How to establish a high-performance management team

The method of building an efficient team 1, strengthening leadership can enhance and play the leading role of leadership. First, leaders must set an example for team members; Secondly, clear the specific work quality, scope, time limit for a project, cost and other target constraints; Thirdly, clarify the roles and responsibilities of each team member and give full play to the respective roles of project team members. 2. Give full play to the communication and coordination role of leaders. First, communication and coordination among team members. Due to the differences in values, personalities and ways of dealing with people, there are various conflicts among members, interpersonal relationships are in a state of tension, and even hostility, strong emotions and challenges to leaders appear. Leaders should fully communicate, guide team members to adjust their mentality, accurately position their roles, combine personal goals with work goals, and make clear what they want to do and how to do it. Secondly, communication and coordination between team members and the working environment. There will also be disharmony between team members and the surrounding environment, such as disharmony with the technical system and unfamiliarity with the information technology system adopted by the team. Leaders should help team members get familiar with the working environment, learn and master relevant technologies, so as to facilitate the timely completion of project objectives. Third, the communication and coordination between the team and other departments. In the process of work, the relationship between the team and stakeholders in other departments will also produce various contradictions and conflicts, which requires leaders to communicate and coordinate with them, strive for more adequate resources and a better environment for the team, and constantly reach a * * * understanding of work processes, work objectives and work stakeholders to better promote the realization of work objectives. 3, give full play to the incentive role of leaders in the process of work, due to strict target constraints and changing external environment, leaders must use various incentive theories to motivate the members of the work class in a timely manner, encourage and stimulate the enthusiasm and initiative of team members, and give full play to the creativity of team members. 4. Flexible authorization and timely decision-making. With the construction and development of the team, the leader should let the team members share the responsibility through authorization, let the team members participate more in the decision-making process of the project, and let individuals or groups work in their own more flexible ways. First of all, through flexible authorization, it reflects the trust of leaders in team members, and also gives team members room to learn and grow. This kind of trust can lay the foundation of team trust and also reflect the team spirit between leaders and teams. Secondly, authorization is conducive to giving play to the enthusiasm and creativity of team members. Everyone has a desire to realize self-worth. Challenging tasks enable them to continuously expand their knowledge and skills and explore their creative potential. The success of every job is not only the success of leadership management, but also the success of all team members to realize their self-worth. Third, flexible authorization is conducive to timely decision-making. On the one hand, team members can make timely decisions according to the changes of internal and external environment within their own authorization. On the other hand, through flexible authorization, leaders gradually shift their focus to key point control, target control and process monitoring. Leaders' focus shifts from the inside to the outside, focusing on the relationship between work and enterprises or society, and ensuring the operation of the project team from the outside. 5. Give full play to team cohesion. Team cohesion is an invisible spiritual force, and it is an invisible bond that closely connects team members. The cohesion of the team comes from the internal motivation and values of the team members, which is the highest embodiment of the team spirit. Generally speaking, high team cohesion brings high team performance. Externally, team cohesion is manifested in the sense of honor and team status of team members. The sense of honor of the team mainly comes from the work goal, and the team is born and exists for the work goal. Therefore, we must set a higher goal commitment, lead the team forward with a higher work goal, let the team members form a unified and strong understanding of the work goal, and stimulate the team members' sense of honor for their team. At the same time, guide the unity of team members' personal goals and work goals, increase the centripetal force of team members to the team, and make the team move towards high efficiency. Internally, team cohesion is manifested in the degree of integration among team members and team morale. People are people in society, and good interpersonal relationship is the lubricant of efficient team. Therefore, effective measures must be taken to enhance the integration and affinity among team members and form high team morale. The team is open and new members will join at different stages. High team cohesion will enable team members to establish team consciousness in a short time, form a sense of identity and belonging to the team, shorten the running-in period between new members and the team, and greatly improve the work performance of the team during normal operation.