A good team is not simply a collection of talents.
Research shows that the important factors in building a productive team are often not as obvious and contrary to conventional wisdom as people think. Recommended for entrepreneurs to read:
1) Don’t just look at intelligence, but also social skills
How to have a smart team? Don't look at the average IQ of the players; look at the team social skills:
Three of these factors are: the average social sensitivity of group members, the degree to which group members' conversations are dominated by a minority, and the proportion of women in the group. (Women are generally more socially sensitive than men in studies.) In other words, if members of the team have high social skills, if a certain percentage of female members are in the group, and if the dialogue reflects the thoughts of the majority of the group members, the performance of the group will be reduced. better.
2) The best criterion for judging a good team is whether the team members appreciate each other
According to The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work:
... A study of a financial services firm with 60 business units and more than 350 employees found that team members' appreciation of each other was the biggest predictor of a team's success.
How well do they need to get along? Remember the 5:1 ratio:
Mentioned in The Ape in the Corner Office: How to Make Friends, Win Fights and Work Smarter by Understanding Human Nature :
It turned out that the 15 high-performing teams had an average of 1 negative reaction for every 5.6 positive reactions. The 19 ineffective teams had a positive/negative ratio of 0.363. That is, they had about 1 positive response for every 3 negative responses.
Does your team get punches, high-fives, hugs? "The team with the most physical contact is also the team with the best cooperation. They're the winning generals."
"Subliminal: How Your Unconscious Mind Rules Your Behavior" also says:
Are sensitive people more productive? There's no data showing that bosses occasionally reward employees who do things well, but a 2010 report by a group of Berkeley researchers found that a congratulatory slap on the skull does have the same effect. Successful team interactions are connected. The Berkeley researchers studied basketball, a sport that requires prolonged periods of uninterrupted cooperation and a complex language of touch. They found the frequency of "fist, high-five, chest touch, shoulder strike in the air, chest-fist, head-slap, head-scratching, low-five, mid-air high-five, light hug, group hug" and the level of cooperation among teammates There are significant relationships such as passing the ball to players with weaker defenses around them, helping peers out of defensive pressure by shielding (basketball term: screens), and showing trust in peers by giving up opportunities for personal performance. The team with the most physical contact also has the most cooperation and wins the championship the most often.
3) The most creative teams are a mix of old friends and strangers
From Imagine: How Creativity Works:
"The best Broadway teams by far are those that involve mixed relationships," Uzzi said. "In these teams, there are old friends and newcomers. This combination means that the artists can interact effectively - they have a familiar framework to rely on - and also combine some new ideas. They are comfortable with each other, but they are not would be too comfortable."
4) Morale is related to good stories
What drives team morale? The answer is a good story:
"Organizations that can communicate through compelling historical perspectives often inspire a special sense of purpose in their employees. It's this kind of professionalism that directly impacts a company's success or failure and is critical to building a legacy," author Adam Galinsky, Talk to Morris and Alice Kaplan, both professors of ethics and managerial decision-making.
5) Effective team performance requires clear goals
The book Group Genius: The Creative Power of Collaboration states:
A study involving more than 500 professionals and managers in 30 companies shows that unclear goals are the biggest barrier to high-performing team performance.
6) After the goal, establish the role
From Top Dog: The Science of Winning and Losing:
Clarifying each person's responsibilities and goals—and defining roles clearly—is a surefire way to improve teamwork. The egalitarian approach of believing that team members should have equal status and interchangeable roles does not apply here. Teamwork works best when members are clear about their roles, although 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 effectiveness research. He has spent his life researching team building and team training processes - analyzing teams in the military, law enforcement, NASA, and many companies. And the only strategy that consistently works is one that focuses on role positioning: when the pressure multiplies, each plays its part.
7) Want high-speed teamwork? Then think about how to work more smoothly
From The Antidote: Happiness for People Who Can't Stand Positive Thinking:
… (working with him) emergency repair crews in Formula 1, being told that the speed of changing tires is no longer the benchmark; The guideline they were going to follow was to focus on "smooth" movements rather than breaking existing tire changing speed records, and they ended up moving faster.
8) Differentiation is possible
From Top Dog: The Science of Winning and Losing:
Does not giving the best players special treatment reduce the motivation of the rest of the team? The researchers compared the salaries of famous NBA stars with the salaries of teammates who were not famous for them. Basically, if a teammate gets a salary that others see as unworthy of his performance, the team's performance suffers: team members stop working hard for standards they see as unworthy. But if the treatment of the good players is guaranteed, then the performance will not be affected... The good players are different. They're going to face a tougher observation: People have higher expectations for their performance.
9) Team is best co-ed
Mixed-gender teams performed better:
对于MBA来说，在顶端，最佳的表现组合是由两男一女组成。表现中的不同据说基于做决定时的不同。我们观察到，三名女性组成的队伍在定价战略上侵略 性比较低，对于研发部门的投资相对较少，而在推动社会持续发展性方面，比起其它不同比例性别组合团队投资更多。还有一点就是，我们找到了能支持一个假设的 证据，这个假设就是决定团队结果的是三人女子团队中匮乏的工作动力。
10)研究显示一个团队的综合实力取决于他们最薄弱的一环
团队实力并不取决于团队成员的平均实力，而是取决于团队中最不被信任的那个队员的实力。
两个调查结果显示对于团队信任的估计确实要低于个人信任的平均分数，并且在数据上同最不被信任的成员相同。另外，相较于平均个人信任级别，团队的集体评估有助于更好地预测 a) 分配协商中的僵局率，和 b)整合谈判中共同收获的级别。
想知道怎样建立信任?让你的团队成员互相多开开玩笑吧。