How to write a summary of team management learning

Essay experience of team management mode 1 Modern teams must be very, very energetic, passionate, centripetal force and limited in skills.

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How to write a summary of team management learning

Essay experience of team management mode 1 Modern teams must be very, very energetic, passionate, centripetal force and limited in skills.

First, target management: First of all, the team goals must be clear, digital, planned and step by step, and have a time limit. Team goals are the goals that can be achieved by the team, and are formulated by the team leader according to the actual situation of the team. Guided by a long-term goal, taking short-term goals in different periods as actual combat tasks, the total of short-term goals should be greater than 20% of the long-term goals, and the long-term goals can be completed. Secondly, personal goals, according to the personal conditions of team members, guide them to set a goal that is more than 20% higher than their usual performance, so as to complete the team task goals set by team leaders (the task goals cannot be known to team members in advance). The sum of all team members' mission goals is greater than a single short-term goal.

Second, skill training: players can be divided into two categories: one is experienced and the other is inexperienced; Training is also divided into two categories: one is mentality training and the other is skill training. For experienced employees to enter the company, he thinks he has a way and is unwilling to follow the instructions of the company leaders. When his old customers run out of resources, his performance will drop rapidly, which will seriously affect his mentality and even the mentality of other employees. Such employees should first adjust their mentality, and the most important thing is to find out the lack of skills in time during the supervision process and help them improve their performance, so as to devote themselves to their work and drive others to work. For inexperienced employees, be obedient, and then give them detailed communication skills training, including product knowledge, advantages and selling points compared with other similar products. The most important thing is to communicate with customers, tone and body movements, and personally drive new employees to visit customers and help them sign bills, so that he feels that the work is not so difficult.

Third, the construction of team cohesion: the team must first adjust its mood and reach its peak. Everyone has the spirit of desperate saburo, and it takes 15 minutes to have a morning meeting every day; Secondly, always believe that players can succeed, and often communicate negatively with successful words and positive tone; Third, the supervisor should set an example; Fourth, the supervisor should help employees achieve their goals; Fifth, we should take the goal as the mission of the team; Sixth, the team leader should have the appeal to make all employees work hard in one place.

Fourth, reward and punishment are clear: if you don't reward, you will have a brave man. Make a highest personal goal award that employees can achieve even if they work hard, and then set up two second-class awards. Those who reach the reward goal will be rewarded immediately, preferably in cash, and the award-winning employees will be allowed to speak passionately. The greatest feature of people is to escape from pain. Make the last elimination system, which will give you a generous reward for going forward, and then you must escape from the painful competition mechanism.

Five, employees should often hold employee success case skills exchange meetings, so that successful employees can teach their successful experiences and words to everyone and make commitments in public, so that they will work harder and let backward employees learn their experiences and let them know that success is not difficult.

Team management experience model essay 2 Too many things have happened around you recently. In real team management, I have too much experience to share with you.

First of all, the real leader in team management must first realize the pain and difficulties of his peers. Since you are a manager, the ultimate goal of working in a team is to make the team work more efficient and point out the direction for the team. On this basis, stand with your partner employees as much as possible, feel their difficulties and their happiness. Only in this way can we truly win the respect and acceptance of the team. You can't always think that you have the right to use the best equipment just because you are the leader at work. However, when using inferior equipment, we should consider the inconvenience and pain of subordinates and employees. We should really realize that leading an independent office is not a symbol of dignity and status, but because we need to communicate alone and know that we should leave enough face for our subordinates when they work.

Second, everyone is a talent. For employees, everyone is a talent. Therefore, in a team, never accuse an employee of being stupid. Such a simple comment hurts more than just a temporary mood. If you have respect in your heart, what about you? Stupid? Words hurt a person's evaluation of his life. I was born to be useful. This sentence is not aimed at myself, but more importantly at your employees and subordinates. Since I was born useful, so was he. When some employees need to be laid off because of team development, the first thing to pay attention to is to discover the advantages of employees and help them build confidence. Even use his own resources as a leader to provide some useful suggestions for his personal development, or recommend him to a position that is more suitable for him. Because, he is a talent.

Third, be brave in sharing in team management. Sharing here is not only about sharing your own information and knowledge, but also about sharing your feelings in more cases. Many people think that their real leadership ability is a trick. Revealing a certain ability or trick will threaten your leadership position. Actually, it's not like this. Being willing to share can not only make the team make greater progress, but also make their unique skills stronger through collective wisdom. The team will also give back more respect for your sharing. The respect of true leaders begins with sharing and helping, not with someone's general address.

Fourth, give the team enough understanding and patience. In the most advanced human resource management, the recruitment process is the most complicated. It is necessary not only to know whether the employees' work is true through the former leaders, but also to know all kinds of problems of employees' previous positions through background investigation. In fact, the essence of these jobs is to know and understand your employees. The frequent turnover of an employee may not be because of his instability, but because his professional experience is not so smooth. The real reason why an employee wants to enter a company from a long distance may be to reunite with his wife or lover. Maybe the progress of the team is not as fast as we thought. We should really think about the reasons behind this situation and give the team enough patience.

Fifth, let employees learn to manage themselves. The magic weapon of employee self-management is to let employees learn how to plan their own work. The average team leader assigns tasks early in the morning every day. Today, Zhang San does this thing, Li Si does another thing, and Wang Wu does the last thing. At the end of the day, the leader comments on the work of the day, and whoever does well will be praised and criticized. The result of this kind of management is that leaders think about what employees will do tomorrow every day. How to evaluate. Obviously, a person's energy is limited. When the leader has more than six subordinates, the problem arises. Because he can't take into account everyone's work arrangements. Therefore, people who are not assigned will be very lucky, and those who are assigned to important tasks will complain that God is unfair. On the other hand, the jobs faced by employees will also change. The customer's temporary change of mind will make the original work plan unable to start. Employees who are initially assigned tasks may become overwhelmed or insignificant due to external reasons. The inefficiency of the team can be imagined.

I think leaders should take the time to teach employees to plan their own employees and evaluate them with results as the guide. Planning your own work is an ability. Not all employees have this ability. In order to improve the overall efficiency and efficiency of the team, as a leader, it is an initiative to teach the team to have such ability. It seems a waste of time for employees to spend an hour planning every day, but you save time on how to plan for them, and the plans arranged by employees themselves will usually be realized by themselves.

After listening to the chairman's lecture, I was very inspired, especially let me see my shortcomings as a branch manager, and also pointed out the direction for my management improvement. In fact, some time ago, I was also thinking about institutionalized and humanized management? Degree? How to grasp the problem, today finally found the answer. Here, I would like to share with my colleagues my work experience in recent years:

As we all know, the same scheme is implemented by teams with different qualities, and the results are different.

A good plan will succeed if it is carried out by an excellent team, so how important it is for us to build an excellent team to successfully open up new markets, which is the basis of success or failure.

I think team management is divided into two parts: branch team management and dealer team management.

First of all, there are two methods for branch team management:

1, rigid management (institutionalized management):

A. Establish a scientific and strict management system according to local conditions;

B, a clear division of labor, the responsibility to the people;

It is necessary to fully evaluate everyone's ability model, position, fully communicate and reach a * * * understanding, so as to? Make the best use of people and things? . For example, Director Yu, who works hard and sets an example, has many years of circulation experience. He must be the head of the distribution department. Director Ye is good at communication and flexible in thinking. He must be the head of the hotel department. So; No one is perfect, but it must be? The length of employing people, the short of abandoning people? .

C. decentralization;

? No doubt about employing people, no doubt about employing people? . We should fully trust the subordinates entrusted with important tasks. Did the horse give him the grassland or the eagle gave him the blue sky? At the same time? Did the lazy pig give him a whip, or did the bad dog ask him out? .

D. management by objectives;

Everyone should set a scientific goal every week. This is the most important ruler to check that the business personnel are in place. If a business person can't even achieve the basic goal, then he is an unqualified business person, and nothing can be said.

E, establish a perfect inspection system:

Lenin said: a political party without supervision is a corrupt and failed party, and a system without censorship is an imperfect system? . The inspection of our branch is divided into: ① routine inspection. This is mainly the inspection of department leaders, which is the usual practice, such as; The department heads follow the cars on the market in turn five days a week. This is a routine inspection to correct market problems. ② Irregular spot checks. I am the main investigator, and I have formulated strict punishment regulations, such as; 50 yuan was fined for being late for a meeting. In the early branch, employees were enthusiastic about capital contribution, and no points were recorded in the account in the past three months. In the early stage, the branch company violated the system, so we gave him a heavy penalty and canceled the opportunity to advance first. Although stricter, it is good for the overall growth of the team, but it is the basic literacy for business people who already have good professional literacy.

2. Flexible management (humanized management)

I think colleagues have a superior-subordinate relationship, a management relationship and a managed relationship during working hours, but after work, we are all brothers and sisters in life. As team managers, we should do the following:

First, a loss is a blessing.

This is what the chairman taught us, and we must have it with our brothers? Lose first? As the saying goes, spirit? Can't lose, can't get together? Some small things can reflect the weakness of human nature, and they are also the best platform to show personality charm.

Encourage, encourage, encourage again

An excellent student must grow up with encouragement. Similarly, an excellent team is also encouraged to grow and mature. I think the best way to manage the team is to encourage more, encourage more, criticize less, blame less, promote backwardness with the advanced, teach them how to find problems and cultivate their ability to solve problems.

C, listen to public opinions, don't make a centralized.

As the saying goes, two heads are better than one? . At work, we should listen to your opinions extensively, encourage you to put forward different opinions, and learn to think reversely, so that our thinking will be suddenly enlightened, that is? Brainstorm? .

D, the responsibility is borne by yourself, and the honor is shared by everyone.

Full trust and full support in employing people means that managers must actively take responsibility when problems arise, which is also a sign of trust and encouragement. But with the achievements and achievements, we must share them with you, reward those who have contributed, and actively strive for the affirmation of the head office, so that everyone will believe you, follow you and help you solve the problem.

Second, the dealer management

In the words of the chairman, we sell our customers not only products, but also a set of plans to get rich and develop? Therefore, the unification of the dealer's ideas and the recognition of the company's ideas are the key, so we must pay attention to it when attracting investment. Not as big as possible, as long as it fits? . Conceptual identity is the first, and competency model is the second. I think dealer management must pay attention to the following aspects:

1. Strengthen the seriousness of the contract and scheme (reflecting the company's norms and strict requirements).

2. Actively help dealers to establish a reasonable and scientific system (dealer team incentive).

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