Must-read for Team Building: Extreme Team

The book "Extreme Team" in the second issue of Xiaoyan Personal Improvement Reading Club (15) was written by Robert, Ph.D., Organizational Behavior of Yale University. Bruce? Shaw. The author inspected seven companies and summarized the characteristics needed to build an extreme team. Through reading and learning, I have the following experience:

1. Find a group of people who are persistent in their work.

In the recruitment of team members, the first thing to consider is that the other party must love the corporate culture, recognize the company's products and be persistent in working together. Otherwise, these new members will consume management resources and the team will not be truly cohesive. Extreme teams tend to attract employees who are willing to go all out for their work. The biggest characteristics of these employees are their obsession with the results, high sense of identity, high sense of mission and enthusiasm; Have a strong sense of social responsibility.

2. Try to find suitable and excellent people.

Airbnb and Netflix pay more attention to whether the other is suitable for their corporate culture when choosing candidates. Brian, founder and CEO of Airbnb, spent a lot of time choosing his first employees. Airbnb only picks people who are full of confidence and enthusiasm for their products and future. Brian said that what he values is not people with outstanding skills, but people who can devote themselves to the company in the future. Netflix believes that trusting people in the company is more important than working hard and becoming the most talented person.

3. Pay attention to the key points and understand the company's major events.

Employees should be clear about several key points of the company, so that they can concentrate and invest. Every employee should understand the company's "necessary" strategy. For example, Netflix helps employees build lists and learn about the company's situation through questions and answers.

4. Corporate culture of combining leniency with severity

The care and strict evaluation of employees are warm but harsh.

Netflix's approach is to give employees more autonomy, so that employees can achieve their goals and minimize control processes and policies. Netflix not only simplifies the workflow, but also cancels the vacation restrictions and performance appraisal. But at the same time, Netflix stressed that employees must be responsible for the results of their work, and if their performance does not match the autonomy given by the company, they will be fired.

5. Apply the "catfish effect" to team management

For example, Alibaba's culture encourages employees to have heated debates, so that such teams can use team wisdom to acquire knowledge when facing conflicts; Stimulate the team's innovative vitality through debate; In fact, challenging and conflicting discussions are very important for both the team and the company.

In short, to build an extreme team, we must have consistent team goals and attract people who are persistent in their work with knowledge. They must be suitable people and excellent enough; Know how to focus on priorities; The corporate culture of combining leniency with severity and the introduction of "catfish effect" have always made the team full of vitality and fighting spirit, and promoted the in-depth development of the team.