divided into the management team, the team of operators and producers. To the evaluation and reward of performance, you can enjoy a certain equity incentive based on the company’s years, performance and contribution. It is indeed a very good and valuable thinking and practical community to treat the interests of all employees, career and destiny.
The experience and lessons to obtain the management lawyer consultant process for many companies such as Julong Group, and the practice of cultivating and creating teams in the lawyer industry, deeply realized that in the team construction process The key mechanism is to cultivate talents, including: interest mechanisms, collaborative mechanisms, growth mechanisms, and rules and cultural mechanisms, which are commonly referred to as the “five knives” built by the team.
. Interest mechanism
This is that “the world is all good, and the world is full of benefits.” Although this is absolutely absolute, people who can come to the company are definitely not to learn Lei Feng regardless of investors and employees. The demand for interests is the most basic starting point of the company’s participants, which is the only way to operate and manage the business. Therefore, “the soldiers and horses are not moved, and the grain and grass first” is also the law that must be followed in the management of enterprises. In team building, the basic interest guarantee is the prerequisite and foundation of the team’s existence, first raising soldiers, and then use of soldiers is also the cost that enterprises cannot avoid.
The most common, primitive, and most common interest mechanism in practice is to find a group of “migrant workers” to fight for long -term workers. The fate of the enterprise is only related to the boss Contracts and agreements, which are the so -called mercenaries, use a simple interest mechanism. Obviously, there are many such team problems and cannot meet the needs of the company’s long -term development, otherwise there will be no needs and need for team building. Therefore, in order to develop the needs of the enterprise, a stable and long -lasting team must be established. Whether it is operational, management, or production, it must have a stable team to support it. In order to enhance the attractiveness and cohesion of the team, basic compensation, performance assessment, rewards and incentive mechanisms are often set up from interest -oriented. We call it a senior interest mechanism here.
The setting of interest mechanisms, all walks of life have their own models and standards. A company will also have different requirements at different development stages. From a technical level, the methods are endless. However, from the perspective of team building, there are roughly two basic problems:
1. Questions that do not want
when the company should start getting rid of the mercenary operating mode and start to start Real team building. If the boss’s ability and energy are enough to control the situation and can effectively maintain the normal progress of the business management activities of the enterprise. Obviously, such companies do not need team support, so they only need a simple interest mechanism. On the contrary, when the boss does not follow the business management of the enterprise, it is clear that the company needs the team to support and support it. At the same time, it is necessary to introduce those with business management capabilities to help form a team and effectively manage the team. At the same time, when giving play to the value and role of talents, talents must be given to talents, so they must be improved on the interest mechanism, change the original interest distribution model, and move from exclusive interests to sharing.
Here, there is an old problem that the boss is willing to earn 1 million by his own company and 800,000; or if you want to earn 10 million yuan for your own company, you get 2 million yuan? The answer is different, the selection is different, the mode is different, and the results are naturally different.
It, just like Guangdong Julong Group, in the new stage of development of the enterprise, Liang Boqiang, the founder of the company, no longer regards the enterprise as his own free kingdom, and it is first as a community of interests. Here, there is a prerequisite, that is, the boss has completely got rid of the hunger of money and wealth, and has become a desire for career. “Dang as the only pursuit. Here you can give a inference that a person who does not get rid of money and thirsty, or only uses money as a career or the only pursuit, such a person must not be a real team, and does not need a real team to help.
This is the weirdness of being an enterprise. As an entrepreneur, money and interests are of course unchanged pursuit, but when pursuing benefits The pursuit of career is sublimated to a mission and responsibility, which requires entrepreneurs to continuously carry out self -revolution. In short, money and wealth are necessary pursuits, but not the only pursuit.
So should enterprises have a real team and whether the interest mechanism should be upgraded to replacement. Not only is the model and method problem, the fundamental problem is the conceptual issue.
2. How to do the question
The interest mechanism in team construction is the first is the issue of concept, and the second is the problem of ideas. It is naturally not a problem with ideas and methods. In general, the ideal goal is that team members can share the benefits brought by the development of the enterprise, and in terms of strategy, it is inevitable to treat and step by step. In all interest distribution models, performance assessment is the basis of the interest mechanism. The performance of the operating department and the performance of the production department shall be based on the evaluation of administrative or comprehensive departments. Treatment, and rewards and incentives need to formulate specific standards and set corresponding conditions. In the interest mechanism, equity incentives are the highest form and the final form. Therefore, when the enterprise sets up an equity incentive mechanism, it is necessary to set a special threshold, such as: In addition to the performance requirements of the enterprise, the employee also requires at least five years to enjoy the dividend right of the shares. The voting right of shares, how to deal with employees after leaving, etc.
It, there are many problems to face. Generally speaking, in the ten years of starting, it is not encouraged to adopt equity incentives, because at this stage There is no ultimate formation, and there will be too many variables within the enterprise. If the operating management holding shares at this time will hinder or affect the final formation of the company’s core management. For another example, if companies are about to enter brand operation and capital operations, most of the original management teams must withdraw from the management, because people who are accustomed to traditional management management will often do not meet the high -level requirements of brand operations and capital operations. And the burden or obstacles to become a new operating model will even become destroyers.
The companies that the author once served or familiar with or familiar with, now they have been listed or entered the brand operation and preparations for listing. The existing company’s requirements for operators have far exceeded the limit of their ability. These people are like the children of the Eight Banners and Wang Ye, because their existence and decay brought endless trouble for the company, but because the tail is not big, it is difficult for the company to cut with them. Equity incentive mechanisms must not only contribute to the company, but also inspire people who are valuable to the company’s future development. Such issues such as such are easy to say. It is often very expensive to do, testing the realm and wisdom of entrepreneurs.
The interest mechanism must be clear and clear no matter how changes in the interest mechanism, which can be expected and calculated. This is the most basic requirement. However, due to the limited space in this article, it can only be summarized here, and there will be a chance to discuss it in the future.
. The collaboration mechanism
has a team that must have collaboration, and the collaboration must be based on clear division of labor. It is clear that division of labor is a necessary condition for team operations, and division of labor is the basis for collaboration. Therefore, enterprises entering the team operation stage is to fully enter the regular management stage. For most Chinese private enterprises, at this time, we must completely get rid of the “grassroots” of the entrepreneurial stage of the enterprise and come out of the business management model of the “cottage version”. The functional responsibilities of the individual or position are based on the functional responsibilities of the department, and the department’s functional responsibilities are based on the overall organizational design and arrangement of the enterprise.
It, as “Rome is not built in a day”, the business management system standardized and standardized by the enterprise system is not formed in one day, and it is a relatively stable model formed by gradually accumulating in enterprise management activities. Integration of processes and methods. Even if the clear division of labor often contains natural and spontaneous factors, it finally becomes a conventional version or model, so each enterprise has its own style and characteristics.
The process of enterprises from small to large, from weak to strong, generally speaking, enterprises also need to use three to five years as a development stage. There is a process of gradually setting. The general principle is that when the company’s functional responsibilities of setting up departments and positions, enterprises need a “pocket” department function and position. Things that are not within the scope of specific departments and positions. bear. The reason is simple, because the scientific functions are divided, there will be gaps in the operation, and there will be loss and loss. You must have a special department or position to exercise these possible omitted functions. The bosses and managers need to make up for the constant possibilities and give these omitted functional responsibilities to specific departments and positions. Because the boss’s special role and position must be fully responsible at any time, they must stand to the end.
Generally speaking, the enterprise initially standardized the operating department or the production department, and then gradually cited to other supporting services or guarantee departments. The departmental position design or the needs of the process, and at the same time, the procedure of the Taoism can form a supervision of the previous process; the setting of the department’s functions dangerous to meet the needs of the process and management, and at the same time, it is necessary to form a parallel supervision and restriction mechanism. Otherwise The more management, the more chaotic management, the harder the boss. In the process, the boss always has to put the functional and standardized stations of these departments and positions. In fact, the boss is always the last one to be liberated. If one day, the boss said that I can finally do what the boss should do, which shows that the boss has been liberated.
In short, the collaboration mechanism in the team starts from division of labor, regardless of division of labor and collaboration, there is also a process from simple to complex, low -level to advanced, local to the system. Constantly improve and upgrade.
. Growth mechanism
. As the saying goes, “Water flows to low places, people go to high places”, people generally pursue the satisfaction of the needs of the boss and lady. In the enterprise, the boss is so, the manager is the case, and every employee is no exception. Whether it is social belonging, respect, or self -realization, the theory of demand level in one sentence is that people are always pursuing a sense of growth.
The team building not only solves the sense of social belonging of employees, but also solves the sense of social belonging of the boss. The needs of self -realization are the ultimate pursuit of everyone, the boss needs, and the employees need. Therefore, the company’s team building is to meet the sense of belonging of the boss and employees, and self -actuality as the common pursuit goal, but the personal goal is to integrate the goal and vision of the enterprise development.
The growth includes the improvement of ability, performance, income, position, status, honor, etc., but in the final analysis is the improvement of quality and ability. The clear answer is to cultivate learning organizations. Learning is the most effective way to improve the overall quality and ability of the team, and it is also the most likely to give people a sense of growth.
The quality and ability of human beings must also be evaluated in the enterprise. The evaluation is not the purpose but the means. The real purpose is to win the fittest. In the war, whether a soldier was excellent, he could see it immediately on the battlefield. In an enterprise, whether the quality and ability of employees are excellent, they need to see the evaluation and evaluation. Those who grow the slowest or have not grown have no choice but to be eliminated. Because of the best and inferiority is the biggest unfairness to the constant progress, and it is also the greatest harm to outstanding talents.
The team building has always been cultivated and eliminated. Although the company said that there is social responsibility, after all, it is an institution that pays attention to benefits and efficiency. It must be eliminated at any time that it is not suitable for the development of the enterprise. For a team, cultivation is the foundation, elimination is guarantee. Without the survival of the fittest mechanism to protect, there will be no excellent teams, let alone a strong team.
In general, the growth mechanism includes the connotation of several levels of learning, practice, evaluation, winning, and fittest. It is necessary to abandon a concept here. Enterprises and entrepreneurs are always disgusted with the loss of talents because they refuse to cultivate talents and always pursue the lifelong effect of talents. In fact, the normal flow of talents cannot stop anyone. As the saying goes, “Ten years of trees, hundred -year -old trees”, only those who can walk with the road with enterprises may be called the true talent of the enterprise. Essence In this way, it is already a very high return to cultivate one person for ten years. For team construction, through the survival of the fittest, maintaining the reasonable flow of talents, of course, does not rule out ability and talent talents to flow. These are unavoidable. But as long as the team’s relatively stable team can make the atmosphere and culture created by the team, even if the team construction is initially successful.
. The rule mechanism
The system is the guarantee of the team. The rules to determine. Therefore, when a group of people are together, we must first start with formulating the rules of the game. Enterprises are the main body of the market. The game of benefits in the market requires the rules of the game. These rules are both displayed and potential. Similarly, the company is also a game place for interests. Fang Chengcheng, otherwise, there will be no rules without rules.
The company once had a company, after experiencing the rapid development of the number, but followed by the boss’s scorching things by the company every day, miserable. The company’s system is increasing, the rules are getting stricter, and the punishment is getting harder, but the situation is not good. The boss asked me if there was any good way. I told him without a smile, because a brain could never deal with a hundred brains. Because the rules and systems you order are “the son of others” from the employees, no one will take care of it. And when one thing, if there are three or more penalties, the manager must reflect on whether there is a problem with the rules and systems. Obviously, the company’s chaos is because the process design is unreasonable and the process design is unreasonable, which causes the employee’s process to do wrong. The rest of the problem is either hiding or concealing. “Bravely” faced. There is something that is unreasonable for the design of the reward and penalty standards, and it will inevitably make mistakes. If you see the mistake, you will be punished. In this way, you must be punished when you are wrong. Such a system is not worthy of maintaining evil laws in law.
here, it involves the mechanism of corporate rules. The seemingly perfect rules will affect the effects of the rules if its source, design, and execution are unreasonable, and even the opposite appointment will be played. Here, two principles must be grasped.
1. The formulation of rules should give priority to respect for “agreed”. After a certain development of the enterprise, even if there is no sense of text, all departments and employees of the enterprise will have their own rules and rules in their hearts and rules. Business operations will also have their own agreed processes and methods. These things look simple or even rough, but it is the wealth of corporate wealth, and all processes reconstruction and institutional upgrade are just improved and improved on the basis of the current process and system, and continuously improved. In real life, many companies are anxious to achieve success, and often use a new system to replace everything in the original. As a result, the result is often in Handan to learn. The old one was destroyed, but the new one failed to build.
2. The formulation of rules must have the common participation of employees. Participation is equal to promise. The process of participation is to make all the rules and regulations of the enterprise become the “son of their own” employees, and they will take care of and implement them consciously Otherwise, all the rules and system set by the enterprise will only become the “son of others”.
Any rules and systems are a double -edged sword. Of course, it is good to use it. Unexpectedly, it will be harmed. As the saying goes, “there are policies and countermeasures”, and the perfect system will have loopholes, and can even create vulnerabilities. During the implementation process, it is possible to think of endless methods and countermeasures to crack and resolve. The rules and systems of human hearts often produce several mutant versions. Here, the boss’s brain, and the scholarly brain in the study, can not deal with the brain of one hundred or 1,000 employees.
. Therefore, the rules must be given priority from the rules that actually take place in the process of summary and refining the management process. At the same time, in the process of perfect and improving the rules, employees must be fully involved, how to deal with and how to deal with them together and how to deal with and co -negotiate how to deal with and co -negotiate how to deal with and how to cope with and co -negotiate. Faced with actual problems, it is often more effective.
The company, after fully communicating with various departments and employees, the author only adjusts the upstream and downstream business operation processes, and transfers the responsibilities that should have been from the upstream department to the upstream department. At the same time, the prize and penalty standards were adjusted. From the procedures without standard operation processes and standards, they were punished from the original mistakes to the first successful award. Since then, the situation has been significantly improved.
5. Cultural mechanism
The cultural problems, it sounds very nothing, but it is actually very real. However, it is definitely not “real” to hang slogans on the wall, nor is Yu Qiuyu said in the corporate back garden to dig wells. However, corporate culture is also fate, and its unspecified starting point can only start with the soul given to the enterprise by the boss, and gradually refine and sublimate into a culture under the brewing of the team.
looking at enterprises in the world and foreign countries, the foundation of the foundation can eventually get the evergreens, and all of them are rising to the image or representative of some kind of culture. A large number of American companies such as Hollywood, Coca -Cola, McDonald’s, and KFC have become the image and representative of American culture without exception, and they can develop worldwide. A large number of enterprises such as Tongrentang, Quanjude, Moutai, and Wuliangye are all outstanding representatives of traditional Chinese culture. Such companies may fall, but companies will never fall. These companies, their core competitiveness is not products, but culture.
It as well as well known that the average life expectancy of the world’s top 500 companies is only 40 years. It can also be concluded that in the process of survival and development, a company can ** or the image representative of regional culture, the evergreen of the foundation is almost an impossible. Those companies that make money to make money, even with the world’s first -class capital, talents, and technologies, they can’t escape the fate of 40 years.
The connection point of the connection between enterprises and culture lies in the brand. All the knowledge lies in whether the company’s founders and team souls can be connected with specific culture and become the image and code of specific culture. Here, from the culture of the boss, to the culture of the team and the enterprise, and then to the height of the country, **, region or a certain specific culture, and eventually become the image and representative of a specific culture, you need to have a long practice process. Definitely not to play advertisements, stickers, shouting slogans, and storytelling.
The culture must stand the test of the market, time, history and human heart, and leave permanent memory in the minds of the public with the quality support and guarantee of the same time. The permanent and beautiful memory in the minds of the public is the true source of the brand power, and it is also the password of the long -term industry. Any company, if you want to be bigger, stronger, and long, you must pass the brand barrier and pass the cultural level. If you can’t pass this level, you will never get rid of the fate of the interest group of the enterprise.
, but the cultural problems are specific and reality. It is also abstract and realistic. Enterprises and entrepreneurs must first solve the problem why it is to make money and why. Most enterprises and entrepreneurs, why making money, is the original motivation of making money, but the purpose of making money is not clear, and the company is making money to make money. The final result is everything in the enterprise, including culture is just a tool and tools for making money. The means, such a profit is a picture, and finally forced the public to erase the memory of it in memory, and the brand lost fundamental support and support.
The evolution of corporate culture is also a choice. From the path, there are always two choices: positive and negative. In terms of pursuit of wealth and money, there can be two extremes of extremes. explanation of. First, money and wealth can belong to people who are profitable and unscrupulous; second, money and wealth can belong to people who are capable, have a line of quality and contribute to society. Rising to cultural height, the former obtains wealth with means, everything is a means; the latter is to return to the contribution, and the pursuit of contribution. Obviously the former is very real, but it cannot give people a good memory; the latter can leave a good memory for people. As long as you persist for a long time, it may become a permanent memory of the public. In fact, the so -called culture starts like this.
The back to the construction of team culture. A healthy and noble team culture must be faced with reality from noble, legitimate, and at the same time. Just as the Tufa dividing fields are combined with the goal of liberating all humanity to achieve the communist movement, the team’s culture is still the same. power. The correct process should be that with the continuous development of the enterprise, the soul of the entrepreneur should be cleaner, and the corporate culture should be more and more noble. In the end The carrier and symbols can really succeed in cultural construction and brand building, can team construction be called true success, and enterprises can also embark on the road of evergreen.
The team is the real core competitiveness of the enterprise. As a foresight of the agreed enterprise and entrepreneurs, the team’s construction should be used as the basic strategy of enterprise development since the beginning of entrepreneurship. Instead, it is to be carefully operated from “October Wanderer”. Among them, the hardships and hardships that need to be paid are very good. Here, this article only has the “five knives” in the team construction, that is, the five mechanisms are simply summarized, hoping to help friends in the business community. In short, if a company must be bigger, stronger, and long, it must have a strong team support and support, and to build a strong team. The five mechanisms are indispensable. Of course, it is a person or a team without a license. The goal is just to make some money. There is no need to be tired and suffered by the above -mentioned “five knives”.
The team building papers with 2 professionals.
If people think that team construction should be:
In improvement of their own literacy, and do a good job of the team’s “head”
as the function of the general manager or a team leader, it should be fully responsible for the company’s various The realization of the project standard or a team goal, and leads the team to make progress together. He is both a manager and an executor; he is both the maker of the work plan and the leader of the implementation plan. As the “head” of the team, his personal quality plays a vital role. To do a good job of the leader of this team, we must not only treat every matter and everyone who treats the company or the team objectively and fairly, but also more importantly to comprehensively improve its own quality. I think the key is to cultivate five types of yourself Ability: that is, cohesion, charm, courage, eyesight and execution. Strengthen the construction of teams and middle management teams, do a good job of the team’s “heart”; create a team spirit, shape the “soul” of the team; grasp the norms, implement the execution, and improve the team’s “limbs”; The “pulse” of the team; properly use the assessment incentive mechanism to inject the “pushing agent” into the team; then the team’s construction will become flesh and blood, full of vitality and vitality.
Team construction should be an effective communication process. In the process, participants and advancers will improve their trust and be frank, and are willing to explore the core issues that affect the work team’s excellent role.
The five unified
teams built by the team must achieve five unified: unified goals, unified ideas, unified rules, unified actions, and unified sounds.
The unified goal
The target is the premise of the team. Without the goal, it is not the team, because there will be a team if you have the goal first. With the team goal is only the first step of team goal management. More importantly, the goal of the second step of the unified team is to allow everyone of the team to agree with the team’s goals and work hard to achieve the goal.
The unified thoughts
If the team’s thoughts are not uniform, you say that East said that it will reduce the efficiency of action when people do ideological struggles, and the team’s thoughts will be reduced.
The unified rules
A team must have its rules. The rule is to tell the team members what to do and what should not be done. What can not do is the bottom line of the team. If there is no bottom line, everyone will continue to break through the bottom line. An organization that constantly break through the bottom line of behavior cannot be called the team.
The unified action
A team must communicate and coordinate with each other during action, so that the action is uniform and orderly, so that the entire process can be reasonably connected, and each detail can be tightly linked.
The unified sound
The sound must be the same after making a decision. If a team’s noise is too much, it will greatly reduce the team’s efficiency. There is a conflict of conceptual conflicts inside the team, but everyone can only have a sound before the decision. A American -funded enterprise I have trained is very good. Their management promotes everyone to quarrel with fiercely at the meeting, and can even quarrel with the general manager. the sound of.
The four characteristics of the successful team
The cohesion
Themama and Mao Zedong of the great cause, all of which are the same thing that can connect millions of people together. This It is a very unique ability. We follow a leader, hoping that he can create an environment and combine the strength of everyone to create a future! It is this cohesion that is creating the history of human beings. Imagine if the team members stay away from you, and even give up their pursuit of career because of your words and deeds, will you succeed?
cooperation
Drops in the team. In the 21st century, individuals can’t match their teams. Personal success is temporary, and the success of the team is permanent. The success of the direct sales team relies on the cooperation and cooperation of each member in the team. Like playing basketball, no matter how strong personal ability, no teammates can win. In the game, five people are a group. Some people pitching, some people grabbed rebounds, and some tactical fouls are to achieve the team’s goals.
The organization without me
D direct selling business is the cause of the team, collective cause, and personal strength is limited. Successfully relying on the team to advance together, each member must understand that the interests of the team and the team’s goals are more important than the personal interests and goals. In the team, if everyone just wants to take care of their own interests, this organization will definitely collapse, the team is gone, and the individual’s goals will naturally not be achieved. Since it is a team action, it is easy to obey the arrangement of the leader, and everything will be easy. This is called the organization without self. The goal of the team is achieved by the spirit of selflessness.
On morale
has no morale team, which lacks attractiveness, cohesion, and combat effectiveness, and morale teams, no matter in any environment, encounter any difficulties, are invincible. Liu Dengjun advanced into the Central Plains, and the victory of the brave on the narrow road was the best proof. It is this morale that makes it impossible to become possible. Since then, the liberation war has opened a new page. The direct sales team should be a morale and head -up team.
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