What is a high-performance team and how to build it?

What is a high-performance team and how to build it?

Introduction: Team building has played an important role in enterprise development since 2 1 century.

The most efficient team has the following seven characteristics:

Feature 1: clear goals and unified values.

For any team, the goal should be the premise of team building. As we all know, there is a team only when there is a goal, so a team without a goal is not a team. Team members have the same goal and clearly know what the goal, direction and principle are. In order to achieve the same goal, members cooperate with each other, which is the basic condition for forming and maintaining a team. In fact, it is this same goal and direction that determines the nature of the team.

Therefore, the leader's first task in team management is to determine the goal and direction first. This will not only make the team members in different roles have completely consistent goals, but more importantly, make the team have the motivation to move forward. This is the difference between efficient teams.

Having team goals is only the first step of team goal management, and more importantly, the second step. Unifying team goals means that everyone in the team agrees with the team goals and works hard to achieve them. An efficient team can always determine the goal to be achieved through careful investigation before taking action, and firmly believe that this goal is of great significance and value to the team. Then through the direction of this goal, formulate the principle of action, and then fully consider the performance to determine the realization of the goal.

An excellent team must have a reasonable goal, which can make the team exert great strength. Defining the team's own goals clearly can not only let the team members know about the team and the direction they are pursuing, but also stimulate the enthusiasm, curiosity, vitality and creativity of the team members. It should be said that the goal makes the existence of the team valuable.

Feature 2: Self-confidence, open-mindedness and sincere enjoyment.

Building a high-performance team also needs the enjoyment mechanism and atmosphere in the team. Because no matter what kind of team, it can't be closed, and internal members and external communication are not allowed.

* * * Enjoyment is very important in the team, which can quickly improve the experience and skills of new employees and quickly integrate into the new team. It can also enhance the emotion between employees, reduce friction, be conducive to team harmony, and make team members unite to achieve team goals.

There are many things in team sharing, but there are mainly two, one is experience sharing and the other is information sharing.

Experience sharing can be that old players introduce their successful experiences to new players for new employees to learn from. It can also be the exchange of experience between team members, which means that team members can introduce their successful experiences to each member of the team during the exchange, so that everyone in the team can improve their own shortcomings according to the exchanged experiences.

Information sharing means that every member of the team should keep the latest market information flowing smoothly in their own team. This will help the whole team to understand the current market situation in a timely and comprehensive manner in a short time, and make corresponding countermeasures according to the current situation quickly, thus promoting the efficient operation of the team.

Feature 3: accurate positioning and reasonable division of labor.

No matter how good a leader is, a person's ability is limited after all. Modern mass production is a systematic economy, and the development of production and technology involves many disciplines and skills. It is impossible for a professional leader to be competent. To achieve the management goal, a stable and efficient team must be established.

In a reasonable team structure, the age, professional knowledge and intelligence level of its members should not and cannot be unified. In the overall composition of members, there should be not only a strong principal, but also other members with their own expertise. The main responsibility of the person in charge is to mobilize the enthusiasm of the group members to the maximum extent, so that all members can complement each other and cooperate with each other, and give full play to the overall function of the group, so he is the key to realize the scientific structure of the group.

At the same time, in the age structure, the ideal group should be composed of members of different ages. Such groups include the maturity of the elderly, the stability of the middle-aged and the vitality of the young.

Team members should also have complementary professional structures. Under modern mass production, any work has a strong professionalism. Therefore, team members must master certain professional knowledge and skills, and this team must be a reasonable combination of professionals in many aspects, which complement each other in practical work. Only in this way can the team function be effectively played.

However, the rationalization of the team's professional structure cannot be understood and stipulated mechanically. Different types of teams should have different professional combinations and membership ratios. But an efficient team must also have a reasonable intelligent structure, that is, a coordinated combination of different types of members. For example, some people are good at strategic planning, have strong judgment, imagination and comprehensive ability, and can see the overall situation. Such a person is called? Thinker? . Some people are good at organization and coordination, command and control, command teams and organize various activities. Such a person is called? Condenser? . Some people are good at execution, strong in practical ability, operational ability and promotion ability, and can lead by example, so they are called? A doer? . A good team should have both? Thinker? , again? Condenser? , more A doer? . By these? Thinker? 、? Condenser? And then what? A doer? An organic team can become a multi-functional and efficient team.

Finally, the internal coordination of the management team is an important condition to play the role of collective management: if there are disunity and contradictions within the management team, even if each leader is more capable, it is difficult to play a role. Internal friction will inevitably destroy the overall function, and positive factors will be offset by negative forces.

Feature 4: Mutual trust and sincere communication.

Communication, like blood vessels in organisms, runs through every part and link of the whole body, promoting body circulation and supplying various nutrients, thus making life fresh.

Obviously, without communication, management can only be an imaginary and lifeless mechanical behavior. Communication is not everything, but it is absolutely impossible without communication.

Facing the increasingly complex social relations in modern society, we hope to obtain harmonious, harmonious and sincere family relations, friends relations, colleagues relations and superior-subordinate relations; In the fierce market competition, we hope to forge a sincere and United enterprise team in Qixin.

The answers to the above questions may be composed of a series of related elements, but communication is the basis for solving all problems.

There are two figures that can intuitively reflect the importance of communication in the enterprise team, and that is two 70%.

The top 70% refers to the leader of the team. In fact, 70% of the time is spent on communication. Meetings, negotiations, talks and reports are the most common forms of communication. Writing a report is actually a written form of communication, and so are various visits and appointments. Leaders spend about 70% of their time on this kind of communication.

The second 70% means that 70% of the problems in the team are caused by communication barriers. For example, common inefficient problems are often caused by people not communicating or not knowing how to communicate after the problems appear. In addition, problems such as poor execution and weak leadership are all related to lack of communication skills in the final analysis. For example, on the issue of performance management, managers often hate their subordinates, and the goals set at the beginning of the year have not been achieved, and some expectations in the work process have not been met. Why do subordinates often fail to achieve their goals? In many surveys, it is found that subordinates are not clear about the goals or expectations of leaders in advance, which of course cannot satisfy managers, and also leads to employees' inability to accept annual performance evaluation. Both the problems expressed by leaders and the problems understood by employees are problems caused by communication.

Thus, communication is the basis for solving all problems. It is hard to imagine how a team that has lost communication in a people-oriented team can carry out the implementation of production plans, strategies and grass-roots work. If all this is not based on communication, it can be said that there is no possibility of existence.

Feature 5: Clear process and standardized system.

People living in today's society must abide by many codes of conduct that need to be observed by members of society. It is precisely because most members of society obey the rules that the stability of social order can be achieved. In order to safeguard the interests of most people, once someone goes off the rails, he may be punished accordingly. This is the case in society, and so are companies and institutions.

Different companies and different teams have their own specifications, which are unique and unique. Generally speaking, we can divide these specifications into three types. One is the code of conduct related to work performance, for example, companies usually stipulate work levels, work methods, output indicators, communication methods, working hours and so on; The second category is about the norms of resource allocation, such as the payment of wages, the distribution of work, the use of equipment, etc. Another norm is related to appearance and communication activities? How to dress up, how to deal with the boss, how to communicate with people outside the work group, when to be busy, when to relax and so on.

Formal norms are those things that have been compiled into rules and regulations and employee manuals, which stipulate the rules and procedures that employees should abide by. For the team, the establishment of rules and regulations has played a normative role in the operation and development of the team, making things well documented and making it a virtuous circle. For example, operating standards have improved production efficiency, and the work style is vigorous and consistent, and it is forbidden.

Feature 6: Sheng is a family.

He who wins the hearts of the people wins the world, and he who loses the hearts of the people loses the world. The ancients have long given us a profound summary of this truth. This principle also applies to the development of modern enterprises. In the modern society with highly developed world economy and culture, in the era of surplus products and abundant materials, it is becoming more and more important for an enterprise to achieve long-term development.

Man is a perceptual animal. People have no feelings for strangers, but have feelings for relatives and close people. Emotion is a very good interpersonal adhesive. We heard, those? Brother Tiger, father and son? It is because of blood relationship that enterprises are easy to survive and grow in the early stage of development.

Of course. Those who carried guns, smashed windows, and went to the countryside? This blood-related relationship is also easy to succeed, because the relationship between people is more important than money interests. It is conceivable that an empathetic and affectionate boss, which employee doesn't want to follow! Most employees are also realistic. If employees have no feelings, human feelings and old feelings for their bosses, then employees can only talk about money with their bosses.

We've all heard of it: people's hearts turn to the back, and Mount Tai is the top. Although it is a bit exaggerated, the cooperative spirit of employees can really play a role in reversing the situation. A team that satisfies employees can not only enhance the team image, but also always produce products or services that satisfy customers.

Feature 7: Effective authorization and mutual encouragement

Authorization is one of the secrets to improve team efficiency, and proper distribution of work is conducive to improving work efficiency and creating greater value. Enterprise is a team, not one person can support it. The development of an enterprise needs the cooperation of Qi Xin and Qi Xin. Only by uniting every employee and coordinating their relationship can the work efficiency be improved.

In fact, real leaders are not necessarily good at everything. As long as he knows how to use people and delegate power, he can unite forces stronger than himself and thus enhance his value. On the contrary, many leaders with very strong ability, because they are too pursuing perfection, think that no one is better than themselves, and in the end they can only be the best public relations personnel, but not the excellent leaders.

Although Zhuge Liang was a hero for the first time, he decided everything by himself and eventually exhausted himself. Experience has proved that no one can do everything very carefully. Pro-view? . A person's ability is limited, and it is impossible for a leader to complete all the work of a team physically and mentally.

In fact, how to give full play to leadership and build a successful high-performance team is a problem that many company leaders are constantly thinking about. As the leader of the company, we must hope to have a high-performance team under our command, because such a team can perform their duties and respond quickly and harmoniously for a unified goal. One of the main factors that hinder the team from improving its performance is poor leadership. So, how to exert leadership and successfully build a high-performance team?

? 1 move, very clearly depicts the future? Team vision. This is crucial because the team needs to know its own direction.

? The second trick, sincerity, put down your guard. Smart leaders even know when to show their weaknesses in order to win the respect of employees around them.

? Third, ask the right questions. Follow a simple 7-2- 1 principle: 70% of the time is spent listening, 20% of the time is spent asking questions and moderately expressing support, and 10% of the time is spent sorting out (summarizing information and giving action routes).

? Fourth, there is no harm in talking about difficulties. Hiding doesn't make the problem disappear. On the contrary, if leaders avoid talking about it, hiding problems will soon become a culture.

? The fifth measure is to honor the promise. Keeping people's promises is an effective means to build mutual trust within the team.

? Sixth, let others speak first. Leaders should give priority to the needs of others to express their opinions, so as to create an atmosphere of equal communication among team members.

? Seventh, listen. Stop interrupting others as soon as possible and belittle the value of others' opinions. We should publicly thank those who dare to express unconventional opinions.

? The eighth trick is to actively deal with team members who are not performing well. Experienced leaders often unite a group of performance champions with high enthusiasm, and the latter often does not hesitate to get rid of those who can't help them achieve their performance goals.

? The ninth trick, you can joke, but don't make fun of others. Smart leaders usually make fun of themselves because they know that careless humor is often misunderstood.

? 10 trick Self-confidence, you can rely on it. Dare to face realistic problems, and don't cover up failure with clever words. If team members believe that their leader is the one who can persist to the end, they can gain confidence from him.

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