Personal position in the team

The positioning of individuals in the team and their own roles are important weights for team building. As a member of the team, the most important thing is to find your own role and position, which is conducive to future career development. The following is about the positioning and content sharing of individuals in the team.

Personal position in the team 1 1, team leader, accurate judgment, professionalism of team tasks, cohesion to team members, determination at critical moments, and extensive contacts can all affect the enthusiasm of others. Finally, good luck.

2. Leading assistants, experts in various fields, strong execution, strong obedience, and calm at critical moments. Give the best support to the leaders.

3. Peripheral thugs. Then ask casually.

A team is a * * * body composed of employees and management. It makes rational use of the knowledge and skills of each member to work together, solve problems and achieve the same goal. The elements of a team are summarized as 5P, namely, goal, people, orientation, authority and plan.

There are some fundamental differences between teams and groups, and groups can transition to teams. Generally speaking, teams are divided into three types according to their purpose and degree of autonomy: problem-solving teams, self-management teams and multi-functional teams.

First, the definition of the team

There are as many textbooks as there are explanations about the team. Here, a team is defined as: a team is an equivalent body composed of employees and management. It makes rational use of the knowledge and skills of each member to work together, solve problems and achieve the same goal.

Robbins, a management scientist, believes that a team is an organization composed of two or more individuals who interact and depend on each other according to certain rules for a specific goal.

Second, the elements of the team.

1. Purpose

The team should have an established goal, navigate for the team members and know where to go. Without goals, teams are worthless.

There is an insect in nature who likes to eat clover (also called cock's leaf). When eating food, this insect swarms. The first one is on the second one, and the second one is on the third one. An insect leads a team in search of food. These insects are linked together like train carriages.

Management scientists did an experiment to connect these insects like train carriages into a circle, and then put their favorite clover in the circle. As a result, they were too tired to eat grass. This example shows that after losing the goal in the team, the team members don't know where to go, and the final result may be starvation, and the value of the team's existence may be discounted.

The goals of the team must be consistent with those of the organization. In addition, big goals can be divided into small goals and assigned to each team member, and everyone can work together to achieve this goal. At the same time, the goal should also be effectively disseminated to the public, so that members inside and outside the team know about these goals, and sometimes even stick the goals on the desks and conference rooms of team members, so as to motivate everyone to work hard for this goal.

2. People

People are the core strength of a team. Three or more people can form a team.

The goal is achieved through personnel, so the selection of personnel is a very important part of the team.

In a team, some people may need to give ideas, some people make plans, some people implement them, some people coordinate different people to work together, some people monitor the progress of the team and evaluate the final contribution of the team. Different people accomplish the goals of the team through division of labor. In personnel selection, we should consider the ability, complementary skills and experience of personnel.

3. Positioning of the team (place)

The positioning of the team contains two meanings:

△ The positioning of the team, the position of the team in the enterprise, who chooses and decides the team members, who is ultimately responsible for the team, and how does the team motivate its subordinates?

△ What role does an individual play as a member of a team? Is it a plan or a specific implementation or evaluation?

4. Authority (power)

The power of the leader in the team is related to the development stage of the team. Generally speaking, the more mature the team is, the less power the leader has. In the early stage of team development, the leadership is relatively concentrated.

Two aspects of team authority:

(1) What decision-making power does the whole team have in the organization? For example, financial decision-making power, personnel decision-making power and information decision-making power.

(2) the basic characteristics of the organization. For example, how big the organization is, whether the team is enough, how big the organization authorizes the team, and what kind of business it is.

Step 5 plan

This plan has two meanings:

The final realization of (1) goal needs a series of concrete action plans, which can be understood as the specific working procedures of the goal.

(2) Proceeding as planned can ensure the smooth progress of the team. Only under the planned operation, the team will approach the goal step by step, so as to finally achieve the goal.

Personal position in the team. Clarify the needs of leaders.

Many people can enter a company, usually because the direct leader is satisfied with himself during the interview. Only when he thinks that your work ability can meet his work deployment, will you have a chance to join his team. Many times, in order to better manage their own team, leaders need to have their own people in the team in order to keep abreast of the team's dynamics.

At the same time, I also hope that compared with the teams led by other leaders, there will be excellent people in my team to cooperate with my work, so as to improve the status of the whole team in the company.

Therefore, the most basic thing to define your position in the team is to define the needs of leaders. What role does the leader want to play when he recruits himself into this department? What do you do? If your judgment is not accurate enough, you can talk to the leader directly. Leaders will clearly tell themselves the convenient and direct needs, and the inconvenient and direct needs will be euphemistically expressed.

Clarify the needs of the team

There are colleagues working in various positions in the team. As a member of the team, your function in the team is to finish the work efficiently without causing trouble to others. Of course, some employers have hidden needs for employees when recruiting, such as active working atmosphere and active participation in league construction. Therefore, when there is similar confusion during the probation period, you can also communicate with the HR who originally recruited yourself.

Judge according to your own needs.

Many times, the needs of leaders and teams do not match or even run counter to their development goals. For example, company leaders and colleagues just hope that they can complete some work, and the requirements for their work are reflected in quantity. And my goal is to hope that my works are of high quality and my related work skills can be improved in practice.

If your personal needs are contrary to the needs of others in the company, then you can use the probation period to consider whether to change your needs or find a team that is consistent with your goals.

Personal positioning in the team 3 What role positioning errors will occur in the actual work process?

(1) Role orientation is too high: Your role orientation is too high, which is higher than you can actually undertake.

This situation mostly happens to employees who have just joined new industries. There is a big gap between their optimistic estimation of their abilities and the actual work difficulty, so they often make rash mistakes.

(2) The role positioning is too low: the positioning is too low, which means that it is lower than the role that you can actually undertake.

Low positioning is generally due to employees' lack of self-confidence, hesitation and timidity in completing team work, embarrassment about the tasks assigned by others, and thinking that they are not qualified for the work. Such people can easily slow down the progress of the whole work because of cowardice.

(3) Role misplacement: Role misplacement refers to that one's position on oneself is inconsistent with one's actual role.

The employees in charge of foreign business all went to the back office, and in the end, they not only worked hard on themselves, but also messed up the orderly order of the team.

In the process of work, the most difficult thing is how to recognize your role orientation, pull yourself back to the right track from the wrong orientation in time, and ensure the team to complete the work efficiently and with high quality!

Then how can we correct our wrong positioning and recognize our correct position in the team?

(1) Recognize "ideal" and "reality": When we set our role too high, it is actually because we don't recognize the gap between our expected team positioning and our actual work execution ability.

Therefore, to recognize the gap between ideal and reality, the most important thing is to know your actual working ability objectively. Make an accurate assessment of your actual working ability, judge whether your career orientation is in line with the characteristics of the target position, and find out the position that can give full play to your value, so as to maximize your role in the team.

(2) Test ourselves with other people's performance: When we are ambiguous about our role, or we are too low in positioning our role and lack self-confidence, it is a very effective method to find a "model goal" for ourselves to learn and test.

In the same position, when the gap between your work performance and the "goal" you choose is too large, you should consider whether you are qualified for this team role; Similarly, when you are not confident in your work, it is better to calm down and observe how the "model" works, study his working methods seriously, improve yourself constantly in the practice of work, and get through this "time difference stage" with low positioning by "catching up with others".

(3) Recognize your rights and obligations: Team work is a collective work, and everyone in the team has their own rights and obligations.

It is a good way to avoid role dislocation to use one's own rights to complete the work more efficiently and fulfill one's work obligations in teamwork.

When you find that your rights and obligations are inconsistent with your actual efforts, an accurate self-reflection and correction is an effective way to correct your role dislocation.

Beijing Houpulan Education Technology Co., Ltd. is a wholly-owned subsidiary of Oriental Cambridge Education Group. Hou Pulan is committed to establishing the standardization of talents in preschool education industry, exporting the most effective training and consulting system, serving the whole preschool education industry, and taking promoting the standardization of preschool education as its own responsibility. After two years of unremitting efforts, Houpulan has been recognized by many national education authorities and many universities.

The company has set up operation headquarters in Beijing and Shanghai, covering the whole country. Guided by meeting the core needs of the preschool education industry and solving the pain points of the industry, it integrates online and offline services to provide comprehensive solutions for employees, institutions and colleges in the preschool education industry.

When the positioning is too high, adjust the "time difference" in time;

When the positioning is too low, use the strength of others to improve yourself;

When the role is wrongly positioned, bravely correct yourself. This is the way to recognize your role.