how to build a team

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有效的团队建设方法

有效的团队建设方法English answer:Team building is essential for the success of any organization. It helps to improve communication, collaboration, and productivity among team members. In this essay, Iwill discuss some effective methods for team building.Firstly, clear goals and objectives should be set for the team. This provides a common purpose and direction for all members. It is important to ensure that these goals are specific, measurable, achievable, realistic, and time-bound (SMART). This helps to motivate team members and gives them a sense of accomplishment when the goals are achieved.Secondly, effective communication is crucial for team building. Regular and open communication helps to build trust and understanding among team members. It is important to encourage open dialogue, active listening, and feedback within the team. This helps to avoid misunderstandings and conflicts, and promotes a positive and collaborative work environment.Another important aspect of team building is fostering a positive team culture. This involves creating a supportive and inclusive environment where team members feel valued and respected. Team leaders should promote a culture of appreciation and recognition, and encourage team members to share their ideas and opinions. This helps to build a sense of belonging and motivation within the team.Furthermore, team building activities and exercises can also be effective in building stronger teams. These activities can include team building games, workshops, and retreats. These activities help to improve teamwork skills, enhance communication, and build trust among team members. It is important to choose activities that are engaging, enjoyable, and relevant to the team's goals and objectives.In conclusion, effective team building is crucial for the success of any organization. By setting clear goals, promoting effective communication, fostering a positive teamculture, and engaging in team building activities, organizations can build stronger and more cohesive teams. This leads to improved collaboration, productivity, and overall success.中文回答：团队建设对于任何组织的成功都至关重要。

有效的团队建设技巧

有效的团队建设技巧Effective Team Building Techniques。

Effective team building is essential for the success of any organization. A strong and cohesive team can achieve more than individual efforts. In this article, we will discuss some key techniques for building and maintaining an effective team.First and foremost, clear communication is crucial for effective team building. Team members should be able to express their ideas and opinions openly and honestly. This helps in fostering trust and collaboration among team members. Regular team meetings and brainstorming sessions can provide a platform for effective communication.Another important technique is setting clear goals and expectations. When team members have a clear understanding of their roles and responsibilities, they are more likely to work towards achieving common objectives. It is important to establish measurable and achievable goals that are aligned with the organization's overall vision.Building a positive team culture is also essential for effective team building. This includes promoting a supportive and inclusive environment where all team members feel valued and respected. Recognizing and celebrating individual and team achievements can enhance team morale and motivation.Effective team building also involves promoting collaboration and teamwork. Encouraging team members to work together and share their expertise can lead to innovative solutions and improved outcomes. Assigning tasks and projects that require collaboration can help in developing teamwork skills.Providing opportunities for professional development and growth is another technique for building an effective team. Offering training programs and workshops can enhance the skills and knowledge of team members, enabling them to contribute more effectively to the team's goals. It is important to recognize and utilize the strengths of each team member.Lastly, effective team building requires effective leadership. A strong leader sets the tone for the team and provides guidance and support. A leader should be able to motivate and inspire team members, as well as resolve conflicts and make tough decisions when necessary.有效的团队建设技巧。

ted build a tower build a team 中英文

TED演讲中，有一篇非常著名的演讲叫做"Build a Tower, Build a Team"（建立一个塔，建立一个团队），这个演讲由architectural designer Petr roleski 所作。

在中文中，这个演讲可以翻译为“建立一个塔，建立一个团队”。

这篇演讲主要讲述了团队合作的重要性以及如何通过团队合作来完成一个共同的目标。

在这个演讲中，Petr roleski 使用了建立一个塔的比喻来说明团队合作的过程和重要性。

以下是这篇演讲的主要内容：
1. 团队合作的重要性：在一个团队中，每个成员都有自己的角色和责任，只有通过良好的协作，才能完成共同的目标。

2. 建立信任：团队成员之间需要建立信任，只有信任才能让团队成员愿意相互依赖，共同完成任务。

3. 良好的沟通：团队成员之间需要保持良好的沟通，只有沟通才能让团队成员之间相互了解，更好地协作。

4. 领导力：在一个团队中，领导力起着重要的作用，领导者需要有能力激发团队成员的积极性和创造力，让团队成员更好地发挥自己的能力。

5. 适应变化：在团队协作的过程中，可能会遇到各种问题和挑战，团队成员需要能够适应变化，灵活应对。

6. 共同的目标：团队成员需要有一个共同的目标，只有共同的目标才能让团队成员团结一致，共同努力。

通过这个演讲，Petr roleski 向我们展示了团队合作的重要性以及如何通过团队合作来完成一个共同的目标。

如何建立自己的团队 -Build your own team

如何建立自己的团队你不用整天绞尽脑汁想着怎样与员工互动，不用很随和，更不需有良好的教育背景、做人顽强不屈，也不要求你对团队建设很在行。

当然也不用改变自己。

你所要做的就是运用常识制定一些基本原则来与人更好的相处。

1.共同的愿景是什么让团队比其他团队更有成效？是什么能推动团队前进，让成员更有效的工作？就像任何一个好的合作关系，一个团队成功的主要因素是他们拥有共同的愿景、在对未来的规划上达成了共识。

2.全情的投入因为伴随的假设，奉献投入有可能成为一个危险的概念。

例如，有些人可能认为，投入意味着长时间的工作，或者这也可能意味着员工高效的生产力。

当确定了期望值，成功率便可飙升。

所以领导者认为百分百投入是每位员工理所应当做的事时，他们都忽略要实现会面对了很多困难。

其实生活中有人刚开始不敢于全情投入，这并不表示他们不想。

更多的表示他们重视自己的付出。

他们只是在怀疑。

在每个有意义的奉献之前。

有能力的领导可以减短这个犹豫的过程，让大多数人能快速的通过这个阶段，获得真正的奉献和创新的策略。

如果领导者不能理解奉献这个过程多么重要，他们便会将责任授权给某些人而不会给予他们支持。

如果没及时有处理员工遇到的怀疑和害怕，员工便不会想要全情付出。

还有一个无意识的选择是假装付出，说“好”表示“也许”。

这种假装付出则是一种完全不必要的行为。

以上问题的解决方法就是：建立一个互相信任的氛围，在这个氛围里相互鼓励。

3.信任。

信任如同一剂良药解决了员工付出同时所感到的恐惧与风险的。

信任加强了员工与老板对团队建设和共同愿景的信心。

当有了相互信任后，团队成员更愿意一起面对工作中的起起伏伏、各种不同的困难。

信任对与建立共同的愿景更是十分的重要，因为大家都明白所有人都是全情投入在这个上面的，没有人有更多的私心。

领导在奉献之前和所有人都一样：评估时候值得投入，也有对未知的疑问、不确定和恐惧。

在领导愿意对一个清晰愿景投入全部力量，并且敢于分担风险和分享荣誉时，信任便在团队中悄然产生了。

英语作文-有效的团队建设技巧

英语作文-有效的团队建设技巧Effective Team Building Techniques。

In today's fast-paced and competitive business environment, effective teamwork is crucial for the success of any organization. A strong and cohesive team can achieve more together than individuals working in isolation. In this article, we will explore some effective team building techniques that can help foster collaboration, enhance communication, and improve overall team performance.1. Clearly Define Roles and Responsibilities。

One of the key aspects of building an effective team is to ensure that each team member understands their role and responsibilities. Clearly defining roles helps avoid confusion and duplication of efforts. It also enables team members to leverage their strengths and expertise, leading to increased productivity and efficiency. Regularly review and update these roles as the team evolves and new projects arise.2. Foster Open Communication。

如何打造团队凝聚力(How to build team cohesion)

如何打造团队凝聚力（How to build team cohesion）Employees borrow platform growth, enterprise employees through the development of "two good and one good" can be long. The relationship between an enterprise and its employees is essentially a cooperative relationship. Only cooperation which is beneficial to both sides can last for long.For the majority of employees in the enterprise, when there is a sense of belonging is the most important, otherwise, even if the enterprise day called "enterprises as the home, just mist flowers, water view month, not only will the wild fire, while fuzzy, hot, difficult to truly mobilize the initiative, creativity. Only by carrying out deep level management can we avoid the influence of irrational distribution of "doing more, doing less, doing a good job, doing a bad job" and so on.System 1: emotional management and institutional managementFor employees to create a humane enterprise and institutionalized management platform, environment, so that employees gradually have a sense of belonging.In the world's top 500 enterprises, where the survival of more than 30 years in the enterprise, whether it is family enterprises or public enterprises, almost all of these two types of integrated enterprise management advantages. For example, flat emotional management, standardized management of public enterprises, common development vision and matching salary incentive model. Some people have called it "carrot + Stick" management model. But most of the top 500 enterprises, more than "carrot + Stick", pay more attention to deep-seatedmanagement, especially to meet the needs of employees at different levels in different periods, which makes many employees have a sense of belonging. The most obvious manifestation is that in the aspect of learning and upgrading, the people who teach themselves tend to maintain the stability of their talents. Many enterprises in order to maximize the development of staff wisdom, clearly pointed out that the role of the company is to create a free platform for employees to display their wisdom, rather than through various rules and regulations to limit employees. It should be known that when employees are more physically restricted, their minds are more vulnerable to constraints. How can they be creative in such a situation? Many enterprises talk about strengthening management, that is, how to use strict rules and regulations to control and control employees. It is neither scientific nor conducive to sustainable development. Once the enterprise crisis, and enterprise employees will never work together to tide over the difficulties, but the immediate worry about personal interests are harmed, which intensified the contradiction between the labor and the reason why many companies go bankrupt, this is one of the main reasons.System two: change performance modelThe department leaders and business personnel shall carry out the target quantitative assessment, carry out bonus system and abolish the royalty system.Enterprises to develop, there is no quantitative assessment of the task is not good. The assessment target can not be too low, too easy to complete loss of power, not too high, too high isnot practical because the pressure is too large, but the talents who know what to notice, full of complaints, too much pressure is the pressure, it is impossible to completely transform into power. Then, how much should the annual target increase over the previous year? Generally speaking, companies in development can develop 50-80% growth rates, and the growth rate for stable companies should be between 15-30%.Our company carried out quantitative assessment, that is, the abolition of royalty system, the implementation of bonus system.Why should the bonus system be abolished by the company?(1), once the lesson: the company every year to dealer meeting, dealers absorb idle funds through meetings, the same company policy dealers give rebates and other preferential conditions, is in effect at the time of commission, when the dealer prepayment place, related area business owners will enjoy business royalty in the month. But in second years, the area salesman resigned, at this point, the customer has not yet begun to pick up the goods. The original business personnel failed to meet their obligations.(2) after the new business personnel take office, there is no benefit in the case of only doing their duty. The company recognized that it is not fair to renew staff.(3) the product is special. The products operated by the company are herbicides, which are liable to cause phytotoxicity incidents, and in many cases they are related to the technicalpopularization of business personnel,If the company after the sale of business personnel Commission, will lead to increased business utilitarian, in order to gain more personal interests, blind expansion of business. It is necessary to monitor, punish and punish the problem of phytotoxicity in the future;(4) the emphasis of work in different stages is different, and the results are different. In the course of development, the market is not mature, the enthusiasm of the commission system can effectively stimulate business development business, and once the market development gradually mature, companies need is to protect the interests of dealers are not violated, minimize the negative impact of the depth of service for users, to form a "people's reputation therefore," Interim Commission - way to cancel the transition period, to standardize the market.(5) it is beneficial to train the staff to develop enterprising spirit. Opposed to unearned, easy to manage and train team spirit;(6) the completion of the task can not be determined at the end of the year, and the bonus system will be more convenient to reward and punish the poor. The company products are involved in relief supplies, the use of certain risks, the illegal operation of the case will cause the injury, in order to minimize the injury accident, the company technical personnel requirements area (the same as the business developers, but the business and technical staff of different terms lead to targetrequirements are not the same) must be dedicated to guide the correct use of customer products, is located in the area, if the injury accidents caused by lack of promotion if technical personnel, technical personnel need to bear certain economic losses. Therefore, if the implementation of sales commission system, is not conducive to the monitoring of the parties appear after injury.(7), to control the market and price hit the Cuanhuo phenomenon. Related to the individual customer goods price drop, can be controlled through the timely control of technical personnel, technical personnel in order to get sales commissions or even encourage customers.(8) under the circumstance that the company has invested a large amount of market development expenses, it is necessary to investigate whether the business personnel are competent for their duties, and make timely arrangements for the strategy, and even the important basis for personnel or market adjustment.(9) the implementation of the system requires the company to consider the interests of employees. The company has adopted the method:A, increase monthly basic salary;B, reimbursement of travel expenses by the company in accordance with certain standards;C at the end of each quarter, according to the photo area salesout a small percentage commission (company development incentives measures have certain quantitative reference standard), the relevant business personnel reward. But the biggest reward must be at the end of the year.D, in the existing product system, to retain part of the product sales system of monthly commission. That is, to find each area in the region has sales potential, but did not amount to 2-3 varieties, continue to implement the commission system, to ensure that employees in the efforts to develop the market process, the monthly income can support the family.E, reimbursement of a certain amount of mobile phone charges.The company abolished the commission system, not to take advantage of employees to take advantage of it, on the contrary, the company stood in the position of employees to maximize the interests of employees, drought and water conservation, and greater risk borne by the company.The main factors and the main reference standards for company bonuses are three:(1) the main reference standards for the approved quarterly bonuses and year-end bonuses (the main factors considered):Area sales task completion schedule; to the extent, subjective arrangement rationality and effectiveness; area sales and service and the company's sales policy implementation; the effect of pharmacodynamics, the injury occurred situation and countermeasures; loyalty to the company; balance monthlysalary level, avoid disparity is too large; whether the general overall situation etc..(2) to calculate the business bonus of the area according to the latent royalty system.The bonus amount is also a quantitative assessment method, the essence or the Commission, but the Commission is based on sales in the month of issuance, and bonus issued in batches, and the largest amount will be postponed until the end of issuance. Latent deduct a percentage from a sum of money is: when its sale task is finished 50% less than, without deduct a percentage from a sum of money. When the sales task is finished more than 50% - 75%,This segment is sold at a certain proportion, such as 5%. Dangdang sales tasks completed more than 75% - 100%, this section of sales in accordance with a certain proportion, such as 10%. When the sales task is completed more than 100%, this segment of sales is carried out according to a certain proportion, such as 15%.Income comparison: if the business income of the business personnel is about 50 thousand yuan in the year 2008, the company will make sure that the sales staff is positively related to the growth rate after the 2009 annual sales task. If the growth rate of the task is 50%, the revenue growth rate of the business staff shall be 25%. That is, the business income of the person should be around 61250 yuan. With the company's loyalty survey, market control, subjective initiative and other factors and bonuses, his business income should be about70 thousand yuan. That is, higher than the original royalty income.Who will bear the expense of so much? Is it assumed by the company? No. To be undertaken by a business person who can not complete the task. The principle is to make work much more, less to the less to take over, give more.The implementation of the system makes the market situation, sales policy and other major measures related to the survival of the company can be accurate and timely implementation. And because of its reward and punishment measures properly, avoid other shortcomings of compensation measures.(3) give the year-end bonus as the most important period of payment: to facilitate the supervision and implementation of the system.System three: implement a reward mechanism linked with sales, and fully mobilize the enthusiasm of staff of various departments(1), the office staff incentive mechanism -- take a certain percentage of the monthly sales incentives, the bundling of interests.In order to mobilize the enthusiasm of the office staff, to better cooperate with business departments of sales, sales of financial interests, implementation of logistics, office, network network department office staff bundle system. The company shall, in the annual total sales task isdetermined, once the sales began, the company will come up with 1-2% of sales incentives for office staff, monthly cash. Before the sales completed in 80%, the company temporarily took out 1% of sales incentives for office staff, the specific allocation proportion of each office staff enjoy by the office, sales department, technical department after the vote. Some people may be assigned very high, there may also be a back office staff are not. When the task was more than 80%, office staff can enjoy all sales award 2%, and as an important part of the payment of year-end bonus.After the bundle of benefits, office staff at work there has never been a passing phenomenon.(2) reward mechanism for technical researchers.For technical researchers, the company gives out 0.5-1% of sales incentives, cash it every month.(3) sales incentive system for sales manager;For the sales manager, the company will take out 1-2% of the sales and reward it at the end of the year. Before the completion of sales of 80%, there is no reward, when the amount of work reached more than 80%, the company in accordance with the total sales of 1% reward, the completion of the task of 100%, the company in accordance with total sales of 2% reward, are issued at the end of the year.(4) the sales incentive system for the general manager;For the general manager, the company gives 1% of the sales. Before the completion of sales of 80%, there is no reward, then the amount of tasks reached more than 80% in order to enjoy and at the end of payment.System four: establishment of new customer development and new product promotion incentive mechanismFor such customers and products, the high commission system was implemented in that month, in order to improve employee enthusiasm. System four: the implementation of internal titles evaluation systemThe company's title evaluation system and the corresponding subsidies and subsidies are as follows:This system carries on the job title appraisal to all staffs, all pass the examination, namely becomes the unit recognized the title, and enjoys the corresponding allowance subsidy.A and assessment methods:(1) junior Trainer: the content of the examination is divided into lectures, oral tests (40 points), situational simulation (40 points) and written examination (20 points). Including professional skills, language skills, emergency handling. Not trained by a junior trainer,In principle, the business district is not allocated.(2) intermediate trainers: junior trainers through more than2 years, must publish professional papers in the national media (must be the first author) more than 2 or published monographs 1, in order to apply for intermediate trainers assessment. The content of the examination consists of oral, situational and written tests. Including professional skills, language skills, emergency handling.(3), senior trainer: intermediate through more than 4 years, must in the future through the intermediate trainer in the national media published (must be the first author) or in more than 10 articles published after 1 books by technicians to apply advanced examination.B and subsidy measures:(1) through the primary trainer assessment: monthly subsidy of 400 yuan;(2), through the intermediate training assessment: month subsidy of 1200 yuan; the purchase (car), personal Shoufu (loan period of not less than 15 years), the company also undertake the balance node 50% (from the unit after the cancellation of the subsidy);(3), the senior trainer assessment: month subsidy of 2000 yuan; the purchase (car), personal Shoufu (loan period of not less than 15 years), 100% companies take the balance of knot (away from the unit after the cancellation of the subsidy);C, title demotion and cancellation:In any of the following cases, the title shall be demoted or cancelled.(1) mistakes in guiding principles and causing serious economic losses to the units;(2) those who violate the law and assume criminal responsibility;(3) and the violation of the unit system, discipline incorrigible, bad influence;System five: the implementation of holiday reserve system, and vigorously mobilize the peak season holiday staff overtime enthusiasmThe company used to have a headache when it was in the busy season, and there was an unexpected change after the introduction of the "holiday reserve system". Specific measures for:All holidays to work every day, the office issued a holiday by the office of the director of reserve and signed by the general manager, when employees need to leave, with a holiday reserve by the relevant departments of the approval of the person in charge of off, do not leave according to the treatment, treatment will continue to receive, does not affect the attendance award. By the end of the year, employees will receive the overtime bonus provided by the company on the basis of accumulated holiday reserve. The bonus is higher than the daily basic wage.Note:1, during the holidays, regardless of holidays, business trip back to arrange for 2-3 days to rest, if you continue to work overtime, then according to holiday reserves;2, have a holiday reserve, must slip off, not allowed to leave;3. Do not transfer to others.。

如何建立高效团队

如何建立高效团队如何建立高效团队团队合作，协同作战是企业事业制胜的法宝。

如何建立高效的团队就成为衡量领导者能力的重要指标了。

下面是建立高效团队的五个步骤，供您参考。

"Leadership is the ability to decide what is to be done and then get others to do it," Dwight D. Eisenhower once said. Unfortunately, most of us are far better at deciding what needs to be done than at enlisting others in our vision.If you've got a plan, but lack the people skills to put it into action, here's a five-pronged approach to effective team building from Ray Sclafani, president of ClientWise, an executive coaching and training firm.1. Define your goals. 确定目标The first step toward achieving the results you want is to make your objectives as concrete as possible, Sclafani said. Pledging to improve sales is a commendable goal, but it doesn't offer your team a clear mandate. To get the job done, they'll need more specifics: Will you focus on advertising to supercharge sales, or cut prices? Which market sectors do you want to target? Get clear about exactly what you want before you set your team loose.2. Assign roles based on strengths. 量力而行Once you've articulated your vision, determine what types of skills you'll need to achieve it; then identify team members who can provide the support you need. If cold-calling new clients is part of your sales push, look for staff members with the right mixture of confidence and friendliness to lure in potential buyers. If you're planning to launch a new advertising campaign, identify employees with a talent for marketing and design.3. Get feedback. 要求得到反馈After you've assembled your team, defined everyone's responsibilities and given them a road map for success, ask for their feedback. Does each person understand the ultimate goal of the project and their individual role? T o assure that everyone is on the same page, address any confusion before putting your plan into action.4. Confirm buy-in. 统一意见Now that you've articulated your goals and communicated your vision, make sure everyone is on board. After all, comprehension doesn't equal agreement. Do your team members agree with your vision? Do they think it's premature, unrealistic, or just plain wrong-headed? If you encounter resistance from the entire team, you'll need to revisit your game plan before proceeding. If, on the other hand, you have one naysayer spouting negativity, you should weigh his opinions and decide whether he has a point or if he is simply a detriment to the team. But be sure to listen before you act. "Often times, leaders are too quick to drop somebody off the team," warns Sclafani.5. Communicate results. 随时沟通Regardless of how carefully constructed your plan, you're bound to encounter some problems when initially trying to implement it, so don't forget to do regular progress checks. Find out if there are any impediments to success. This is where you start learning where the gaps are and begin paving the way for success, Sclafani says.。

如何建立新团队英文作文

如何建立新团队英文作文英文：Building a new team can be a challenging task, but with the right approach, it can be a rewarding experience. Here are some steps I would take to establish a successful new team:1. Define the team's purpose and goals: Before recruiting team members, it's important to have a clear understanding of what the team will be working towards. This will help ensure that everyone is on the same page and working towards a common goal.2. Identify the necessary skills and personalities: Once the team's purpose and goals have been established,it's time to identify the skills and personalities needed to achieve them. This will help ensure that the team is well-rounded and capable of tackling any challenges that may arise.3. Recruit team members: With a clear understanding of the team's purpose and the necessary skills and personalities, it's time to start recruiting team members. This can be done through job postings, referrals, or other methods.4. Establish team norms and expectations: Once the team has been assembled, it's important to establish norms and expectations for how the team will work together. This can include things like communication protocols, meeting schedules, and decision-making processes.5. Foster a positive team culture: Finally, it's important to foster a positive team culture that encourages collaboration, innovation, and mutual respect. This can be done through team-building activities, recognition programs, and other initiatives.中文：建立一个新团队可能是一个具有挑战性的任务，但是通过正确的方法，它可以成为一次有益的经验。

how to build a team

how to build a teamUsing Vision,Commitment & TrustThe moment you start doing anything at all with another person, you've established a team. Begin a conversation, pick up the phone, brainstorm an idea and you're in teamwork.Start with Your Ability to RelateEvery possibility, from landing the contract to the romantic evening hinges on your ability to relate. But neither profit nor pleasure are the primary motivation for teamwork. Productive teamwork moves you toward challenge, through change, with more confidence. Working well on any team generates energy and enthusiasm for life.Some are More Skilled than OthersThis ability is learned. You do not need complex interaction formulas. You don't have to be easy-going, well-educated, hard-nosed, or even especially intelligent to build a team. You don't have to be anything other than yourself. You can be effective with people using common sense and a few fundamental principles.1.VisionVision means being able to excite the team with large, desired outcomes.Large outcomes mean devising goals that attract missionaries. The first step in vision is to project such a goal. This goal must be bigger than a pay check. It must contain challenge, appeal to personal pride, and provide an opportunity to make a difference and know it. Then the goal can become a powerful vision.Next, team leaders position the goal by picturing success. Initial questions might be, "What will it look like when we get there?", "What will success be like, feel like?," "How will others know?" When a large, missionary-friendly goal has been pictured and clearly communicated, the vision is complete.mitmentCommitment can be a dangerous concept because of its attendant assumptions. Some may assume, for example, that commitment means long hours, while to others it may mean productivity. When expectations are defined, success rates soar. When leaders assume that everyone "should" be committed, as a matter of course, we overlook the difficulties many have with certain commitments.If people cannot initially commit, it doesn't mean they don't care. More often, it means they do care, and they are caught up in a process of doubt. This process precedes every meaningful commitment. Effective leaders catalyze this process, so that the critical mass of people can pass through this stage efficiently on their way to genuine commitment and innovative strategies.This pre-commitment process is the same for team leaders and members. When we ponder a new commitment, we climb up to a kind of mental diving board. Commitments contain unknowns, and some warn of possible failure. It is common for people to neither jump nor climb back down the "ladder," but rather to stay stuck at the end of the board, immobilized in pros, cons, obstacles, and worries. In this state of mind, the obstacles begin to rule, obscuring the vision, blunting motivation.When leaders do not understand the commitment process they tend to seek accountability without providing support. Without a means to process doubts and fears, people often feel pressured to commit, but can't. One option, often unconscious, is to pretend to commit, to say "yes" and mean "maybe" at best. The pretended commitment is a form of wholly unnecessary corporate madness.The solution to this set of problems is two fold: establish an atmosphere of trust, and within that atmosphere encourage inclusion.3.TrustTrust is the antidote to the fears and risks attendant to meaningful commitment. Trust means confidence in team leadership and vision. When trust prevails, team members are more willing to go through a difficult process, supported through ups, downs, risk and potential loss.Trust is most efficiently established when leadership commits to vision first, and everyone knows those commitments are genuine. The process for leaders to commit is the same as for everyone else: assess pre-commitment doubts, questions, unknowns and fears. This involves three simple steps:• List the unknowns.• Assess worst case scenarios and their survivability.• Research the unknowns.The list of unknowns reveals some answers and further questions. Some of these questions lend themselves to research (others' experience, a small pilot plan), and some have no apparent answers from our pre-commitment position. These latter comprise the bottom line or irreducible risk. We learn the outcome only after commitment. Every major commitment contains some irreducible risk, some lingering unknowns. We therefore make every major commitment in at least partial ignorance.Leadership now understands the potential loss and gain involved in the new vision. At this point, leadership can commit itself, and prepare to include other team members. That preparation must include a plan for leadership to share visibly both risk and reward with the other team members who will be coming on board.With leadership's commitment to a clear vision, and a genuine plan to share risks and rewards,the atmosphere for trust is in place. We are now ready to include others in our team effort.4.InclusionInclusion means getting others to commit to the team effort, helping others through their "diving board doubts" to genuine commitment. Since leaders now understand this process first hand, we need only communicate with the potential team members to complete inclusion.The best setting to obtain buy-in and build trust is in small groups that facilitate thorough give and take. The basic tasks are to communicate the vision, make sure it is understood, communicate leadership's commitment (including sharing risk and reward, and how), and elicit and address peoples' doubts.Leaders will need three communication skills to achieve inclusion. These are the non-assumptive question, good listening, and directed response.1. Non-assumptive questions ("What do you think?", "Can you tell me what is happening with this report?") invite real answers because they are inclusive, not intrusive. Questions containing assumptions ("Why are you skeptical?", "Why is this report so incomplete?") invite defensiveness. When converting an atmosphere of change and possibly skepticism to trust, added defensiveness is counter-productive.2. Listening means separating the process of taking in information from the process of judging it. Kept separate, both processes are valuable. Mixed, especially when the receiver is a designated leader, the sender is invited to stop communicating or to change the message midstream.3. Directed response. Effective team leaders demonstrate responsiveness. Since leaders have already processed their own pre-commitment doubts, many questions can be answered on the spot. Some require research and a time line for response. And some, which relate to the bottom line, irreducible risk, require a truthful "I don't know. I'm in the same soup as you."5.Help ExchangeThe final step in creating the team is to establish a corroborative, balanced strategy for reaching the committed vision. This plan will consist of all of the tasks and help exchange necessary to realize the overall vision. Your teammates themselves are in the best position to supply this information. Since by this time you have laid the groundwork for trust, and established good buy-in, your teammates are likely to be enthusiastically cooperative.At this point, the leadership role is to catalyze consensus, not to issue orders. Consensus means that team members agree to, whether they necessarily agree with, a particular approach. Consensus occurs easily when most feel their ideas were heard and considered, whether or not the team ultimately chooses those ideas. Obtaining consensus again requires use of leadership communication skills: non-assumptive questions, good listening, and directed response.Effective teams often produce lively discussions of divergent viewpoints before reaching consensus. Diverse views can mean unresolved argument, or they can mean increased team intelligence and ultimate consensus. The difference is a well built team. To improve the effectiveness of your team, Learning Center offers customized teamwork training.。

如何培养团队合作能力英语作文

如何培养团队合作能力英语作文The air crackled with anticipation, the whiteboard a blank canvas waiting for our collaboration. We, a team of diverse minds and unique perspectives, were ready to tackle the challenge before us. A shared goal, an ambitious mission, united us.Our individual strengths, like threads woven together, formed a tapestry of collective power. Each contribution, a vibrant hue upon the canvas, painted a picture of success. The thrill of brainstorming, the excitement of each breakthrough, fueled our spirit.A symphony played out, each voice a distinct instrument, harmonizing to create a beautiful melody of collaboration. The challenge became a dance, our steps synchronized, our movements fluid, powered by a collective energy. We were not just individuals, but a force, a unit, a team.Through disagreements, understanding arose; through debates, clarity emerged. We learned to listen, to empathize, to value the contributions of each individual, recognizing the power of synergy. The journey was a rollercoaster of emotions, a whirlwind of creativity, a testament to the power of teamwork.We emerged victorious, not just because we achieved our goal, but because we learned to work together, to support each other, to become more than the sum of our individual parts. We learned that true success lies not in individual triumphs, but in the collective spirit, the shared journey, the bond forged through teamwork.。

如何组建团队英文作文

如何组建团队英文作文下载温馨提示:该文档是我店铺精心编制而成，希望大家下载以后，能够帮助大家解决实际的问题。

文档下载后可定制随意修改，请根据实际需要进行相应的调整和使用，谢谢!并且，本店铺为大家提供各种各样类型的实用资料，如教育随笔、日记赏析、句子摘抄、古诗大全、经典美文、话题作文、工作总结、词语解析、文案摘录、其他资料等等，如想了解不同资料格式和写法，敬请关注!Download tips: This document is carefully compiled by theeditor. I hope that after you download them,they can help yousolve practical problems. The document can be customized andmodified after downloading,please adjust and use it according toactual needs, thank you!In addition, our shop provides you with various types ofpractical materials,such as educational essays, diaryappreciation,sentence excerpts,ancient poems,classic articles,topic composition,work summary,word parsing,copyexcerpts,other materials and so on,want to know different data formats andwriting methods,please pay attention!First, you need to find people who have the same goals and interests as you. That way, you'll all be working towards the same thing and be more likely to get along.Also, it's important to have people with different skills and strengths. That makes the team more balanced and able to handle different tasks.Another thing is to make sure everyone is committed and passionate about the project. They should be willing to put in the time and effort.And don't forget to communicate clearly and often. Let everyone know what's going on and what needs to be done.Finally, have some fun! Make the team a place where people enjoy working and being together.。

如何建立团队合作英文作文

如何建立团队合作英文作文英文：Building a team that works well together is essential for any organization. Here are some tips on how toestablish a successful team:1. Set clear goals and expectations: It's important to establish clear goals and expectations for the team from the beginning. This will help everyone understand what they are working towards and what is expected of them.2. Encourage open communication: Encourage team members to communicate openly and honestly with each other. This will help to build trust and create a more collaborative team environment.3. Foster a positive team culture: Creating a positive team culture is crucial for building a successful team. This can be achieved by celebrating successes, recognizingindividual contributions, and promoting a sense of camaraderie.4. Build a diverse team: A diverse team brings avariety of perspectives and experiences to the table, which can lead to more creative and innovative ideas.5. Provide opportunities for professional development: Providing opportunities for team members to develop their skills and knowledge can help to keep them engaged and motivated.中文：建立一个良好合作的团队对于任何组织都是至关重要的。

建立团队的英文作文

建立团队的英文作文英文：Building a team is a crucial step in achieving success in any field. As a team leader, I believe that there are several key elements to creating a successful team.Firstly, it is important to have a clear and concise vision for the team. This vision should be communicated to all members of the team, and everyone should understand the goals and objectives that need to be achieved. This will help to ensure that everyone is working towards the same end goal.Secondly, it is important to have a diverse team. Different perspectives and experiences can bring new ideas and approaches to problem-solving. A team made up of people from different backgrounds, cultures, and skill sets can be a great asset.Thirdly, it is important to have open communication within the team. Everyone should feel comfortable sharing their ideas and opinions, and there should be a culture of constructive feedback. This will help to ensure that everyone is on the same page and that any issues can be addressed in a timely manner.Finally, it is important to recognize and celebrate the successes of the team. This will help to boost morale and keep everyone motivated to continue working towards the team's goals.中文：建立一个团队是在任何领域取得成功的关键步骤。

How to Build a Teamwork Culture

How to Build a Teamwork CultureDo the Hard Stuff for TeamsBy Susan M. Heathfield, GuideFostering teamwork is creating a work culture that values collaboration. In a teamwork environment, people understand and believe that thinking, planning, decisions and actions are better when done cooperatively. People recognize, and even assimilate, the belief that “none of us is as good as all of us.” (High Five)It’s hard to find work places that exemplify teamwork. In America, our institutions such as schools, our family structures, and our pastimes emphasize winning, being the best, and coming out on top. Workers are rarely raised in environments that emphasize true teamwork and collaboration.Organizations are working on valuing diverse people, ideas, backgrounds, and experiences. We have miles to go before valuing teams and teamwork will be the norm.Y ou can, however, create a teamwork culture by doing just a few things right. Admittedly, they’re the hard things, but with commitment and appreciation for the value, you can create an overall sense of teamwork in your organization.Create a Culture of TeamworkTo make teamwork happen, these powerful actions must occur.Executive leaders communicate the clear expectation that teamwork and collaboration are expected. No one completely owns a work area or process all by himself. People who own work processes and positions are open and receptive to ideas and input from others on the team.Executives model teamwork in their interaction with each other and the rest of the organization. They maintain teamwork even when things are going wrong and the temptation is to slip back into former team unfriendly behavior.The organization members talk about and identify the value of a teamwork culture. If values are formally written and shared, teamwork is one of the key five or six.Teamwork is rewarded and recognized. The lone ranger, even if she is an excellent producer, is valued less than the person who achieves results with others in teamwork. Compensation, bonuses, and rewards depend on collaborative practices as much as individual contribution and achievement.Important stories and folklore that people discuss within the company emphasize teamwork. (Remember the year the capsule team reduced scrap by 20 percent?) People who “do well” and are promoted within the company are team players.The performance management system places emphasis and value on teamwork. Often 360 degree feedback is integrated within the system.Tips for Team BuildingDo you immediately picture your group off at a resort playing games or hanging from ropes when you think of team building? Traditionally, many organizations approached team building this way. Then, they wondered why that wonderful sense of teamwork, experienced at the retreat or seminar, failed to impact long term beliefs and actions back at work.I’m not averse to retreats, planning sessions, seminars and team building activities – in fact I lead them - but they have to be part of a larger teamwork effort. Y ou will not build teamwork by “retreating” as a group for a couple of days each year. Think of team building as something you do every single day.Form teams to solve real work issues and to improve real work processes. Provide training in systematic methods so the team expends its energy on the project, not on figuring out how to work together as a team to approach it.Hold department meetings to review projects and progress, to obtain broad input, and to coordinate shared work processes. If team members are not getting along, examine the work processes they mutually own. The problem is not usually the personalities of the team members. It’s the fact that the team members often haven’t agreed on how they will deliver a product or a service or the steps required to get something done.Build fun and shared occasions into the organization’s agenda. Hold pot luck lunches; take the team to a sporting event. Sponsor dinners at a local restaurant. Go hiking or to an amusement park. Hold a monthly company meeting. Sponsor sports teams and encourage cheering team fans.Use ice breakers and teamwork exercises at meetings. I worked with an organization that held a weekly staff meeting. Participants took turns bringing a “fun” ice breaker to the meeting. These activities were limited to ten minutes, but they helped participants laugh together and get to know each other – a small investment in a big time sense of team.Celebrate team successes publicly. Buy everyone the same t-shirt or hat. Put team member namesin a drawing for company merchandise and gift certificates. Y ou are limited in teamwork only by your imagination.Take care of the hard issues above and do the types of teamwork activities listed here. Y ou’ll be amazed at the progress you will make in creating a teamwork culture, a culture that enables individuals to contribute more than they ever thought possible - together.。

如何做个好团队的英文作文

如何做个好团队的英文作文Building a good team is essential for the success ofany organization. A good team is one where members trust each other and work towards a common goal. Each memberbrings their unique skills and strengths to the table, creating a diverse and dynamic environment.Communication is key in a good team. Members need to be able to express their ideas and concerns openly and honestly. This creates a sense of transparency and trust within the team, allowing for better collaboration and problem-solving.Respect for each other is also crucial in a good team. Every member should feel valued and appreciated for their contributions. This fosters a positive and supportive environment where everyone feels motivated to do their best.A good team is also one that is adaptable and open to change. In today's fast-paced world, it's important forteams to be flexible and willing to embrace new ideas and ways of working. This allows the team to stay innovative and ahead of the curve.Having a strong leader is important for a good team. A good leader sets the tone for the team, providing guidance and support while also empowering team members to take initiative and make decisions.Finally, a good team is one where members are committed and dedicated to the team's goals. This means being willing to put in the effort and work together towards achieving success.In conclusion, building a good team requires trust, communication, respect, adaptability, strong leadership, and commitment. When these elements are in place, a team can achieve great things and overcome any challenges that come their way.。

如何打造更好的团队

如何打造更好的团队团队建设之所以重要，是因为它能决定一件事甚至一个公司的成败。

5个方法帮你打造更好的公司团队。

接下来，小编给大家准备了如何打造更好的团队,欢迎大家参考与借鉴。

如何打造更好的团队Teams are what drives success. Startups, rock bands and sport teams: each one has the potential to rise or fall based on the group of people who share the same passion and goals and are working together to achieve success.I have had the fortune to be a part of several teams in both my professional and personal life, but only when I had a chance to be a part of a team building process did I finally understand the meaning of having a team where each member contributes their knowledge, personality and skills for the benefit of the whole. Here are some key factors that, in my opinion, make for a great team:1. Make sure your team members are smarter than you.One of the most important things I realized while being a member of a team is that when I have the opportunity to build my own team, I will always reach out to people who I think are smarter than me. I always believed that in order to be the best, I need to learn from those who are better than me and make them my partners—my team. By surrounding yourselves with people who are smarter than you in areas you are less familiar with, you will ensure that your team will always move forward to achieve their goals. Even more importantly, it will allow the members of the team to learn from one another, improve their own skills and become better, and this is something every team needs.2. Everyone should be a leader.I’m a great believer in decentralization of responsibilities. I used to think that hierarchy was a vital part of creating an organization, but I was wrong. Hierarchy, especially in small organizations, can suppress your team’s creativity an d freedom to think and act.Think of the great Chicago Bulls: they had Michael Jordan, but what would have happened if the only guy who could make a decision on the court was Jordan himself? The Bulls and Jordan were the best because every team member had the freedom to bring his thoughts and skills to the table, allowing the team to win and succeed. Make sure that you hire only those who would be interested in taking on responsibilities, and be ready to let them lead.3. Brainstorm often.Brainstorming is a great way to set goals, road maps and have a discussion on just about anything. Use brainstorming as a platform to hear new ideas and allow your team members to find creative solutions to everyday challenges you may encounter along the way.Brainstorming will allow your team members to express their thoughts and flourish. This will help them to be better at what they do, but also to take on more responsibilities.4. A team doesn’t need a Yes man.Honesty is vital to a well-performing team. A team that strive to be the best cannot afford having someone who is not honest, and honesty begins with expressing your real opinion, all the time.A Yes man is someone who will always agree with you, and the last thing a team needs is someone who is always saying, “Yes”. When one of your team members is always agreeingwith what you say, it either means they are smarter than you (because they are confirming something you thought of) or less smart than you, and in order to build a fully functional team you need someone who will think differently and will show you different paths to achieve your goals. When building your team, make sure you are creating a culture where each and every one of the team members will feel comfortable to express their own, unique thoughts.5. Treat your team members as if they were your family.This, for me, is the most important rule in building a team. You and your partners are working together in order to set and achieve your goals, and that means you need to trust and respect each other as if you were brothers and sisters. By adding people you trust to your team, you’re allowing yourself to move forward with every decision you make and be confident about it. Trust and respect your partners, let them feel a part of the family and help each other to improve and develop your skills all the time; that’s the only way all of you will rise to the occasion, and win.扩展：后院常用词birdbath 水盆tire swing 轮胎秋千umbrella 伞picnic table 野餐桌barbeque grill 烤架tree house 树屋garden 花园lawn mower 割草机dog 狗dog house 狗屋slide 滑梯hose 软管patio 露台cat 猫birdhouse 禽舍ant hill 蚁丘swing 秋千swing set 秋千架。

HowtoBuildTeamSpirit

HowtoBuildTeamSpiritListenHow to Build Team SpiritYou are the team leader and you want to build team spirit to increase the productivity of your team. In this article, we tell you exactly how you can foster a sense of togetherness in your team.AdvertisementMan is a social animal and whether it is in his personal life or his professional life, he needs to work with other people. This makes it important to understand how to work with people without getting into an argument over things. This is especially true for workplaces where you need to work in teams. For most team leaders, one of the most important tasks at hand is generally learning to build team spirit among the members in their team. In today's corporate world, it is extremely important to understand the importance of working with others. Team spirit is not only important to avoid disagreements in a team but also important in order to enhance performance and to ensure the success of the team.Look at any company, whether big or small, you will see how they are working towards promoting the team spirit. Teambuilding helps foster a sense of togetherness and brings the team together. This helps in working towards a common goal and ensuring that success is achieved. But how do you build team spirit? In this article, we tell you exactly how, as a leader, you can build a sense of togetherness in your team.Building Team SpiritMost experts will always emphasize on the importance of outdoor and indoor games for team building. Team building activities are one of the best ways to bring a team together. But there are certain things that you need to do on a normal everyday basis to foster a sense of team spirit. While making teams in your office, it is important that you ensure that the teams are not bigger than 8 member teams and not smaller than five members. While with smaller teams there is always the problem of not having enough people to perform all the tasks, with larger teams, it becomes difficult to manage the same. If it is possible, try to make membership to a team something that needs to be earned. You can have some elite teams for which membership will be awarded on the basis of completing some tasks or achieving certain targets. This will push your employees to work harder and also give the team members a sense of healthy competitiveness. The entire team needs to be made responsible of any success or failure. It would be unfair to reward a single member as that could create problems within the team.As a team leader it may be a good idea for you to organize activities where the team members spend time together. You could organize picnics, family dinners, and other such socialevents so that they get to know each other on a more personal level. It may also be a good idea to organize corporate training sessions wherein team members learn how to cooperate with each other, how to communicate in a team and how to work together. Another tip that can work very well is to try to get team members to perform each others' task. This will create a sense of appreciation for the other person's work which can be very important. An extremely important and effective way of building team spirit can be ensuring that you are free with the praise that you give your team. That you constantly appreciate their good work in front of others. At the same time it is important that you do not criticize your team in front of others.There are many small activities and games that you can use in order to foster a sense of togetherness and build team spirit. Given below are some activities that you can use at your workplace.•One good way of fostering team spirit is by building a wall of fame that can have a display of trophies, certificates, and awards that team members have won. If you have team members spread all over the country, send out newsletters that detail out achievements of the team.•Get your team to send out messages to other team members regarding things that they appreciate about each other. Also get them to share information like birthdays, anniversaries, favorite restaurants, vacations spots, etc. Knowing people personally can be a great way of fostering a sense of belonging.•Get to know team members better and discover what their talents and skills are. There may be good singers, painters, dancers, etc. in the team. Have exhibitions and classes to getother team members involved.•Plan group activities like sporting events, gala dinners, concerts, family fetes, etc. so that team members can have fun together and enjoy with the team.These are just some of the many things that you can do if you want to build team spirit. Working as a team is a necessity and learning to do that while being happy can be the key to a productive company.Tulika NairApril 8, 2011Reprint PermissionTeam BuildingShare。