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Overcoming the five obstacles to teamwork

Overcoming the five obstacles to teamwork

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2017/09/01 17:12

The first obstacle: lack of trust. Trust is the foundation of teamwork in the true sense, so the first problem is that team members cannot understand each other and treat each other with sincerity. If we cannot trust each other, we cannot be a team that can ultimately succeed. The members of the excellent team will never guard against each other, they will not hide their shortcomings, have the courage to admit their mistakes and deficiencies, dare to publish meaning, and do not have to worry about being retaliated against. Team members who lack trust have the following performances: 1. Conceal their weaknesses and mistakes 2. Do not want to ask others for help or give constructive feedback to others. 3. Unwilling to provide help to others beyond their duties. 4. Easily draw conclusions about other people's intentions and opinions without thinking carefully. 5. Unwilling to acknowledge and learn from others' technical experience. 6. Waste time and energy in pursuit of your specific goals. 7. Dissatisfaction and resentment towards others. 8. Fear of speaking, looking for excuses, and minimizing time together. The second major obstacle: fear of conflict. If harmony comes from constantly solving problems and contradictions, then harmony is good in itself; but if it is because it conceals its opinions and true thoughts, then the so-called harmony is bad. What we need is not the kind of false rapport (one kind), what we want is a team that can effectively argue things, and then end without any harm. The purpose of active argument is to find the best solution in the shortest possible time. This way, we can thoroughly and quickly discuss and solve the problem. After the argument ends, they will not have residual dissatisfaction or resentment, but will immediately move on to the next issue. A team that is afraid of conflict has the following characteristics: 1. Team meetings are very boring 2. Using improper means to carry out personal attacks behind others 3. Avoid discussing topics that are prone to controversy, which are very necessary for the success of team collaboration 4. No Correctly handle opinions and suggestions among team members 5. Waste time and energy on the surface The third biggest obstacle: lack of investment 1. Two major reasons for lack of investment: 2. Pursuit of absolute agreement and absolute grasp 3. Unable to reach Whether it is caused by the pursuit of absolute consistency or the pursuit of absolute control, it is necessary to know that the most unfavorable result of a management team's inability to reach consensus is that there are long-term deep unsolvable contradictions within the organization. A team that lacks input has the following performances: 1. The team's instructions and main work tasks are vague 2. Missing business opportunities due to unnecessary delays and excessive analysis 3. Leading everyone to lack of confidence and fear of failure 4. Repeated discussions, unable to make Decision 5. Team members repeatedly question the decision that has been made. The fourth major obstacle: avoidance of responsibility. Avoidance of responsibility means that team members cannot give timely reminders when they see that the performance or behavior of their colleagues hinders the collective interests of the team. . The main reason is the unwillingness to cause tension in relationships after pointing out the wrongdoing of others, or the tendency to intentionally avoid unpleasant conversations. The team that evades responsibility has the following performances: 1. Members have resentment towards colleagues with outstanding performance in the team 2. Be willing to be mediocre 3. Lack of a clear concept of time 4. Put responsibility on the team leader One fifth obstacle: ignore the results The concept of work results is not limited to economical measures such as profit, income, and shareholder equity. In fact, the unremitting efforts of the team to work together to achieve specific goals and results should be a measure of the performance of any team. In addition to results, focus should be on collective and individual performance. Teams that don't value collective performance have the following performances: 1. Can't make progress 2. Can't beat competitors 3. Lost capable employees 4. Encourage team members to focus on their personal career prospects and goals 5. It is easy to disintegrate

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