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MindMap Gallery Strong combat team building strategy
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Strong combat team building strategy
How to form a team with high combat effectiveness is applicable to any company's management, interviews, bosses, personnel, HR, and HRBP. I hope it will be helpful to you!
Edited at 2023-11-22 17:40:43
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Strong combat team building strategy
- bacteria
This is a mind map about bacteria, and its main contents include: overview, morphology, types, structure, reproduction, distribution, application, and expansion. The summary is comprehensive and meticulous, suitable as review materials.
- Plant asexual reproduction
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- Reproductive development of animals
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- Outline
Strategies for building strong combat effectiveness
1. The gene of talent
1. We must first choose to be with the right person, and then we can coordinate things well
Learn to recognize people
A type of person who gets along with things
1. A person who pursues results
Execution layer
2. People who are strict about the process of things
Verification layer
a person who gets along with others
1. People who influence others
decision-making level
2. People who cooperate with others
implementation layer
2. Behavioral personality management DISC
D--Dominance--Domination
Execution layer
Sun Wukong
dominant
I--Influence--Influence
decision-making level
Tang Monk
S--Steady--stable
implementation layer
Zhu Bajie
C--Compliance--obedience
Verification layer
Sha Seng
3. Four quadrants of personality
To see his character, first look at his behavior
Quadrant 1 (D)
Results-oriented and clear goals
leader
Features
Dong Mingzhu
1. Actions are short and powerful
2. Speak forcefully
3. Bold and decisive character
4. High standards and high requirements
5. Strong execution ability
6. Desire for power
7. Strong desire to control
8. Stand alone
9. Irritable and irritable
usage
Be the talker, let him take charge and have the final say
Persuasion to quit method
Don't give him anything to do, let others take care of him
Quadrant II (I)
Oriented by interpersonal relationships and care about the evaluation of others
military adviser
Features
Jack Ma
1. Many ideas
2. Good at dealing with people
3. Talk more and do less
4. Be helpful
5. Visionary
6. What you say is exaggerated and you don’t pay attention to details.
7. Be good at teaching others
8. Strong appeal
usage
Do atmosphere work, continue to praise, need respect from others, need to be needed by others, need to be admired by others
Persuasion to quit method
Continuous criticism and disapproval
The third quadrant (S)
Oriented by a stable environment and cooperating with people
Features
Zhu Bajie
1. Slow movement and low efficiency
2. No opinion
3. Pursue stability and enjoyment
4. A good old man, a mediator of relationships.
5. No goals
6. Unable to accept frequent changes
7.
usage
Political commissar work requires him to participate in the team and requires others to pay attention to him and recognize him.
Persuasion to quit method
Constantly changing jobs
Quadrant 4 (C)
Guided by perfectionism complex and rigorous
Features
Ma Huateng
1. Obsessive-compulsive disorder
2. Rigorous logical expression ability
3. Pay attention to data and details
4. Difficult to talk to each other
5. Risk control expert - always think of the worst
6. Harsh, seldom praises, loves to defend
7. Only talk about others, not about yourself
8. Love explanations, fear criticism
9. Low-key
usage
Monitoring, risk assessment, arranging attention to detail and process monitoring
persuade to quit
Arrange work that requires imagination but not detail
Summary: Everyone has the above four personalities, but the index is high or low. People are a combination of personalities.
3. Personality combination
1. DC type
Dominant, submissive
Focus on results, perfectionism, and demandingness
2. ID type
Primary influence Secondary control
Able to speak, have opinions and ideas, work well, and have strong combat effectiveness
3. SC combination
Main stability, deputy obedience
Rebie is good at interpersonal relationships, able to coordinate various relationships, and pays attention to details.
4. CS combination
Main obedience, deputy stability
Attention to details, low-key, and able to participate in work
4. Key points for team building and personnel selection
1. Try to choose a personality that complements your own.
2. Try to choose a character that integrates personnel and affairs.
3. Try to choose characters with energy tendencies of D and I in the early stage.
4. Try to pay attention to the complementarity of positive and negative, and the complementarity of personnel.
5. Try not to choose someone with a particularly high quality score
6. In the middle and later stages, the team should try to select people from S and C to join the team.
7. Try not to try to change a person’s personality
Summary: Management is about developing people, not changing them
2. Recruitment standards
background
The cornerstone of HR team development
Even if there is no shortage of people, we must recruit them.
Companies that don’t recruit will not be successful for a long time
Benefits of Continuous Recruitment
1. The more people, the better the management
2. Use interviews to convey to employees that the company is developing well
3. Recruiting can accumulate talents for multi-store layout
4. Recruiting people will help you better understand external changes and discover more truths
Summary: An enterprise that wants to develop must learn to provide for idle people when necessary - talent reserve
Summary criteria
1. Try to recruit people who have desires and know what they want.
One question must be answered - who do I want to be and how will I develop in the future?
2. Try not to choose someone with a particularly high quality score.
This kind of person is immature, too extreme, and not comprehensive enough.
3. Operations must first select newbies
Recruit only those with suitable concepts, suitable values, and suitable abilities. Don’t recruit casually.
4. Try to recruit outsiders as much as possible
With high pressure and strong ambition, your ability to contribute will be greater
5. There is a lot of pressure on local candidates
6. In the middle and later stages of the company, people with high S and C quality index will be selected to join the team.
7. Don’t try to change a person’s personality
Operational recruitment suggestions as an example
1. Recruit newbies
The experienced operators you find outside are basically half-full, otherwise you won’t change jobs.
A proud man
The most reliable thing is to cultivate it yourself
1. Selection among artists
2. Selection from customer service
3. Recruit newbies with bachelor’s degree or above
Academic qualifications represent whether an employee has strong learning ability, positive attitude, and positive thinking.
Blank paper, positive energy, willing to listen and willing to do
Only with desire can you have fighting power
2. Recruit foreigners
Local people generally have no ambition and no worries.
1. The further away, the better
2. Recruit local non-only children
3. The conditions for local recruitment are poor
3. Recruit talented people
Only with a high salary can you recruit talented people who can bring you new skills and strengthen your new section.
valuable in itself
method
1. Eat first and look at your character, morals and values.
2. Use existing problems to ask him to see if he has any ideas.
3. If you confirm that there is no problem, just divide the shares and let them invest money, then they will really take it seriously.
3. How to conduct an interview correctly
background
Interviews are not about interviewing candidates, but about asking candidates to interview the company
The essence of recruiting is to attract like-minded people
So the interview is actually asking someone else to interview you.
We must understand that what we need to recruit is not an employee, but a talent.
People who can be attracted to you will have strong fighting ability and strong ability to withstand stress.
Misunderstanding
1. Come in and want to introduce yourself
2. Ask why you come to our company
3. Ask about work experience
4. Ask him about his salary expectations
5. Ask him if he is willing to work overtime
correct order
1. Show what kind of company we are, this is the most basic standard
Show yourself, show your team, show your pattern, show your corporate culture, and show your development prospects
2. Show the current situation of our company, its achievements, existing problems, talents needed to solve problems, job requirements, and promotion channels
3. Finally, we emphasize that we are not recruiting everyone, we are recruiting talents and people with ideas.
Summary: 70% of the time is spent presenting yourself and the company, and 30% of the time is spent asking questions to the candidates.
Key questions to ask
1. Ask about values
Who do you want to be? What is your five-year plan? If you pass the interview, who do you want to be in five years?
2. Ask about self-knowledge
What are your strengths and weaknesses? See if you know yourself well enough.
3. Ask about the pressure value
Under what circumstances would you leave our company? Can you tell what he doesn't like and what his limits are?
4. Ask about energy value
How do you prove that you love this job? Applicants will self-hypnotize and brainwash themselves, awaken their own self-worth, and slowly know what kind of person I want to be.
5. Ask specific things
1. What work areas are you good at?
2. What are the key points to do well?
3. Insert and ask some details
4. Verify whether it is true and accurate
Interview operations
1Are you willing to become a shareholder of the company?
2. If the company operates multiple stores in the future and you own a large share, which category do you think has a higher success rate?
Determine employees’ understanding of themselves, the industry, and their ability to understand underlying logic
3. What do you think of the current situation of our company? What is the most difficult thing?
See if you know about the company and if you have any information
4. What are you best at operating the port?
Discover what he is best at, and ask about the differences to see what he is proud of.
5. Please perform a store diagnosis on our store. What are the problems?
It can be seen where the comprehensive strength and level of operations are
6. How to solve this problem? Can you solve it fundamentally?
See if there is any real information
7. Can you evaluate this operation plan and data and how to optimize it?
Look at strength
8. How long do you think it takes to create a hit?
subtopic
9. How long will it take to open this store? Why does it take so long? What needs to be done?
10. If there is not so much money to grant to you, what else can be done?
11. How many levels can operations be divided into? What level do you feel you are at now?
Generally, it will be classified as medium. If you weaken yourself, your expected salary will not be too outrageous.
12. If you were given a team, how would you lead them?
Postgraduate entrance exams for operational and management abilities are all basic skills.
13. If the store cannot operate for a long time, what do you think is the reason?
14. Do you often attend operational technology classes? What do you think of the lectures?
1. Depend on whether the desire to learn is strong or not
2. If you think it’s okay, it proves that you have an attitude of learning.
3. If you think it’s useless, it means you can’t absorb the useful information and you are arrogant.
15. Which institutions have better teachers?
1. See if anyone has actually listened to it
2. You can also collect them to improve yourself.
16. Please suggest an improvement point that can change the company now. How to do it specifically?
Tell him specific cases to analyze, see his on-the-spot handling ability, and assess his experience and basic skills
17. Are you good at communicating with me and able to explain complex problems to me simply? Explain it to me clearly.
If it can, it shows the understanding of the underlying logic, if it cannot, it means the opposite.
Interview artist
1. Judge the pros and cons of these 10 pages? Select 2 good and 2 bad to comment. judge their aesthetic ability
2. Why do pages with poor visuals sell better than pages with good visuals? Determine its sales thinking:
3. How to judge whether the page is well done? methodology for judging one’s career;
4. Can you copy this page 1:1? Determine its replicability;
5. What are you going to do if you come to our current page? Determine the ability of a diagnostic store:
6. If you receive a task to create a popular page, what is your entire workflow? Determine his approach to work:
7. What do you think is the difference between a good visual designer and a bad visual designer? Determine job understanding
8. If you were the director of visual planning, how would you train a visual designer? Determine professionalism?
9. If you are not satisfied with the operation of your page and you think it is very good, how will you communicate with the operation? Judgment-oriented question processing;
10. Have you ever participated in visual art training courses? Judge its self-learning ability;
11. If you were asked to teach an art class now, what would you teach? Determine its core strengths
12. Have you ever established a visual library in your daily work? Have you summarized the methodology for high clicks and high conversions? Determine whether there is accumulated material
13. Have you considered doing operations in the future? Judge its self-planning.
What kind of person is best not to recruit?
1. No desire, no plan, youth is sold for wages
2. Having no desires or pursuits, very Buddhist, and without any opinion.
3. Frequently job-hopping, operating level is half-baked, and using the store as a testing ground
4. Those who are over 35 years old and still look for jobs
5. Pursue more money, less things, and be closer to home
6. Those with moral character
7. Don’t pay attention to the company at all and have inconsistent values
How to form a good team