Team Management Skills

By Philip Perez,2017-12-29 14:29:00
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Team Management Skills

Many factors are needed to build a team, such as the thought strategy of the team leader, the passion of the team members' mentality, the team's overall fineness, qi, god and so on, all play an important role in team building.

But I think, the integration of the team spirit of the world, the effective use of the spirit of staff motivation, is one of the most important link, it runs through the team leader's thinking strategy, team members of the mentality of passion, the team as a whole fine, gas, God and so on the whole process. Because any successful team should be a harmonious team, should be based on a common value trend, with a deep emotional atmosphere as the link to the unity of the strategic objectives as the driving force, can produce a strong cohesion and centripetal force, thus triggering infinite execution and combat effectiveness. That is to say, the team is to have the spirit!

So, how to use the spirit of motivation to effectively motivate subordinates? The following I according to their own experience and ideas over the past few years for a simple analysis.

1. Focus on the careers of your subordinates:

A.ignite the passion of their subordinates, a more confident.

In marketing, for example, it is supposed to be a passionate business. A passionate marketing team is a dynamic team. Because passion makes everything possible. As a boss, it is incumbent upon him or her to use his or her passion to ignite the passions of his or her subordinates and to build a dynamic and passionate team. Only by kindling the passions of our subordinates can we go through some hard days, break through all the resistance and obstacles from the external environment, and usher in the dawn of victory.The passions of our superiors and subordinates are pulled and infected by each other, and the passions of our subordinates also make our superiors dare not slacken off and stay young forever.

The marketing process is all about putting up with a lot before you can be successful, so give yourself a little more passion every day. Even if 100 difficulties frustrate us in the process, we should have 101 ways to feel confident.

B. Create learning opportunities for subordinates and work innovatively.

Marketing, or a challenging industry, as a marketer to be good at meeting the challenges, dare to meet the challenges, we must work innovatively, and to achieve the purpose of innovative work, it requires marketers to continue to learn, continue to progress, with knowledge to arm themselves, enrich themselves.

As the saying goes: "A flower open is not spring, flowers open spring full garden," the boss in their own continuous learning, continuous improvement, but also should be duty-bound to take on the responsibility of creating learning opportunities for subordinates, but also to arrange a variety of training activities to improve the overall quality of everyone. Any good team is a learning team, and only a learning team can continue to accumulate the momentum of sustainable development. As a marketing team, need to learn too much, and as a dream of emerging marketers, of course, learning channels are also many, "nothing difficult, only afraid of the people", hope always after learning waiting for us.

In addition, the boss to be more coach, less referee, leading everyone to progress together, this is the most sensible boss of the practice.

C. to encourage their own thinking and team spirit.

Subordinates are dependent, they will put the responsibility layer by layer to push up, this "child cry embrace mother" irresponsible practice, is bound to lead to a decline in team execution.

Then, the boss should encourage their subordinates to think independently and team spirit. On the one hand, encourage everyone to ask questions with answers, solve their own problems, do their own things, their own way. On the other hand, we should treat and fully integrate the suggestions and opinions of subordinates correctly and give them the opportunity to participate in team management so as to help subordinates establish correct values and sense of ownership so as to improve everyone's ability to think independently and to fight independently.

At the same time, the boss to encourage the team between the "small Zhuge Club," to give everyone the opportunity to speak freely, improve the spirit of teamwork, urge everyone to brainstorm, learn from each other, common development and common progress.

D. Adjust your job according to your personality and do the job that suits you.

In a certain sense, talent is trained by the boss, everyone is talent. A piece of land is not suitable for planting wheat, you can try to plant beans; beans planted bad, you can all kinds of melon fruit; melon fruit also grow bad, you can all kinds of peanuts, should be able to succeed. Because a piece of land, there is always a seed for it, there will eventually be a harvest belonging to it.

That is to say, whether subordinates can become talent, the boss's management plays a decisive role. If the boss can combine the actual situation of the team, combined with the subordinate's personality, to help subordinates in a suitable position to achieve self-worth, so that people can do their best, " Eight Immortals across the sea, show their own.

E.the boss of the fuss and fuss, let subordinates go the right way.

Mistakes are inevitable at work, but it's possible to minimize them. Bosses have to find ways to get their subordinates on the right track and do the right thing.

In the daily management of a team, subordinates make a small mistake, a small problem, such as saying a wrong word, the account is a few cents worse, etc., on the surface seems small, but it is entirely possible to form a bad habit. At this time, the boss had better start from the details, may wish to make a fuss, so that we are always alert to guard against small, but if you make a big mistake, but to make a fuss, we have to calm down, calm down, actively seek to make up for each other to help overcome the difficulties.

Each subordinate is a "good steel", the idea of the boss is a "mold". The boss to help subordinates to plan their careers, is a very important part of the spirit of incentives for subordinates, subordinates have their own goals, the boss's auxiliary function is like "traffic rules", correct the direction of deviation, change the wrong behavior, so that subordinates can faster and more stable to achieve their ideals.

2. Pay attention to the spiritual needs and mental processes of subordinates:

A. create a harmonious and warm family atmosphere.

Happy family is basically the same, that is, let family members have a sense of belonging and security, but also let family members have a sense of responsibility and dedication, these factors should be complementary and mutually reinforcing.

Then, this "family" boss is the parents, his parents with the heart and courage to try to shape thefamilyatmosphere, the strength of everyone into a "fist", accurate and powerful to fight out, generate an inexhaustible source of energy, so that we strive to achieve the common goal.

B.Understand trust, support and encourage, and be the strong backing of subordinates.

The opinions and suggestions of the subordinates are very important for the supervisors to make correct decision, so the superiors treat the opinions and suggestions of the subordinates well and respect their ideas and plans, which will create a positive development atmosphere of mutual understanding, mutual trust, mutual support and encouragement.

Boss as such three roles: backing, navigator and ladder, so that we can get a sense of stability and a sense of accomplishment, work carried out without worries, can let loose, pioneering spirit, difficulties should be solved. In this way, not only the boss's prestige has improved, the team's combat effectiveness has been strengthened, the business carried out naturally.

C.Scientific use of praise and criticism,

A tuned text message says "boss" and "manager": "bossis the face of the boss, themanageris often unreasonable person. " In fact, thebossof this approach is not in the long run. Thebossis good at the use of praise and criticism, praise and criticism into a "tool" to monitor and promote the development of his subordinates, the development of the benefits without harm.

Severity is sometimes a deeper kind of love, and criticism may be the greatest asset; if a subordinate is not nurturing, the boss is reluctant to devote time and energy to criticizing him.But skilled encouragement is also a very good way of spiritual stimulation, and it is bound to magnify the effect many times. Therefore, in the work, the boss is necessary to praise more than criticism, encourage more than condemnation, focus on training everyone's self-conscious thinking, self-work and self-execution, so that everyone in the process of receiving criticism and praise continue to grow.

D.Love is about principle and responsibility, and the system is a ruler.

In order for a team to develop healthily and steadily, it is necessary to establish a fair, open and impartial environment. The boss's love should be principled and responsible. The basis of this love is the system, which is the code of conduct that everyone must abide by. That is to say, the boss should support but not coddle his subordinates, help but not condone, and use the system to regulate and discipline everyone's behavior.

The contradiction in the team is objective, mainly to see the attitude towards contradictions and ways to deal with problems.The contradictions within the marketing company are mainly embodied in the conflicts between superiors and subordinates, the contradictions between the financial department and the business department, the contradictions between marketers and marketers, and so on. These contradictions will not be effectively resolved, the subordinates will not be in mind balance, the team will not be harmonious.

Therefore, the system is also the boss to use a very important part of the spirit of encouragement, "no rules, no circle", with the system, subordinates know how to do, know what to do, effectively stop the staff's inertia, stimulate the enthusiasm of the staff, the result of natural half the effort.

E.Take advantage of subordinate anniversary opportunities to enhance feelings.

Everyone has their own very important anniversary, including birthdays, wedding anniversaries, promotion days and other important dates, which is a good opportunity for the boss to enhance feelings. This time, the boss can by telephone, text messages, e-mail, QQ, party, gifts and other ways, and subordinates to further closer relations and close friendship. In fact, subordinates do not care too much about the material aspects of the boss's pay, but the important thing is a spiritual comfort, so that subordinates feel respected, attention and understanding.

F.Form the interaction between marketing team and subordinate family, close contact.

Sometimes subordinates can bring the mood of the family to work and the mood of the work to the family. These two moods interact and interfere with each other. If you are in a good mood today, you can benefit both the team and the family; but if you are in a bad mood, the consequences are self-evident.

I feel that many supervisors and family members have been plagued by "bad moods".What to do Our company adopts the method of further strengthening contact through interactive activities between our team and employees' families, telephone communication, face-to-face communication, recreational activities and so on, close heart-to-heart relationship, understanding each other's information, nipping "bad moods" in the bud, so that the two "families" can complement each other and achieve common prosperity.

Employees are a team's greatest wealth, treat and respect subordinates, become the most important task of building a harmonious team. As a boss, how to use the spirit of motivation to mobilize everyone's enthusiasm, this is a method, is a kind of knowledge. The happiness of subordinates is based on the boss's love and responsibility, the boss pay attention to detail management and process control, insight into the mentality of subordinates, adjust their mental state, so that everyone can be "100 watts of the light bulb of success."

Here are a few tips to help you manage your team, and some tips on how to lead your team to your goals (what to do and what not to do).

What to do:

Set goals:

1. Set goals

You start by setting your own vision and mission for the project. Make sure that everyone on the project understands the goals. It is very important that you continue to emphasize the goals throughout the project and review them regularly to see if they hold up as the project progresses.

2. Define Roles

Define clearly their different roles for the people on the project, and don't make any secret agendas or roles for small groups. Explain their roles to each team member, even those who work on the project or help. Discuss their roles with the project members to make sure you have a common understanding.

Managing expectations

1. Listening

It is important to understand and value the expectations of each member of the team. Everyone can make the project different, and attention to the individual makes everyone feel valued and needed, which increases confidence. Doing so will also help you understand the capabilities of everyone and enable you to apply your talents to the project.

2. Periodic evaluation and feedback

Keep an employee performance sheet to record their performance and improvement over time, and meet regularly to assess performance and improvement. When you can give a team member a detailed, regular review, and get his or her approval or he or she has made improvements, he or she will become more effective in the project.

3. Give opportunities for exercise

Make sure everyone can learn something new from working on a project. Letting them learn something new and giving them new opportunities will allow them to benefit from working on a project.

4. Make sure you get something

Make sure everyone gets something out of their project experience. Always create a condition for knowledge and learning in their work. This will motivate them to do better.

To motivate

1. Expression of gratitude for excellent performance

Convene regular meetings to give recognition and thanks to members for their excellent performance.

2. Give opportunities for performance

Give team members a chance to be known by top management and customers. Remember, your growth is inseparable from their growth.

3. Reward outstanding achievements

Set up a fund (not necessarily a company to pay for it, you can pay for it) and reward them regularly and openly through this fund. Don't wait for users to email you praising employees. You can also reward internal work that isn't seen by users. Remember that team members are successful when the project is successful and ultimately your success.

Boost morale

1. Organize team building regular outings or corruption, encourage new project members to organize these activities.

Support When you help boost morale, make sure you build a team of strong, confident, and self-reliant individuals. Give them more responsibility and support so they can become confident.

Communication Process

1. Encouraging a culture of open communication

Create a culture of open communication in the middle of the project. Open the door and welcome team members to talk to you at any time. Allow yourself time for this conversation at any time.

2. Honesty

Always communicate honestly and transparently. This helps a lot with team spirit.

3. Regular interaction

Communicate informally with your team members. This will improve the interaction between you and the team, and they will talk to you more openly about issues.

4. Flat reporting system

Make the reporting relationship as flat as possible, ensuring that there are no more than two levels of reporting.

Working Environment

1. Value Teamwork There are many different ways to encourage teamwork and collaboration. Build your own. Remember that a champion team is always better than a first team champion.

2. Create an exciting environment for knowledge sharing and innovation. In addition to increasing team awareness, it also stimulates the energy of individual team members.

Be disciplined.

1. Manage your time to make sure you get to and from work on time. This will make your team feel relaxed. They'll know they can do the same as you as long as they're done. Make sure project teams all learn time management skills and can have effective meetings.

2. Work carefully and readily with an efficiency manual that documents the issues and risks discussed during the meeting and advises everyone to do the same.

3. The three provinces regularly correct their own problems and continue to improve. Give regular feedback to all project members (360-degree feedback)

Shouldn't have done it.

Criticism: Don't criticize anyone in public. Criticize them individually and only for incorrect processes. Be objective and not right for people.

Treating Opportunities

1.Never turn down an opportunity Just because he or she is not doing well, never let him or her continue to do something.Let someone with ability help him or her so that he or she can learn to do it and do it better next time.

2.Don't use resources incorrectly Don't let team members do things they don't like for your career goals.


Think and authorize Do not delegate personnel management responsibilities to others (such as a technical or modular leader) unless you have good reason to believe that the person you delegate is capable of doing it well and is good for his or her career.

Be disciplined.

1. Don't be prejudiced Everyone is different.

Don't judge others based on your own experience. When you arrive at a new project, don't bring previous stereotypes with you. Analyze others objectively.

2. Do what you say

Don't break your word to team members. If you do it once, you'll lose your credit forever. But, in case you can't keep your promise, at least acknowledge it publicly and try to keep your other promises.

3. Give reasons

Never make excuses for your mistakes. Admit them publicly and apologize directly to everyone.

4. Don't be late

Don't expect to be late and someone else will be there, because there is some work to be done before someone else can do it.

5. Trust

Finally, don't distrust the team. Trust everyone equally and don't doubt them about anything. By giving them the responsibility to tell them that you trust them. And encourage them to work together to achieve their goals.