自我管理打造長壽高效團隊
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共同的價值觀 ????高效的團隊總是對他們看重的東西富有激情，明確坦誠。通常，這就是信守對同事的承諾。在一個創(chuàng)傷復(fù)蘇室中——沃頓商學(xué)院（Wharton）管理學(xué)教授凱瑟琳?克萊因和同事們的研究案例——團隊成員不斷變化，但所有人都凝結(jié)一心，這樣的凝聚力來自于對患者的關(guān)注，和對培養(yǎng)未來領(lǐng)導(dǎo)人的重視。 ????擁有這些特質(zhì)的團隊可以持續(xù)前進，無需正式任命領(lǐng)導(dǎo)，就算成員隨著時間不斷改變，也仍然可以保持高水平的表現(xiàn)。不是說成員本身不重要。正相反，成員非常重要——像這樣能夠進行自我管理的團隊在選擇自己的成員時取得的效果遠遠好于任何正式領(lǐng)導(dǎo)可以企及的水平。對于傳統(tǒng)組織的領(lǐng)導(dǎo)人來說，一點重要的啟示是，這樣的團隊并不是松散無序，毫無章法。完全相反：它們專注自律，長期而言比典型團隊效率更高。如今全球經(jīng)濟競爭日益激烈，這些優(yōu)勢正在變得越來越寶貴。 ????譯者：楊智 |
Values are shared ????Effective teams are actually passionate and specific about what they value. Often it's the sacrosanct imperative of keeping commitments to co-workers. In an elite trauma resuscitation unit studied by Wharton's Katherine Klein and colleagues, where team members change from moment to moment, all are united not only by a laser focus on the patient but also by valuing the importance of developing future leaders for the unit. ????Teams with those characteristics can keep going without formally designated leaders, maintaining high performance even as members change through the years. It's not that the identity of the members doesn't matter. On the contrary, it matters hugely -- and teams like these, being self-managed, choose their own members much better than any official leader could. The key insight for leaders at traditionally organized companies is that such teams aren't loosey-goosey, unstructured, or chaotic. They're just the opposite: focused, disciplined, and more effective over the long term than typical teams. In an increasingly competitive global economy, those advantages are more valuable every day. |
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