Recommend entrepreneurs read: 10 strokes to teach you to build a good team

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A good team is not simply a collection of talented people.

Studies have shown that the important factors in building a productive team are often not as obvious as they seem to be, and contrary to traditional wisdom. Recommended entrepreneurs read:

1 Don't just look at the intellect, but also the social skills.

How can you have a smart team? Not to see the average IQ of the team;

The three factors were the average social sensitivity of the group members, the degree of Team members ' dialogue being dominated by the minority, and the proportion of women in groups. (women tend to be more socially sensitive in research than men.) In other words, if the members have high social skills, a certain percentage of women in the team, and the dialogue reflects the majority of the team's ideas, the group will perform better.

2 The best way to judge a good team is whether players appreciate each other

According to the "Happiness Advantage: promoting success, improving performance in the optimistic Psychology 7 Principles" (The Happiness advantage:the Seven principles of Positive psychology that Fuel Success and Configured at Work) as described in the book:

... A study of a financial services company with more than 350 employees in 60 business sectors shows whether team members appreciate each other is the biggest factor in predicting a team's success.

How well do they need to get along? Remember 5:1 percent:

"The people in the office" margin: Understand human nature, make friends, win, work best (the Ape in the Corner office:how to make Friends, Win fights and Work smarter by understanding Human nature) mentions:

It turns out that these 15 highly effective teams averaged 1 negative responses per 5.6 positive responses. The positive/negative ratio of 19 inefficient teams was 0.363. That is, they have a positive reaction for almost every 3 negative reactions.

Is your team going to punch, high fives, hug? The team with the most physical contact is also the best team, they are victorious. "

"Subconscious: Your unconscious determines your behavior" (subliminal:how Your unconscious Mind rules Your Behavior) also says:

Do sensitive people work more efficiently? There is no data showing that the boss will occasionally reward employees who are fluent, but a 2010 Berkeley team of researchers reported that a palm of the skull was really associated with a successful team interaction. Researchers at Berkeley studied basketball, a movement that requires a long period of uninterrupted collaboration and complex touch language. They found "punches, high fives, chest touches, aerial shoulder bumps, a punch, head, stroke head, low high five, air hands high fives, hug, group hug" the number of times with the degree of cooperation between teammates have a significant relationship, such as passing to those around the weak defensive players, through asylum (basketball terminology: Screens) Help peers to get out of defensive pressure and give up personal opportunities to show trust in their peers. The team with the most physical contact, the most cooperation, and most often won the championship.

3 The most creative team is a mixture of old friends and strangers

From "Imagination: How Creativity Works" (Imagine:how creativity):

"The best Broadway team so far is those that contain mixed relationships," Uzzi said. "In these teams, there are old friends and new people," he said. This combination means that artists can interact effectively-they have a familiar framework to rely on-and can combine new ideas. They get along at ease, but not too comfortable. "

4 Morale Lovers stories related

What motivates team morale? The answer is a good story:

"Institutions that can communicate with a gripping historical perspective usually inspire a special sense of purpose for employees." It is this professionalism that directly affects the success and failure of the company and is crucial to the establishment of corporate heritage, "said the author Adam Galinsky,morris and Alice Kaplan, who are both moral and managerial decision professors.

5 Effective team performance needs clear goals

"The Genius team: the Creative power of cooperation" (Group Genius:the Creative collaboration) mentions:

A study involving more than 500 professionals and managers in 30 companies shows that unclear goals are the biggest obstacle to high-performance team performance.

6 After the goal, establish the role

From the bosses: Winning and losing (top dog:the of Winning and losing):

It is a reliable way to improve the quality of teamwork to make clear that each person's responsibility goal----------clear role The egalitarian approach of believing that team members should have equal status and that roles can be interchangeable is not quite applicable here. When members are aware of their roles, teamwork can be most effective, and of course each role does not need to be equal. Dr. Eduardo Salas of the University of Central Florida is the most frequently cited scholar in team efficiency studies. He spent his life working on team building and team training processes-analyzing army teams, law enforcement teams, NASA teams, and many corporate teams. The only strategy to stabilize the effect is to focus on the role positioning strategy: When the pressure doubled, their respective roles.

7 want a high speed team? So think about how to work more smoothly.

Excerpt from The Secret: The Happiness Study for non-optimistic thinkers (the antidote:happiness for arranges who Can ' t stand Positive thinking):

... (Working with him) Emergency Repair supplies in the F1 equation were told that the rate of change was no longer a benchmark; The guideline they are pursuing is to focus on "fluency" rather than breaking the existing record of changing the tyre speed.

8 differential treatment is feasible

From the bosses: Winning and losing (top dog:the of Winning and losing):

does not giving exceptional treatment to good players reduce the motivation of other members of the team? The researchers compared the salaries of the NBA's famous stars to those of their teammates who did not know their name. Basically, if a teammate gets paid in a way that no one else sees fit, then the performance of the team will be affected: team members will not be able to work hard for what they see as unworthy standards. But if the quality of the good players is guaranteed, then the performance will not be affected ... Good players are different. They will face harsher observations: people expect more from their performance.

9 Team Best mix of men and women

Mixed-sex teams perform better:

For MBAs, at the top, the best performance combination is made up of two men and a woman. The differences in performance are said to be based on differences in decision making. We observe that the three-woman team is less aggressive in pricing strategies, has a relatively small investment in research and development, and invests more in promoting social sustainability than in other combinations of gender-specific groups. There is also the fact that we have found evidence that supports a hypothesis that determines the team's outcome is the lack of motivation in the three-woman team.

10 research shows that the overall strength of a team depends on their weakest link

Team strength does not depend on the average strength of team members, but on the strength of the team's least trusted player.

Two survey results show that the estimate for team trusts is indeed lower than the average score for personal trust, and is the same as the least trusted member on the data. In addition, compared to the average personal trust level, the team's collective assessment helps to better predict the deadlock rate in the allocation negotiation, and B to consolidate the level of common harvest in the negotiations.

Want to know how to build trust? Let your team members play jokes on each other.

(via BI translation/fast carp)