MindMap Gallery Startup team management
This is a mind map about start-up team management. The main contents include team management methods, learning to listen to others, and establishing team rules.
Edited at 2022-10-29 17:18:26Avatar 3 centers on the Sully family, showcasing the internal rift caused by the sacrifice of their eldest son, and their alliance with other tribes on Pandora against the external conflict of the Ashbringers, who adhere to the philosophy of fire and are allied with humans. It explores the grand themes of family, faith, and survival.
This article discusses the Easter eggs and homages in Zootopia 2 that you may have discovered. The main content includes: character and archetype Easter eggs, cinematic universe crossover Easter eggs, animal ecology and behavior references, symbol and metaphor Easter eggs, social satire and brand allusions, and emotional storylines and sequel foreshadowing.
[Zootopia Character Relationship Chart] The idealistic rabbit police officer Judy and the cynical fox conman Nick form a charmingly contrasting duo, rising from street hustlers to become Zootopia police officers!
Avatar 3 centers on the Sully family, showcasing the internal rift caused by the sacrifice of their eldest son, and their alliance with other tribes on Pandora against the external conflict of the Ashbringers, who adhere to the philosophy of fire and are allied with humans. It explores the grand themes of family, faith, and survival.
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[Zootopia Character Relationship Chart] The idealistic rabbit police officer Judy and the cynical fox conman Nick form a charmingly contrasting duo, rising from street hustlers to become Zootopia police officers!
Startup team management
Team management methods
Clear goals: think about how to make money
Team positioning
Target customers? who/where
What products/services will be provided?
How good is the product/service?
The core is that customers are willing to pay
Manager positioning
Who is the boss?
What is the boss's goal?
To what extent is the goal achieved?
How will it affect revenue?
goal setting
Based on the cognitive model: people cannot make money outside of their cognition
Based on existing situation
Business model: whatever is profitable is a good model
Seek truth from facts and give up illusions
Limited resources
Iterate quickly
Leverage effect
Run quickly
business
Goal breakdown: What to do to make money
decision making
Based on reality, in the early stage of striving for logic and high probability,
What to do first and what to do later
Resource allocation (time, effort, cost)
Right time, right resources, right thing
action
what to do
client
product
marketing
cost
return
Investment research
Service operation
Management: using limited information and effective means to achieve desired results
Goal decomposition
Building a team: the people you need to do the job
Core team formation
partner
senior management
Senior technical staff
Bring your own resources
Consistent goals and community of interests
Difficulties in recruiting people
Limited resources
Difficult to distinguish talents
High liquidity
Recruitment points
Can you do this job?
competent
Not willing to learn
potential
When can I come to work?
Arrive at work
what salary do you want
cost
Put up the stall first
Employment characteristics
Position: Focus on functions but not on responsibilities
Many things, few people
Unable to write all responsibilities
Lots of unplanned things
Compilation: Better to have less than more
According to actual operating conditions
Recruiting talents step by step
Easy to add but difficult to delete
Communication: Sincerity
Pay attention to work efficiency
Need repeated communication
Usefulness is more important than rationality
Salary
Don't be shy about bargaining
Business makes profit
Don't be stingy about giving money
Benevolence and righteousness win people's hearts
Don't draw a pie
human Resources
Make a plan: what to do tomorrow
Learn to plan
Planning Difficulties
It’s difficult to implement a plan
Do whatever comes to mind
Lack of enforcement details
target promotion plan
team goals
directional goals
The general direction of team struggle
process goals
Target can be achieved in the near future
specific goals
Specific data indicators
Do things with purpose
management by objectives
Make a list of things that need to be addressed
List the factors that prevent you from achieving your goals
List conditions that will help achieve your goals
Personal characteristics/Knowing people and making good use of them
Make a list of things to do
Everyone has a burden on their shoulders
Criteria for good goals
S: Be clear and specific
M: quantifiable
A:Acceptable/Achievable
R: Relevant/Realistic
T: There is a time limit
Follow the SMART rules
goal plan
Summary review: What did you do yesterday?
Learn to summarize
Summary points
Talk less/don’t talk about responsibility
Just talk about progress
What are the results after execution?
What issues need to be resolved?
What progress needs to be made?
team meeting
Confirm current progress
Make plans for tomorrow according to progress
Methods/Experiences in Precipitating Cost Reduction and Efficiency Increase
Key points for review
Is the direction correct?
Is the staff okay?
Don’t look at logic and look at reality
Establish first and then break
Avoid mistakes and strive for the rest
Execute as existing before there is any optimization plan
Summary review
Learn to listen to others
Listen sincerely and attentively
Create an emotional account
Key points for listening
Take a deep breath/question/retell
Show that I am listening
Body movements are more important: What you don’t say is always more important than what you say
eye contact
gesture action
Leg movements
spatial distance
Know who you are talking to
Use recognition to resolve out-of-control emotions
"Reflect emotions" to get the other person to admit it
"Import Action" Affects Emotions
Feedback should be directed towards the problem, not the person.
Prepare the facts
conversation
Set the situation
give feedback
The event is true
make an impact
cause consequences
Notify employees once
Encourage and listen
discuss changes
Action summary
follow up plan
Conversation is more effective than
Build team rules
Set a clear team vision
Goals are relevant to everyone
The vision should be grand: those who seek the upper part will get it, those who seek the lower part will get it, and those who seek the lower part will get nothing.
Remind employees of the agreement
Use Agreement
Set annual goals
prescribed tasks
Establish clear rules of the game
Build a business site
Share profits with employees
Establish a timely feedback system
Individuals need group recognition
understand human nature