Author: Chen Hongyu =============================================== ======================= I always hear that everyone is talking about teamwork, what is the team? The team is a small group with complementary skills, people support each other for a common goal. For a team, the most basic thing is to have a clear goal. What is the reason for this makes everyone form a team? A goal. For the team, this goal is to get the ball score, thus defeat the other party; for the project group, it is completed within a time limit; for the software development group, it is a quality and quantity launch product. This seems to be very simple, as a software development team leader, in fact, are you very clear about your team's goal? For example, the goal of our group is to complete WPX-XP development by software requirements before September 30, 2001. In this goal, do you take into account the time of software testing? If the company is expected to release product release in October, the clear goal should be: complete WPX-XP all development and testing by software requirements before September 30, 2001. As a team leader, you have paid this goal, the next step is to make each group of people clear this goal. In this way, the goal of the entire team will be unified and clear. Team Development Team Development is roughly divided into four phases of forming, dissatisfaction, analyzing and action (Forming, Storming, Norming, Performing). In the formation stage, as a group length, you must not only make each group of people clear team goals, but also let them clear their responsibilities in achieving their goals. In the process of team development, it is inevitable that all kinds of problems will be encountered. At this time, the team teachers shirk their responsibilities and their emotions negative. This is a process, less than the stage of the team's development. As long as you guate the team to a positive solution, you can make the team more active. In the third phase of the team's development, the parsing phase, the team members reached a common solution. The team entered an efficient action phase. Team development may be repeated between these four phases. Clear goals, mutual trust and support ultimately enable teams to enter and stay in the action phase. For any reason, for any reason, individuals affect another person or group behavior is leadership. The consistent way of leadership forms a leadership style. There are two behaviors of leaders: guidance and support. Guidance behavior includes: telling group members what to do, how to do; define the role of the group member; define the relationship between the group employees; establish a target for the team member; for the group employee decision, etc. This is a one-way communication method. Support behavior includes: praise and encourage group members; open the channels for bidirectional communication; increase the scope of the responsibility of the group employees; adding team members involved in setting their goals. This is a two-way communication method.
In our team, it can be divided into four categories: maturity skills, ability and knowledge initiative and confidence, no R2, no R3, no R4 has a member of these four maturity The corresponding leadership is used to maximize the subjective initiative of the team members. As shown, according to the guidance and support behavior, the leadership style can also be divided into four types: leadership style guidance behavior support behavior S1: How less S2: S2: sales: Participation less S4: Delegate less It can also be seen that the team members of R1-> R4 should correspond to the leadership style of S1-> S4. When S just enters the company for the first Internet project, S is neither familiar with servlet, JSP is not familiar with JavaScript, s there is no confidence (R1). The group leader D allows S to make some samples of the program blocks, and guide him to read the bookings (S1). After a month, S has a roughly understanding of JSP and JavaScript, plus S original C and HTML experience, S is very confident to make programming work (R2). The group leader D see the progress of S, the independent function block is handed over to S, and take time and S to discuss specific practices, and check the code regime for S, timely discover the problem in the process (S2). After a period of work, S fully master the front desk programming skills in the Internet project, with experience in multiple projects, and through UML training, the team leader D allows S to serve as the design of new projects. S is not a design grasp (R3), he put its design ideas and D discussion, D affirm and support S., and encourage S to design (S3). S This has grown as an excellent designer, which has undertaken multiple items (R4) for the company. At this time, S needs more authorization to work (S4). When evaluating a person's maturity is R1 or R4, it is important for a given task. We often see excellent programmers being promoted to develop team leaders. For this programmer, his programming is R4, and the management level may only have R1. In terms of how to manage team members, you have to use S1 to guide him. Another principle is that if you don't confirm the maturity of the team, please try it first. For example, you are not sure S is in R2 or R3, first try S3; if S cannot be competent, change it to S2. Cochabiting the Coaching followed by the good guidance method for the above four leadership style. There is only one goal of the guidance, which is to cultivate the team to R4 to better complete the work. The following is a trip to lure five steps: 1, try to make the team members to establish objectives discovery and suggestions, let the team members talk about the background of the problem and the solution he suggest. Because you have experience in this area, you may find that the team's idea is not your good, even ridiculous. In fact, when you explain the incapacity of the team members' ideas, you also instilled your own thinking. Sharing your experience properly will play a good effect. Develop an action plan with team members. Authorized team members to complete the plan. Timed and team members review the implementation of the plan. The focus of taking a good instrumentation method is "Q" rather than "answer", "listening" rather than "say", "authorization" rather than "guidance". This more reflects your ideological way, not just leadership skills. Trusting others is the fundamental of leadership.
