People are the core strength of a team, and it can't be formed by one or two people. At least three or more people can form a team. A team should have a common goal. Without a goal, there is no value of existence. Just like everyone, everyone has their own goals and is fighting for them. Therefore, any team has a common goal. For example, there is an insect in nature who likes to eat a plant called clover. When this kind of insect is looking for food, it is often in groups, and the last one lies on the front one, so one after another, just like a train carriage, the front one goes to find food. The management scientist did an experiment: connect the heads and tails of these insects to form a circle, and then put their favorite clover in the center of the circle. As a result, they crawled along the circle exhausted and couldn't find their food, but the leader himself lost his way. From this example, we can learn that if the team loses its goal, its members will also lose their direction. A team without direction, like a blind man, doesn't know who to fight on the battlefield. For example, in the quality control department of the company, everyone has their own duties, and every employee and manager of each branch company forms a quality management team, and the goal set by the quality control department: the one-time pass rate of B-line workpieces is ≥99% as the annual goal. The one-time rate of A-line workpieces is above 95% as the monthly target and above 93% as the annual target. Rework repair rate of A-line workpiece
As we all know, 1+ 1 equals 2. So, what about our team? Why do I say 1+ 1 is greater than 2? Because every 1 is a 1 full of team spirit, if a group, an institution and a team are full of team spirit, then this group, institution and team must be a harmonious team. Such a team, with the concerted efforts of Qi Xin, will surely get twice the result with half the effort. Isn't this 1+ 1 greater than 2?
The so-called team spirit refers to the style in which team members cooperate with each other for team interests and goals. * * * and Qi Xin work together to form a powerful force and become a powerful collective. Everyone knows the "tug-of-war" movement that best embodies team spirit. Everyone must make efforts of 65,438+0,000%, think in one direction, work hard in one direction, cooperate closely and support each other, so as to form an irresistible force and defeat each other.
So, how can we form this very valuable team spirit? As far as our street is concerned, as a first-level organization of the party and the government and an organ with important management functions, it is necessary to form this valuable team spirit. I think to do:
Mutual trust, mutual tolerance, mutual compensation and mutual humility.
First of all, we should trust each other. In a team, different members play different roles. Trust is the basis for the team's strength to be twisted into a rope and form a joint force. This kind of trust includes mutual trust between superiors and subordinates and colleagues. To put it bluntly, don't be suspicious. Distrust can make a big mistake. There is a story about trust in the classic novel Romance of the Three Kingdoms: Liu Bei's trust in Zhao Yun. It is said that Liu Bei was defeated and wept bitterly. His brother-in-law came to report again: "He voted for Cao abnormally!" Liu Bei said, "Zilong is an old friend of mine. Will I violate it?" Do not trust my brother-in-law. Zhang Fei, a brave soldier, said: Maybe Zhao Zilong was greedy for money and surrendered to Cao Cao. Liu Bei said, "When Zilong and I were in trouble, his heart was as hard as a stone. Can he shake it with wealth? " His brother-in-law added, "I saw him lead an army to see Cao Cao." Liu Bei said: "Zilong must have a reason. Besides, dragon rebels, chop it! " How much Liu Bei trusts Zhao Zilong here! It is this kind of trust that made Zhao Zilong enter the enemy's rear seven times, killed countless enemies, saved Liu Bei's son, made the enemy fearful, and saved Liu Bei from danger. This is the power of trust! If there is such trust between our leaders, subordinates and colleagues, we can become an invincible and invincible steel team.
Second, mutual tolerance. Liu Qi, member of the Political Bureau of the Communist Party of China (CPC) Central Committee and secretary of the Beijing Municipal Party Committee, said at the first meeting of the 10th Beijing Municipal Committee recently that "only tolerance can lead to harmony, and respect can lead to tolerance. Mutual tolerance and harmony can only be achieved. " As the saying goes: teeth bite the tongue. Conflicts and misunderstandings will inevitably occur in a unit, which requires us to have a mutual understanding and tolerance. In particular, don't haggle over every ounce on some unprincipled issues, answer blows with blows, an eye for an eye. There is an old saying in China: "What's going on in the world, when; Some things can't be done; Of course, this is amazing. " It means something trivial, which is hard to be confused as a motto. Really care, which affects both work and feelings, has no value.
Third, complement each other. Complementing each other is easier said than done. But as long as there is team spirit, it can be done completely. First, we must establish a global concept. The overall management of sub-district offices is organically coordinated with the management of various departments. Each department should not only focus on local interests, but also integrate the pursuit of individuals and departments into the overall goal of the team. In the modern society where the division of labor is more and more refined, it is impossible for a versatile person to do everything by himself. A single flower is not spring, but colorful spring scenery is full of gardens. Only by firmly establishing the concept of the overall situation and focusing on the interests of the overall situation can each comrade devote himself to the team, contribute his own strength and gather the strength of others; Only when colleagues make mistakes or are not in place can they stop plugging in time and take the initiative to make up the station. Although the relationship between government officials is far from life and death, we must share weal and woe and help each other in the same boat. The second is to dare to take responsibility. Some units have seen such a situation: when a department has a problem, the section chief often looks for objective reasons or subordinates to shirk responsibility. But the clever section chief, even if his subordinates make mistakes, will blame himself, just like "Zhuge Liang wrote three times to demote Ma Su with tears in his eyes". The courage, courage and sense of responsibility of the section chief are the key to eliminate the adverse consequences caused by subordinates' mistakes in time and quickly reverse the work situation. This is a higher level of platform replacement. If a leader can do this consciously, there will be no cohesion and team spirit.
Fourth, give and take. "Facing difficulties and making way for honor" is our fine tradition. When a team makes achievements, when honor comes, we should have the spirit of plum blossom "Qiao does not compete for spring". There have been profound lessons in the past. A team can live in harmony and support each other in the process of struggle, but when it wins, it is locked in a struggle. The reason is that it can't accommodate each other and win glory. We must not forget this lesson.
Comrades, the formation of team spirit needs constant accumulation, adjustment and revision, and all the ideas of completing a battle can only be unrealistic expectations. Only we can start from small things, from now on, from me; Study, study and study again; Practice, practice, practice again, in order to reach the ideal state of 1+ 1 greater than 2!
2. Team spirit is very important for enterprises to keep the best development. Cultivating a high-performance team full of team spirit is one of the management goals of enterprise decision-making level. Teams tend to have the same goals and expectations, similar or similar ideas, beliefs, values and behavior rules as much as possible, so as to form a consistent behavior pattern and unite with each other, which requires the enthusiastic care of all employees in the company.
Unity is strength, and every member of the company must feel strongly that they are a brick and tile on the majestic wall and an indispensable part. The close combination between bricks is the basis of building city walls, and this close combination is cohesion. Employee cohesion is the source of enterprise development and collective creativity, and only by keeping pace can cohesion play an effective role.
How to keep in sync? Teams should gradually form their own behavior habits and norms. At the same time, this specification also explains the behavior style and norms of this team. The establishment and improvement of enterprise rules and regulations and standardization can play an auxiliary role in this respect, and the key to this deployment is the core figures of the team themselves. The role of example is the most important factor in establishing leadership authority, which is what we usually call setting an example. What is this? This is the rule! Leaders implement rules and regulations and disciplines through their own words and deeds, and gradually establish the prestige of leaders, thus ensuring the effectiveness of organization and command in management. Employees will also consciously demand themselves according to the code of conduct of the enterprise, forming a good atmosphere and ethos of the team.
When team members are proud and gratified that they are part of the magnificent city wall, when people's self-worth is realized, everyone is willing to pay the price for the development of themselves and others. At this stage, it is very important to maintain and guide the interpersonal relationship in the team to be harmonious and interdependent, respect individuality, tolerate each other, respect each other, treat others sincerely, trust each other, keep promises, help each other, care about each other, complement each other's abilities, help each other in the same boat, enjoy benefits and take responsibility. Every member should start from himself.
Communication is an important part of maintaining team spirit and cohesion in daily work. With smooth communication channels and frequent information exchange, every member of the team will not feel depressed, and the work will be easy to produce results and the goal will be achieved smoothly. Of course, there is also the question of a good commander and accurate goals, or the direction of development. When personal goals and team goals are consistent, employees will easily have a sense of trust in the company, morale will be improved, and cohesion will be more deeply reflected. Therefore, the top management should hand over the determined long-term development strategy and short-term goals to subordinates and keep communication and coordination. At this time, the enterprise team members have a strong sense of professionalism and responsibility, show a sense of honor and pride in the performance of the team, are willing to actively undertake the tasks of the team, and the working atmosphere is in the best state.
The cultivation of team spirit is a requirement for managers. Teamwork plays an important role in the ultimate success of enterprises. According to statistics, one of the main reasons for management failure is the bad relationship between managers and colleagues and subordinates. Humanized management is a management skill to deal with daily work and the relationship between superiors and subordinates. Effective motivation from both spiritual and material aspects can stimulate employees' personal motivation and stabilize employees. In particular, the management of knowledge workers needs care, love, patience, good use, trust and respect, which are the first things that senior leaders should master and improve.
On this basis, with the enrichment of other elements such as leadership art, fair incentive mechanism, values, cultural accomplishment, reward and recognition, and continuity of policies, team spirit and enterprise cohesion will be promoted and consolidated, the potential creativity of enterprises will be brought into play, and the overall goal of enterprises will be successfully realized.
As the saying goes: a team without a soul is poor, and a team with a soul is terrible!
We will encounter many problems in our career. When I first entered the workplace, no one taught me these questions clearly, but slowly, I learned a lot from some people, events and experiences. Here, I share my experience with you. I hope that all of you here can slowly confirm and understand these laws or objective facts in your future career, so as to understand them earlier than I used to. These things can't guarantee you good grades in the next five years or 10, but they are a kind of inheritance. This is what I learned in my career, and I will teach it to you now. I hope everyone here will take the initiative to continue to inherit their achievements in the future development, okay? Then let's move on to the first topic.
The first theme: goals
Let me ask you a question first: What is your goal in this company? Or what is the purpose of your sitting here today?
Just now three people answered from different angles. Some people say I'm here to study, others say I'm here to play games. I don't think these answers are your goal, just a direction. Let me ask you another question: 20 1 1 year, that is, after one year, will you still stay in this company?
Just now, everyone raised their hands and said that they would stay here after one year. But I have to say it's impossible. Why? Because in most parts of the world, there is a universal law that only a few people succeed forever and most people fail.
So if 19 sitting here is still in the company at this time next year, there may be several situations. One situation is that the company is corrupt. There may still be so many people in state-owned enterprises one year later, and there may still be so many people in government agencies, enterprises and institutions one year later. But those aren't really our company. The development of the company is always accompanied by constant absorption and elimination. So, ladies and gentlemen, sitting here as a newcomer today, what is your's goal? It's simple. Live and stay in this company. You should strive for opportunities and not be eliminated. Of course, it is also possible that, as everyone said, the development of companies is slower than that of individuals. At this time, you may voluntarily abandon the company, and you will jump ship. Then I will be very happy as the CEO of the company, because one thing is certain: you have developed faster than the company, so you must have brought a lot to the company. So, today, at this moment, I hope everyone will remember your goal today and why you are here.
So the first thing I want to tell you today is: you should know what I am doing today. What will I accomplish in the next three to five years, what kind of person will I become and what kind of development will I have? People will have many goals in life, but as they get older, these goals will become less and less. For example, if you go to a nursing home and ask a 90-year-old man what his goal is in the future 10? He would say, my goal is to live to that time.
When we leave school, we always have many dreams and hopes, and we will see the goals waiting for you to complete. But in the process of growing up, with the passage of time, we will have less and less things left.
As we all know, there are always a few successful people in the world. Those who succeed always have clear goals and are determined to achieve them. They can tell exactly what they want to do in five or ten years and what height they want to reach. Then I also want to ask: What is your goal in ten years?
Many people come out of school and have no goals after two or three years. Think about yourself and open your eyes on your first morning in the company. What are you thinking about? Don't be late today, work hard. Is it full of expectation and tension? So many people are in the company for two months and three months today. What's the first thing that comes to your mind when you open your eyes in the morning? I'm sure some of you will deduct your salary if you feel late. Get up quickly. There is no denying that many people will become like this.
Let me ask you one more question. What killed our goal? This is an excuse, a million excuses. Every time we make an excuse for ourselves, we will let go of one thing. Every time we have an excuse, we will let go of one thing until one day we wake up. What are we still insisting on? Do we know what to do tomorrow?
Most people here passed my second interview. I want to ask a question. What do you want to do in three years? If your answer in the second interview is from the heart, then you should also know that every goal needs to pay a certain price. All of us here are post-80s generation, and our generation is used to demanding a lot of things, and has a lot of demands on our life. So there are many things here now. I want to ask you, how will you pay the bill?
In fact, nothing in this world is given to you for nothing. Nothing for nothing. If you want to get some, you must give up others. There are only choices in life, no gains or losses.
Today, when everyone is discussing what I want, we must ask ourselves, what can I get in exchange? What can I get in exchange? What can I give? Conversely, if one day you don't get what you want, you can also ask yourself, is your effort worth the result you want?
The second theme: value
Still a question, how do you think your monthly salary comes from? Market and boss? If you call the market now and ask it to pay you, will it? As for the boss, what is his decision?
I told an old employee before, I said, what kind of salary you get in this company is not decided by the company, but by yourself. How much money can you earn for the company? What is your contribution to the company? How much development have you brought to the company? In fact, the measurement method of employee value is very simple. How much more value can the company create with you? How much value will the company lose if it loses you?
People often like to make comparisons, always comparing their own strengths with others' weaknesses. I'm too strong. I am better than him in everything. Why does he get more than me? Like these, there are many, many places where you will feel unfair. Then think about it, how did the boss get the money? The boss's money comes from the market. I earned it by serving others. So as an individual, how much value can you contribute to this market? From the moment you entered the company, at what point do you think that the value you created for the company exceeded the salary given to you by the boss, then you can negotiate with me, otherwise you don't come to me, because it is meaningless. Why is it meaningless? Because you don't know how to measure your value or how much you weigh. Why did you come to me? Remember, in your career, never ask your boss why you pay such a salary. What you have to think about is how much income I can increase for the company and how much contribution I can make to the company's development. Well, then you can come and talk to me about how much you deserve.
So, always remember that your value is up to you. Maybe when you work for a company, a manager or a person, you will feel wronged. You think you are more valuable. But if we believe that today's market is fair and this is naturally fair, you can find a new company that is worthy of your value. If you say this won't work, because you can't leave here for one reason or another, then your value will not change.
The reason why I am here to tell you this today is that many of you have just entered the society. These principles are put in your mind, and in many cases you will know what you should do.
I told more than a dozen people in the company that the company is just like people, with life, illness and death. We are on the rise now, and it may take many years to become very big companies, such as IBM and Microsoft. Since the company has a life span, I can say for sure that every individual in the company has a time limit for its development, and there will definitely be personnel changes during this period. Of course, maybe after a period of development, you will choose a better company, which is not necessarily a bad thing for the company or for me. If one day, Microsoft comes here to dig my people, what does it mean? That means I am very successful. On the other hand, if no one joins my company and no one is interested in my products, the company will definitely not develop.
Remember, when you leave this company one day, you should be very clear about what you have learned and whether your contribution to the company can find a better position and get a higher salary for your future. This is actually the embodiment of your value.
The third theme: trust
First of all, who can tell me who you trust in this room?
How does trust come from, especially in enterprises?
I can stand here and say that as a colleague and friend, I trust everyone completely, but as a manager of the enterprise, I can tell you here that I don't trust anyone. Trust is a very, very expensive thing at any time. When a person gives you a promise and you verify it, you can say OK is trustworthy. When someone asks if you trust me, you should ask him: Why should I trust you? Trust is a very valuable thing, and it takes a long time to verify. What you said and did yesterday and the day before yesterday determines your trust at this time today.
I wonder if anyone has studied Buddhism. There is something in Buddhism called karma, which is karma. People trust you because of what you do and what you do. Many people have had this idea when looking for a job: I want to find a good company, where there is a good culture and atmosphere, and everyone trusts each other. Then I tell you, you should sell insurance or Amway, which may be more suitable for you. Trust is very expensive. What makes others trust you and what you exchange for others' trust requires you to do something to prove it. Empty talk about trust, I'm calling you now, saying we'll meet at a place this afternoon 12. Will you go? You will definitely ask, why? what can I do for you? So I hope everyone here will remember that trust is very precious and needs to be proved by what they have done.