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给你一个团队,你能怎么管

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《给你一个团队,你能怎么管》100条团队法则,帮你解决团队管理中96%的问题!一看就懂,一学就会,目标、执行、创新、激励一个都不少!
通用电气、丰田、联想、苹果、微软……全球500强企业都在运用的“少人高效”法则!

《给你一个团队,你能怎么管》将重点描述:团队管理者所要坚守的4大原则,保证执行到位的10个步骤;激励团队的6大关键;实现关键性成长的3个方法;放权的3大原则10个障碍;管理中容易走错的11条弯路;团队成员的12个需要;伟大领导者的10个特征。


Content Description

《给你一个团队,你能怎么管》作者用他参与海外上市公司与国内民营企业管理的亲身经历,分享团队的建设与管理经验。他通过简洁有趣的描述,翔实动人的案例,为我们揭示管理的真相,告诉你应该如何建设和管理一个团队,内容富有系统性与针对性,简单易懂,容易上手,尖锐深刻。
团队管理,这是一个简单直接但又让许多人充满困惑的命题。说它简单,是因为团队无非只有三个条件:自主性,思考性和协作性。只要使你手底下的这帮人充分具备了这三大要素,一个合格的团队就建立了,它随着你的指挥棒冲锋陷阵,无所不至。但让很多管理者困惑的是,在实际的执行中,人们会遇到诸多现实而无奈的困境,会发现情况并非如此,原来还有这么多潜在的未知的问题。人性的种种缺陷,往往让团队的组建和管理面临无穷大的风险,不管你脚下是一家无足轻重的小公司,还是世界500强企业,他们的中高层领导者及员工本身都有这种苦恼。即,你明明身在团队,却感受不到一支成熟强大的团队的支撑,经常孤军奋战,陷入苦斗,多倍付出,却只能得到可怜微少之回报。
《给你一个团队,你能怎么管》的主要目的,就是解决这种普遍存在于各种组织中的“团队之惑”。书中的内容简洁易懂,有着非常清楚的定位,适合中国的中高层管理者学习参考,同时又具有很强的总结性,告诉你如何管理一个团队,如何突破自我,对于初创业者和有志于从事管理行业的人,提供了丰富的经验。
Author Description

赵伟,新锐派管理专家,籍贯闽北,长居北京,现为文化公司总裁。他从事管理工作多年,在管理过程中不断学习与研究现代企业的管理模式,对将欧美先进的管理模式落地中国有着丰富的实战经验与培训方法。曾为众多世界500强企业做过管理咨询。
Catalogue

前言 给你一个团队,你能怎么管?
第一章 凝聚力与执行力
文化和信念需要“量身定制”
内部的沟通方式
统一的团队精神
完整的执行体系

第二章 制度的基础
“懒惰因子”下的进度量化和惩罚制度
个人责任与共同负责
效率——谨防时间“偷窃”
你是管理者还是领导人?

第三章 道德的价值
你是否具备这些魅力?
致命的领导错误
扮好三角色:老师、兄长、朋友

第四章 制衡与分享
避免成员建立自己的小圈子
“庸者”制约“能人”重用
不追求尽善尽美的平衡
分享利益才能创造更多利益

第五章 放权与监督
团队不需要碌碌无为的领导人
放权的障碍因素
“授权”与“受权”

第六章 激励的方式
了解并满足个人需求
如何激励整个团队
放大成绩和缩小错误
晋升的梯子爬不完

第七章 提供晋升平台
给他表现和晋升的机会
“利用价值”决定分配机会
有危机才有竞争

第八章 领导力
好的领导人必须是造梦大师
施一份宽容,恩泽万丈
确立规则,抑恶扬善
责任人是谁?绝对的权威和法外的恩典必须共存

第九章 建立淘汰机制
末位淘汰法则
平等对待就是抹杀杰出者的贡献
别让“坏人”创造气氛
制定事件紧急处理系统

第十章 变革与创新
变革与守旧的关系
规避变革陷阱
实现关键性成长
附录团队法则100条
Introduction

给你一个团队,你能怎么管?
现在我给你一个团队,两个人,四个人,一个部门,或是一家公司,你会怎么管呢?
这是一个简单直接但又让许多人充满困惑的命题。说它简单,是因为团队无非只有三个条件:自主性,思考性和协作性。只要使你手底下的这帮人充分具备了这三大要素,一个合格的团队就建立了,它随着你的指挥棒冲锋陷阵,无所不至。但让很多管理者困惑的是,在实际的执行中,人们会遇到诸多现实而无奈的困境,会发现情况并非如此,原来还有这么多潜在的未知的问题。人性的种种缺陷,往往让团队的组建和管理面临无穷大的风险,不管你脚下是一家无足轻重的小公司,还是世界500强企业,他们的中高层领导者及员工本身都有这种苦恼。即,你明明身在团队,却感受不到一支成熟强大的团队的支撑,经常孤军奋战,陷入苦斗,多倍付出,却只能得到可怜微少之回报。
本书的主要目的,就是解决这种普遍存在于各种组织中的“团队之惑”。不管对“头儿”或“手下”来说,其意义都至关要紧,也许你每天的三分之二时间都在思考这个问题并因之无穷烦恼。
前段时间,我到北京的一家行业龙头公司办事。那是很气派的一家公司,实力强大,名声在外,总部装修豪华,不知多少人梦想有一天到这里来工作。早晨我到的时候,刚过了上班时间,正是来访客户最多的时候,前厅站着两个负责接待的年轻漂亮女孩,很给这家公司涨面子。但是我看看她们,她们又看看我,碰了碰眼神,就没有下文了。我站在部门公示牌前转了半天,明摆出一副初来乍到但有要紧事办的样子,半小时后,她们还是没有理我,好像我根本不存在。
过了一会他们的老总来了,在办公室没等到我就出来接我,见我站在外面吹风,很惊讶。后来我就跟他说:如果我躺在你们公司的大厅睡上一觉,估计她们也不会理我,还会窃窃私语这人是不是死掉了,一家知名公司不应该存在这种现象,这叫缺乏主动关切,是一项很重要的团队文化,也是公司的对外窗口。你可以想一下,哪天你去邻居家串门,站在客厅一个多小时,邻居一家人愣是没人理你,最后得在卧室睡大觉的主人出来了,才跟你说第一句话,你会怎么想?你一定觉得这家人都有神经病,以后再也不想踏进来了。
许多朝阳型企业,业务发展迅速,资金也很充足,但最后却在激烈的竞争中被吞掉,尤其是被国外大鳄轻松击败,这是最近十几年的中国经常见到的残酷现象。但究其原因,他们并非败在技术上,而是团队的质量,特别是像这种容易疏忽却非常关键的细节。
老总和各级管理者谈及此很委屈,有一肚子的话要讲。他们谈困难,也在埋怨,下面的员工是怎样差,我的下属是如何不认真,各怀鬼胎,勾心斗角,真是烦人……我在跟企业家和公司的干部沟通时,总能听到此类嗟叹,把一切归结于社会的历史的文化,将责任推给下属的不作为就了事,却忽视了自己的工作失误。一个优秀团队的建立和维持,不但需要每一名团队成员的共同努力,其中团队领导者的作用才是最大的。没有比尔·盖茨,微软就不会有几十年的辉煌,成为一个无法击败的软件帝国;没有巴菲特,恐怕哈撒维公司也早就倒闭了不知多少次。你不得不深信这一点,一个团队的强大,主要依赖于其团队制度与文化的开创者和管理者。如果你放弃了这个神圣的责任,它在坍塌的同时,也会毁掉你。
有一位老总对我说,他有次吩咐一个下属去扫描,结果她马上反问:这是我的职责吗?老总立刻愣住了,对这名下属的印象很差,因为在他的观点中,不管是否自己的责任,只要上司的命令,下属就必须立刻执行的,否则就是违抗和顶撞上级。但是,后来他冷静地想了一想,发现了自己的错误,因为他在公司的管理中,从来没有将员工的岗位职责分清,也没有将员工的工作在正式的公司会议中进行明确的分配,以至于员工并不清楚自己的分内工作到底有哪些,时日一久,互相排斥和偷懒逃工行为,便急剧增加。
这就是管理团队一项非常重要的素质,明确分工,不断激励,才能获得更好的团队合作。道理就是如此的简单,但是在这方面犯错的,却仍然磨肩擦膀,时时可见。
本书对于团队的建成和管理、及任何一名团队成员在创业和工作中的需要,均做了简洁实用的经验阐述。书中没有深刻的描绘,每一个主题和篇章都有趣可读,深入浅出,既是一部中高层管理者可参考的团队管理书,又是一本公司的职员可拿来汲取经验的团队生存枕边书。我们向您提供一种有益的警惕的同时,也送给了读者一份豪情干云、提升自己的管理能力的实战圣经。

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