How to improve the executive power of an IT team

When it comes to implementation, it feels heavy, and I don't know where to start. To execute it is not only a rich knowledge, but also a set of very specific acts and art, in the individual, in the collective, in the enterprise, in the country, no matter how great the ideal you have, and no matter how advanced you have the management concept, if not to struggle, not to execute, ultimately can only be affixed to the wall, It's just narcissistic. As an IT team, its executive power is equally important, if there is no strong executive power, the project can not be completed on time, the product can not be listed on time, even if reluctantly released, is also a bug flying, complaints, SP1, SP2 ... SPn, climb up and down the pole.
How do you improve the execution of an IT team? Maybe everyone has different ways, have different practical experience, I just throw a brick, I hope to discuss with you.

The first is understanding and familiarity.
Be familiar with everyone in the team, everything. Every man has his own strengths and weaknesses, everyone has his views and understanding of the current work, everyone has his different style, each person also has his expectations of the team, a team leader if these are not understand, unfamiliar, we will not be able to make the best use of their own, just do their work. And the expectations of team members, may be a very sensitive thing, many members do not want to vindicate, many leaders are unwilling to face, or unwilling to take the initiative to engage in in-depth communication with the staff, think that a reference to staff expectations, may be the demand for a promotion, which makes him difficult to face. In fact, the expectations of employees are not so simple, some people want to learn more things, some people want to have a harmonious team atmosphere, can be happy every day of work, some people hope that their opinions can be valued, the results of their work can be the affirmation of leadership, some people want to raise a salary and so on. If you do not face, do not understand, also does not mean that employees do not want to, employees he is your subordinate after all, of course, embarrassed directly with you, but to a certain day, suddenly received his resignation letter, a few years of hard training, in exchange for the leadership, thank you for a few years of my training, the heart will feel a trace of regret? If we often communicate with the staff and communication, in their psychological state fluctuations, timely dredge, timely guidance, may be able to solve a lot of problems, not because of the emotional impact of the implementation of the work, affecting the progress of the project.

It's not enough to know people, it's just as important to know everything about the team. Only when you know the whole story well can you find out how easy it is to arrange the right person and make the right plans, and employees can feel the importance you have for what they do. He is bitter, tired, you are very clear, not high, do not distinguish red indiscriminate, head a beat: "This matter you must come out tomorrow", "God, this is a big demand ah, overtime to dawn, also can't finish Ah", so several times down, I think he left the team is not far.

Know people, also understand things, the focus of the project, where the difficulties, which features should focus on the strength of the strength to conquer, we have to know, the progress of the whole project has been fully guaranteed, this is just like the famous "bucket theory", a bucket can be installed how much water, not to see which board the longest, but to see which plank shortest, Only the shortest plank can be lengthened to fill more water.

The second is team culture. Enterprises have the culture of enterprises, the team has a team culture, team culture, the formation of the team is also an important factor in the implementation of the ability to improve. As the executive culture of the IT team, I think we should talk about the following:

1, strict, enforceable very strong norms and regulations. From demand research, demand analysis, system architecture, detailed design, program development, system testing to the final implementation, should have a clear standard, not because of personal habits, personal hobbies and arbitrary change or deletion, only with a clear standard, we have the standards of implementation, inspection standards, also have the final assessment criteria, Only in this way, the whole project can be a whole, the whole system can be a style. But in practice, the situation is not ideal, many programmers may have complained: "To modify other people's procedures, really a pain." Why is it painful? Needless to say everyone knows: the annotations are ambiguous, the structure is not clear, the coding is not standard. What's more, the software is made, one can see, this piece of function is a person to do, that piece of function is another person to do, completely different several styles splicing together. It is important not only to have a specification, but also to be executable. Each team may know that the specification is very important, but also have their own specifications, but its operability is not strong, the staff to carry out a very painful, always modify the norms, in fact, this is no specification.

2, the clear rewards and punishments measures. The end of a project, should have a detailed, comprehensive, full participation of the project summary, the project progress in the process of showing the advanced technology, deeds, advanced figures, focus on the proposed, to be praised and rewarded; to show the problem, but also to put it on the nail, to identify the root causes of the problem, summing up the experience and lessons, The person responsible for the accident should be severely criticized and punished. This may be difficult to implement in the IT team, I saw an article in front of << embarrassing project manager, which means that many companies now implement Matrix management, project manager, department manager dual leadership, project manager is responsible for planning, project implementation, and department managers are responsible for career planning, performance appraisal, This is a pair of contradictions, the project manager can only arrange tasks, check the power of the task, there is no assessment, rewards and punishments power, so the problem comes out: things do better than good relationship, things do good and bad, department managers are not clear to his assessment will not have too much impact, and the department manager will often use his power And balance the various projects. The days are long, the enthusiasm of the work of everybody naturally goes down. So to improve the team's executive power, to solve this embarrassing situation is also urgent.

3, the harmonious team atmosphere. Work and be happy, this is everyone's yearning. A team if the relationship between the top and bottom is very harmonious, harmonious, like a big family, work together, rest together, live together, this team must be a harmonious team, must be a cohesive, strong combat team. This, the influence of the leadership is very important, your words and deeds, your attitude is a team of catalysts, catalysis, the team is more passionate, more dynamic, more active and strong, if the catalytic is not good, can be suffocated in the inside. Sometimes a little more smile, a little more encouragement, a little more time to get along with the staff, the atmosphere of the team will naturally occur a lot of changes.

4, to establish a learning-oriented team. Mr. Liu, Lenovo's president, said that in order to improve a team, the first thing to do is to let soldiers love war, to use various means to mobilize the enthusiasm of employees. Secondly, to allow soldiers to fight, through continuous training to improve the overall quality of staff and professional quality. Finally, the tactical order of the decision-maker training team. This shows how important it is for the team to learn, especially the IT people. Today it technology is changing rapidly, if a team does not provide learning opportunities, team members do not learn the habit, this team may also be the evening sun, even if there is a trace of beauty, will slowly fall.

Third, it is necessary to have a good organization and coordination capacity. Today's society is a hero times out of the Times, we celebrate heroes, praise Heroes, but do not advocate individual heroism. A team is a collective sport, like a football match, the star, he can be a spiritual leader, leading everyone organized, orderly play to win the final victory, but he alone, even if he has great skills, is not able to complete the game. does not the international organization often organizes some star competitions, pulls out the world best stars to form a team, goes to the national team or the club team to play, the result, often is the latter wins, why? Star Team, they are a team set up by the pro team, not familiar with each other, do not understand, there is no tacit understanding, together with a very unfamiliar, although the technology is excellent, but difficult to achieve the final victory. Our team is also so, I hope we all become heroes, I hope we all become stars, but I would like to have a good coach, let these stars to their respective roles, accountability, we are a strong executive team, you look at Microsoft, Google, they are not so?

The impact of team performance, in fact, there are many many, I will no longer wordy, when our project can not be completed as scheduled, the product can not be on time to market, not too complaining about the change in demand too fast, also do not complain about the cycle too short, change is normal, there are changes to progress, we have to think more about the effectiveness of our team, executive power how , how to improve a team's ability to execute.