The five major thinking of communication and collaboration, and the five obstacles to team communica

1] There is a way of thinking.

People who can communicate always have the other party in their hearts, and know what to say and what not to say, because what should not be said is to hurt the other party, and you can't hurt the other party for a while. A person who thinks about others in every way is a person who usually communicates.

Just think about thinking. One of the things my mother used to say was: If you want to do something to someone else, you have to put it on yourself and see if you can bear it.

If you can accept it, then others can accept it too; If you can't accept it, it will also be a harm to others.

Maintain mindset. People who can communicate know how to protect other people's face, and know to stand in the other person's position to avoid some problems. Because some words are meant to hurt the other person, in order to avoid the other person being hurt, you must learn to keep your mouth shut appropriately.

Altruistic thinking. Before a person speaks, he thinks about whether saying this is good or bad for others. Don't say it if it's harmful to others, and say it if it's good for others.

Not saying hurtful words, not saying things that ridicule others, and not saying other people's cool words is the most basic quality of a person.

Praise thinking. People who know how to praise are kind people, and when they see that others are really good in a certain aspect, they sincerely praise others and let others feel their sincerity, so as to achieve a good communication effect. Everyone wants to be able to get the other person's sincere praise, your praise is a kind of recognition, your praise is a kind of acceptance.

The five key ideas for communication and collaboration include:

Think differently: During the communication process, always pay attention to the feelings and needs of the other person, and avoid directly offending or hurting the other person.

Think about it: When dealing with a problem, try to put yourself in the other person's position to better understand the difficulties and needs that the other person is facing.

Maintain thinking: In communication, try to maintain the dignity and face of the other party, and avoid too direct or harsh words.

Altruistic thinking: Always consider the interests and positions of the other party when expressing your own opinions and needs, and avoid focusing only on your own interests.

Humble and open-minded: Maintain a humble and open attitude, respect the views and opinions of others, and be willing to learn and accept the advice of others.

These thoughts can help us communicate and collaborate better and build good interpersonal relationships.

in the global economy.

In the times, the market competition is increasingly fierce, complex and changeable, enterprises need to continue to seek change and innovation to achieve the sustainable development of enterprises, of course, managers at all levels of enterprises play a very key role, and the transformation and development of enterprises also put forward higher requirements for managers at all levels of enterprises. How to implement the mindset.

The breakthrough? How to achieve high efficiency and high effectiveness of management? How to improve the performance of employees and departments to drive the improvement of the overall performance of the enterprise?

As a business manager, he is very good at using his own feelings, his own experience, his own advantages, and his own style to manage, and uses the inherent thinking mode and methods to manage his subordinates, so managers are confused about why the same management method.

Will it have different results for different employees? Why can't the results that managers want? Because managers have gone into a one-dimensional management misunderstanding.

This course is to provide managers with a tool to solve "human problems", so that managers can understand the complex interpersonal interactions in management, and DISC tools can help managers better understand and solve "human problems".

This course gives managers a panorama of their work, which will help them comprehensively analyze the true connotation of management, improve their practical management skills from the inside out, and achieve the purpose of comprehensive mastery through practical exercises.

Course Benefits. Understand the true connotation of management, strengthen the manager's management awareness, and change the work thinking mode.

Master the application of DISC tools in business management.

Ability to set goals, assign tasks, and supervise, direct, and execute programs.

Master the skills to communicate effectively and improve the effectiveness of communication with superiors, subordinates and across departments.

Master the motivation methods for subordinates, and give incentives according to needs to improve the work morale of different subordinates.

Course Approach. In addition to the theme teaching, this course mainly combines case study and analysis, group discussion, scenario simulation and training, and role play.

Experiential interaction and other teaching methods.

Comprehensive use to ensure the classroom atmosphere and the effect of actual absorption and mastery of students.

Course Features: Feature 1: Rich cases, through case discussion and analysis, guide students to think actively, and help students explore and improve themselves.

Feature 2: The atmosphere is active, through a variety of interactive methods such as classroom questions, group discussions, situation simulations, on-site training, etc., to deepen the students' understanding of knowledge, strengthen the students' mastery of practical skills, and highlight the interest and practicality of the course.

1 The basic problem of thinking for proper communication is mentality.

The first problem of communication is to have the right mentality, and the purpose of our communication is to solve the problem, not to have negative emotions at the beginning.

Communicating and blaming each other wasted a lot of time, and the problem was not solved.

The number one obstacle to teamwork: lack of trust.

The members of a good team never guard against each other, they don't hide their shortcomings, they have the courage to take mistakes and shortcomings, they dare to speak up, and they don't have to worry about being attacked and retaliated against.

Remember, teamwork starts with building trust, and the only way to do that is to dispel your guards.

The final obstacle to teamwork: ignoring results.

Team members overly pursue individual recognition and attention in their work, and ignore the interests of the collective or the collective work achievement, that is, the work goal of the whole team.

The second biggest obstacle to teamwork: fear of conflict.

The problem is the lack of necessary, beneficial conflicts. If harmony is to constantly solve problems and contradictions, then harmony itself is a good thing; But if it's because of hiding your opinions and true thoughts, then the so-called rapport is a bad thing.

What I need is not that false rapport (a mess of harmony), what I want is a team that can effectively argue things and then end them unscathed.

The third obstacle to teamwork is a lack of commitment.

Consensus cannot be reached when decisions are made, and the result of this problem is ambiguity.

The fourth obstacle to teamwork: avoiding responsibility.

Once we figure out what we have to do and we are ready to do it, we need to take responsibility for what we do and we need to perform well.

The five major obstacles to teamwork: lack of trust, fear of conflict, lack of commitment, evasion of responsibility, and neglect of results. These five obstacles are not independent of each other, but together form a pattern.

According to the chain reaction, if one of these five obstacles occurs, the entire team suffers.

1. Build trust.

1. Trust is the foundation of teamwork.

2. In a team, trust is always based on people's acknowledgment of weaknesses.

2. Increase healthy conflicts and reduce bad conflicts.

1. Conflict of conscience is the unreserved, constructive debate around the point of issue.

2.A clear conflict process and conflict resolution can increase conflicts of conscience and reduce bad conflicts.

3. It takes time to build trust, but the process of building trust can be greatly accelerated.

4. The level of trust in the team is never-ending and must be maintained and consolidated at all times.

3. Deliver on commitments.

1. Commitment is the embodiment of effective team collaboration.

2. Use effective workflows, methods and tools to help improve the commitment of members (e.g., ** tables, weekly reports, etc.).

3. At the end of the discussion, team members should have a clear understanding of the commitments they have made.

4. A good team should understand that it is okay to commit to a certain resolution even if there are differences of opinion between them (e.g., "military order" from the sales department of some companies, etc.).

Fourth, dare to take responsibility.

1. For a strong team, a sense of responsibility exists among colleagues.

2. Cultivate the sense of responsibility of employees in the corporate culture, so that even if it is not their own responsibility, they will not shirk.

Fifth, the process is important, and the result is even more important.

1. A good team is the one that achieves their pre-set results.

2. Team members must put the results that the team wants to achieve together over the results that the team or department wants to achieve.

"Five Obstacles to Teamwork (New Edition)" Introduction: When 57-year-old Catherine succeeded Jeff as CEO of a decision-making technology company, the company was in an uproar. Not only is Catherine past the age of her most creative, but she also doesn't have an educational background that she can handle.

However, in a company with a bright future, Catherine had to deal with the problems that come with all businesses: management falling against each other, employees and bosses drifting apart. However, the company's problems seem to be more prominent and trickier.

They have better and newer technology, a stronger board of directors, and more money than their competitors, but despite these advantages, the profitability and customers of the entire company lag far behind their competitors. Catherine, a blue-collar executive with no technical background but an extraordinary talent for building teamwork, began her journey of integrating teams with suspicion. This is a management book like no other.

Management bestselling author Patrick? In view of the five common and extremely dangerous problems in team management, Lancioni uses the best brushwork to show the process of team conflicts, handling, see-sawing, and then achieving initial results, all of which may be the realistic portrayal of your personal experience in the conference room. It's not easy to build a good team, but the process of building an ace army is not complicated.

Whether you're leading a global company, a small department, or just a team member in need of improved collaboration, if everyone on your team can work together, you can overcome challenges at any time, in any market conditions, in any industry.

The number one obstacle to team collaboration is the lack of trust among team members. The problem stems from the fear that most team members will be the target of attack. People are reluctant to open up to each other and admit their shortcomings and weaknesses, which leads to the inability to build a foundation of mutual trust.

The failure to build mutual trust is extremely harmful, as it lays the foundation for the second major obstacle — fear of conflict. A team that lacks trust can't produce a direct and intense exchange of ideas, instead with untargeted arguments and innocuous opinions.

The lack of necessary argument is a disadvantage because it inevitably leads to the third obstacle to teamwork: lack of input. When team members don't engage and express themselves in lively, open debates, they rarely really agree and make decisions, even if they appear to agree in meetings.

Because of insufficient commitment and no actual consensus, team members evade responsibility, which is the fourth obstacle. Because there is no real agreement on plans or actions, even the most conscientious and responsible people will hesitate to point out when they see that their colleagues' actions are detrimental to the collective good.

If team members can't hold each other accountable and accountable, the fifth obstacle has a breeding ground for growth. When team members put their personal needs (e.g., personal interests, career prospects, or recognition of abilities) or even the interests of their sub-departments ahead of the common interests of the entire team, it leads to disregard for results, and according to the chain reaction, if one of these five obstacles occurs, the entire team suffers.

Collaboration is a more advanced and efficient way to connect with society.

Social connection mode slave period - feudal period) - exploitation, unilateral giving, no reward.

Social Connection: Industrial Age) – Employment, with money as a medium, one-way flow of value. Workers are paid wages for producing goods, capitalists pay wages for products, and consumers pay money for products.

Social ConnectionInformation Age) - Cooperation, the same thing has different values for both parties, and each takes what it needs. "Broadening the scope and form of exchange", such as big data, enterprise development, open platform for users to use, users get convenience, enterprises get user data, in this process, value is not a one-way flow, but at the same time, without harming each other.

1- Humility and openness. There must be something that you don't know and that you're not good at, and you have to learn to collaborate with others to be able to complete complex tasks. Don't think about how smart you are, how much you are secretly rubbing and holding back what big news you want to make, it's not interesting, Gangzhen, are you smart or not, and it doesn't have anything to do with others, and whether you can do things is what others really care about, okay? ?

2- Share . The results and tips you have discovered, don't hold them as treasures, but share them with others. Why??

First, if you can teach others, it means that you have really mastered it. In the process of sharing and being asked, strengthen memory, clarify logic, and correct doubts and fallacies that were not thought of during self-study.

Second, you may get helpful sharing from others as feedback. To put it darkly, even if others don't take the initiative to share it, take your hands short, the next time you ask him, a normal person is not too embarrassed to hide his secrets, right?