How to cultivate talents in the sales team

Century is a team supremacy. All causes will be a team career. Relying on the power of individuals can no longer achieve any achievements. This requires a team cohesion. As the lyrics sings "unity is strength", only a team with strong heart, cohesion, combat effectiveness, and team, with a group of mutual encouragement, support, learning, learning, learning, learning, learning, learning, learning In cooperation employees, companies can continue to move forward and grow. Copyright statement: Talking about how to improve the team cohesion from (1), the design high -efficiency team is not a relaxed thing in the actual operation process of the corporate team construction, but it is not as difficult as most people -it is a very difficult one. Things often feel like there is no way to start. Usually, some common management tools can be used to simplify team building work. The in -depth understanding of the team members, clarify the advantages and disadvantages of the team members, the preferences of work, the solution to the problem of handling problems, and the differences in basic values; The view of the team's purpose is to establish the rules of the team running. Each team has its advantages and weaknesses, and the team must obtain the task successfully and faces external threats and opportunities. By analyzing the environment of the team to evaluate the team's comprehensive ability, find out the team's current comprehensive capabilities. The gap between the goals is to clarify how the team play its advantages, avoid threats, and improve the ability to meet challenges. Guided by the task of the team to make each team member clarify the team's goals and action plans. In order to stimulate the passion of the team members, the staged milestone should be established, so that the team can see and touch the task goals, create an order to create an order, and create an order to make a order. The fantasy of members excited. The right time to take the right action is the key to the success of the team, and the start of the team task; when the team encounters difficulties or obstacles, the team should grasp the timing to analyze and resolve Soothing or elimination; and when to obtain corresponding resource support, etc.; You must guide due to the situation. How to action involves team operation. That is, how the division of labor within the team, the responsibilities of different team roles, the power of performance, coordination and communication, etc., therefore, the members of the team should also have a clear job responsibility description and explanation to establish the work of the team members to establish the team members' work standard. Regarding this issue, it is currently easy to be ignored in the construction of many corporate teams, which may also be one of the reasons for the low efficiency of the team. The team must let the team members clearly know why they join the team. What is the positive and negative impact of the successful operation and failure of this team on them? To enhance the sense of responsibility and mission of team members. The introduction of team construction that we often talk about incentives can be the honor of team honors, increased salary or benefits, and promotion of positions. (2) Only one learning team that provides employees with further enriching self is to create more "miracles" in a developed society. In terms of learning, the traditional marketing team is not strong in learning. They mostly satisfy their inherent knowledge and experience, and they are not very consciously absorbing new knowledge and do not actively carry out horizontal learning. In the learning marketing team, both the mechanism and concept are full of strong re -learning consciousness, good at combining theory with reality in practice, and good at discovering the advantages of others and absorbing. Faced with such employees, corporate leaders need to be good at creating learning opportunities and organizational learning. In the book "The Fifth Cultivation" of Peter's "St. Ji" Fifth Cultivation ", what is the characteristics of organizational learning as a team? In fact, it is five cultivation. The theory, tools and methods of a learning organization are divided into divisions In the three fields, these three fields are support for core capabilities. Describe it as a stool with a three -legged leg. The three legs are very important. If you remove one leg, the stool will fall. For desire, the right side is mental model and team learning, and in the middle is systematic thinking. Each leg is very important, which means that each core ability is very important. Generally speaking, the wisdom of the group is always higher than the individual wisdom. When the group is really studying, not only the group can produce excellent results, but the growth rate of individual members is faster than other learning methods. Members are extremely smart, because excessive cleverness often expands self -consciousness, likes great joy. On the contrary, everyone needs a strong sense of responsibility and career. The tactics will not be implemented and unswervingly implemented. For the details of each operation and the process of each project in the process. In addition, to ensure the execution of the team, the key should be clear in the execution process. What are the stages and specific determination of working indicators to achieve the goals that are achieved? , But where does the innovation ability come from? Educational training is an important means to improve the talent team's innovation ability. Because grasping education and training is an important way to improve the level of knowledge and comprehensive quality, and the knowledge and skills of players are inspiring the innovation ability. Prerequisites. Especially in the era of knowledge economy, industry companies with high product technology content are more obvious. In fact, innovation ability is also reflected in all aspects of enterprise management. It is a comprehensive concept, and only comprehensive innovation innovation Ability is the real innovation ability with competitive advantages. Talent training not only attaches importance to knowledge and skills, but also considers the spiritual things such as morality, emotions, and interest. Only by the comprehensive education and training of the enterprise can it be done. Whoever grasps well in this regard and does well, who can maintain a long -term overall innovation advantage in the competition and eventually defeat the opponent in the competition. From the inside of the team's division of labor and cooperative enterprises, through the founder's accumulation of pine individuals to expanding the size of the group until the organizational structure and functional balance development. Origin from internal circulation supply energy. In other words, team leaders have the ability to coach and mobilize groups; management has the ability to coach and mobilize the subordinates; employees have the ability to coach and launch themselves Interactive movement. But all strata must be able to treat others The department is familiar and understands, and can cooperate with each other in work. Otherwise, the strategy and tactics formulated by the formulation can only be a lonely appreciation, and other departments cannot be implemented at all. (6) In order to enhance the leadership can enhance and play the guiding role of leadership. First of all, the leaders must be used as a role model and demonstration of team members; secondly, clarify the specific work quality, scope, construction period, cost and other goals of the team; again, clarify each of each, clear each other The role and responsibility of the team members will give full play to the role of the project team members. (7) Give full play to the leadership of the communication and coordination. First of all, the communication and coordination between the team members. Various conflicts caused by differences in values, personality, and methods of life, interpersonal relationships have fallen into tensions, and even hostile, strong emotions, and challenges to leaders have occurred. Leaders should conduct full communication, guide team members to adjust their mentality and accurately locate their role, combine their personal goals with work goals, clearly know what they are doing, and how to do it. Secondly, the communication and coordination between the team members and the working environment. Between the team members and the surrounding environment, it will also produce discord, such as inadequate with the technical system, unfamiliar with the information technology system used by the team. Leaders should help team members familiarize with the working environment, learn and master related technologies to facilitate the timely completion of the project goals. Third, communication and coordination between the team and other departments. During the work process, the relationship between the team and other departments will also cause various contradictions and conflicts. This requires leadership and coordination with them. The environment, and continuously reached consensus on the work process, work goals and work, and better promoting the realization of work goals. (8) Give full play to the leadership incentive. During the work process, due to strict target constraints and changing external environments, leaders must use various incentives theory to make timely incentives to work class members to encourage and stimulate team members' enthusiasm for enthusiasm of team members. , A initiative, give full play to the creativity of team members. (9) Flexible authorization, and timely decision -making. With the construction and development of the team, the leaders must share the responsibility of the team members through the authorization, so that team members to participate in the project's decision -making process more. commence to work. First of all, through flexible authorization, the trust of the leaders' trust in team members also gives team members to learn and grow. This trust can lay the foundation of team trust, and it is also the embodiment of the team spirit between leaders and teams. Secondly, authorization is conducive to giving full play to the enthusiasm and creativity of team members. Everyone has a desire to realize self -worth. Challenging tasks allow them to continue to expand their knowledge and skills and discover their creative potential. The success of each work is not only the success of leadership management, but also the success of all team members who realize self -worth. Again, flexible authorization is conducive to timely decision -making. On the one hand, the team members can decide in a timely manner within their own authorization scope according to the changes in the internal and external environment. On the other hand, through flexible authorization, the leaders gradually shift their work focus to key points control, target control and process monitoring. The focus of the leader's work shifts from the inside to the outside, focusing on dealing with the relationship between the work and the enterprise or society, and the operation of the project team. Third, give full play to the team's cohesion team cohesion is an invisible spiritual force, and is an invisible link that closely linked a team member. The cohesion of the team comes from the inner motivation of the team members consciously, from the values ​​of consensus, and is the highest manifestation of the team spirit. Under normal circumstances, the cohesion of the high team brings high team performance. The team cohesion is externally manifested as the team members' sense of honor and the status of the team. The sense of honor of the team is mainly from work goals. The team produces and exists for work goals. Therefore, a high goal commitment must be set up, leading the team's direction with higher work goals, so that team members form a unified and strong consensus on the work goals, and stimulate the team members' sense of honor for their teams. At the same time, guide the unity of personal goals and work goals of the team, increase the heart of the team members to the team, and make the team efficient. Copyright statement: Talk about how to improve the team cohesion by the team's cohesion internally as the integration of team members and the morale of the team. People are people in society, and good interpersonal relationships are the lubricant of high -efficiency teams. Therefore, effective measures must be taken to enhance the integration and affinity between team members to form a high team morale. The team is open, and new members will join at different stages. The cohesion of the high team will allow team members to establish a team consciousness in the short term, form a sense of identity and belonging to the team, shorten the running -in period of the new members and teams. During the operation, the team's work performance was greatly improved.
121st century, the days of the personal hero solo protagonist are gone, and the cohesion has begun to be watched by more and more successful people. The strength of the fist tightness is much greater than the power of the slap is because all the strength on the hand is condensed in the boxing heart! The same is true of an excellent team. The strong cohesion has become the magic weapon for the team to improve work efficiency. What stands out in the brutal competition in the movie studio today will only be those teams with strong cohesion. So how can we gather the power of scattered views in the team based on the perspective of the economy?
. The core force of the formation team
The managers who have enough cohesive power all the gaze of management to themselves, standardize themselves, improve themselves, and surpass themselves. Essence Rather than saying that a team can unite beside a "leader", it is better to say that it is under some kind of personality charm. They are all team planning military divisions, commanders of the commander, and leader of the actions, all of which have achieved the perfect team's perfection with their own excellence. The building of an efficient team is whether there is a cohesive manager. To carry out modern production and operation management, we must have awareness of modern management, overcome the concept of small business management, can cleverly carry out effective management, rationalize all aspects of relations, and strive for support from superiors. "Understanding" and "trust" is the charm of cohesion today's managers.
1. Fully understand the strengths and weaknesses of employees
For today's managers, the key step is to analyze the work from the perspective of resource responsibility. What resources the company will give me to take care of it? It is necessary to always clarify your management scope and management authority. Most of today's management must be responsible for people, which means that managers must have time to manage these employees. Thinking from the perspective of management available time can help managers make necessary decisions when necessary. In order to maintain the progress of departmental work, which tasks can be postponed or canceled? Taking time as a resource can help managers respond to the problem and take necessary remedial measures. If managers want to effectively manage employees, they must first know what they can do and what capabilities they have, that is, to understand their specialties and weaknesses, so as to achieve long -term avoidance.
2. Choose different people
The talents of different people are different from each other. They can cooperate with each other and make it amazing. As a manager, it is not enough to cope with all foreign difficulties based on the advantages of the individual. Only by combining different talents can they play a greater role and use this to generate greater economic benefits. rn　　3、做到有效的用人决策rn做到有效的人员晋升与人员配备的政策有以下几个重要的步骤：rn　　　①、仔细考虑任命的核心问题r Before N's appointment, you must first figure out the reasons and goals of the appointment, followed by the problem that is suitable for candidates. When facing the task of selecting a new department in charge, the manager responsible for this work should first figure out the core of the appointment: to be hired and trained for new managers because the current manager has a personal problem? Management issues or market demand to increase managers to open up new markets? Based on these different appointment goals, different types of people are needed. Occupation should be objective, and the position should be determined according to the task, so it should not be determined by person. If the change of any "position" in the organization will cause a series of chain reactions. Insert a certain "position", and everyone in the entire organization is implicated. Because the result of the personnel is bound to cause everyone to be "uncomfortable", that is, it will form a grudge gang. As the manager of today's studio operating system, colleagues and subordinates who are the most direct management are equal. , Rather than whether the person used is willing to follow.
②, a certain number of alternative talents at the beginning
The formal qualifications are a very small number of considering objects. If there is no certain number of consideration objects, the range of the selection is small, and the appropriate candidate is determined to be a suitable candidate. The difficulty is great. To make effective decisions, managers should focus on at least 3-5 qualified candidates.
③ to look for candidate's strengths for starting point
The common way of thinking in real life, one is to use only the strengths of people; , Seeking whole people. The former enables the organization to achieve performance, but the latter can easily weaken the team.
4. Make sure the appointed person understands the position
The person to be appointed in new positions should focus on higher requirements for positions. To let the appointed person know what you want to do, you must clarify the management scope and management authority of the appointed person. It should also write management methods and management plans in writing. If you don't make this step, don't complain about your appointment person's poor grades; you should blame yourself because you have not fulfilled the responsibility of a manager. In short, as a cohesive manager, you must regulate yourself, improve yourself, and improve your management ability. Only in this way can you have the core force of the team.
. Establishing a reasonable allocation system
In the process of talent flow, economic factors and power promotion always occupy a large proportion, but excessive emphasis on this is easy to mislead. If the end of it is difficult to accept, in fact, the managers with sufficient cohesion will make the team members clear; the different ways are not the same, and the ideal differences are not condensed. The manager uses feasible management to unify the employee's values ​​and the core values ​​of the enterprise. The assessment body established is based on the principle of "the person is suitable and the person is responsible", and the concept of equality, cooperation, and tacit tree is the team. In the current operation of enterprises, in order to succeed in competitors, a combat effective team must be established. Bill, the richest man in the world. What is the biggest secret of Gates? The answer is: Microsoft has a successful team. Microsoft is a company that is well managed by smart people. Gates is proud to invite this group of he can find the most intelligent talents. He said in 1992: The distinctive characteristics of Microsoft and other companies are the depth of the think tank. They call them propellers, digital minds, gears to turn their minds or workaholics, use brain madness, or Microsoft crazy. He said many times: "Twenty of our top 20 people, then I tell you that Microsoft will become an insignificant company." Microsoft's success is to rely on outstanding figures and Bill. The reasonable management system of Gates, from the managers of Microsoft and some other successful companies, can summarize the experience:
1. Clear and reasonable business goals
The target is an important foundation for condensing employees together Only the identity and commonity of the goals will form a strong organization and team, and to encourage employees' fighting spirit.
2. Enhance the influence of the manager's own
The manager is the core of the organization. A charming and prestigious manager will naturally unite all employees around themselves; People are scattered, let alone the team spirit. Managers are given certain power because of their status and responsibilities, but they are not cohesive by power to give orders only by power. Attraction, this prestige: first, depending on the personality, morality and ideological cultivation of the manager; the other is to depend on the manager's knowledge, experience, courage, talent, and ability; the third is to depend on whether the manager is promoted to the law that has been promoted to the law that has been promoted to the law. , Take the lead, lead by example, or whether they can devote themselves to their careers; the fourth depends on whether managers can treat others fairly, to be fair, and work together with employees, and to pay a lot of money.
3. Establishing a system scientific management system
Culed a set of scientific systems that are compatible with personnel management. Management work and human behavior institutionalization, standardization, and proceduralization. An important guarantee for efficient operation. Without effective systems and norms, there will be disorder and chaos, and there will be no teams with orderly order, strict discipline, and strong cohesion.
4. Good communication and coordination
The communication is mainly based on information and ideological communication to achieve consistency in understanding. Coordination is consistent with action. The two are necessary conditions for forming a team. The inconsistency of understanding and opinions between superiors and departments, between departments, and employees are common. It is not uncommon to have misunderstandings, suspicion, and even look at each other. Therefore, communication should be regular and continuous.
5. Strengthening incentives, forming a community of interests
This involving wages, rewards, welfare benefits, promotion and other aspects, that is, by establishing an effective material incentive system community.
6. Guide all employees to participate in management
E every employee is a member of the team organization. If they can work hard like managers, always care about the growth of the company, think about it up and down, go forward and go back and go. In one place, the goal of managing the main object of the main object, the company's companies will definitely become an excellent team. All employees participate in the form of management, which attracts employees to participate in various management activities directly, so that all employees not only contribute to labor, but also contribute wisdom to wisdom , Directly planning for the development of the enterprise will form a stronger centripetal force.
7. The potential of the developer to promote the growth of each member
The manager must consider how to make employees and enterprises grow together, how to help them plan their lives, use their talents, develop everyone's talents Potentials make them clarify the goals and meaning of life, guide them to create glory and realize the value of life. When everyone's growth is closely linked to the company's fate, when everyone can create their own beautiful life from the company's career development process, the team will be invincible and the team spirit will be maximized. To this end, we need to carefully study the talents, length, potential, aspirations, and helping them to plan and design the road of life in each employee, and use their strengths to do their best to make their talents. Essence
8. Establishing a harmonious interpersonal relationship
Men people are people in society. Everyone will associate with many people in work and life. More time spent in the work unit. Therefore, interpersonal relationships in the enterprise are more important. Getting along with colleagues and harmoniously, creating a harmonious and good interpersonal relationship will make people feel comfortable and energetic, and make the enterprise integrate into a friendly and harmonious team.
9. Establishing overall concept and overall consciousness
The ultimate pursuit of a team and a department is the overall force, cohesion and the best overall benefits, so we must establish a global concept with the overall situation, and do not care about individuals. Interests and local interests consciously contribute to enhance the overall benefits of the team.
. Create a sustainable development environment for employees
The levels of employees in modern society can be divided into three levels, such as can be divided into three levels of survival needs, relationship needs and growth needs. Employees should be advocated to provide self -design, providing employees with a complete incentive training mechanism, creating a good atmosphere of learning and improving, helping employees to achieve their own growth, and realizing value pursuit. The stronger the cohesion. Creative managers can imagine various possibilities and observe the opportunities that others cannot see. He is good at innovation and can repeatedly consider problems from different angles to seek new solutions. He spurred himself to break the traditional old habit and often ask himself: What new products can we develop? How do we provide better services for our customers. Treating employees also adopts this positive and visible approach. Managers are full of confidence in employees' ability, and firmly believe that their institutions can solve their internal problems. By giving full play to the creativity of employees and innovating their business. For managers, this creates a good corporate atmosphere, because the employees are regarded as the knowledge and wealth within the enterprise. Like themselves, their minds are full of potential abilities. The value will be several times more than the book value.
In order to ensure that employees' creativity is fully exerted, creative managers can provide appropriate conditions for employees. They think the best way is to communicate with employees. They often ask employees with sharp issues and encourage employees to resume their thoughts and their thoughts to support their "extraordinary" ideas. Encourage dialogue with managers and put forward different opinions-this means that creative managers advocate creative conflicts and are willing to hear different voices. They encourage adventure and practice. In order to show their creativity and creative managers, employees must be able to withstand another risk-their internal risks. He must allow employees to develop their opinions with himself and allow employees to share successful honors with him. This requires managers to create an environment of encouragement and rewarding creativity. Managers generally develop their creative ideas first, and focus on their own innovation to develop. Once they cultivate their own creativity, they will give full play to employees' employees’s employees’s. Creativity becomes much easier. Just like Disney's Todd. What Manosfield appreciates: The secret is to discover the strengths of the staff and let them do more things they are good at. Creative talents, if employees are frightened, anxious, and lack of motivation, they will not and cannot do well. Successful managers first pay attention to his own talent and dig out their creative potential, so that they can make them more likely to play the creativity of employees. Such a leader is willing to hire a strong strain ability. For employees who are looking for the problem, they help employees to discover their ability and apply them to daily work. Then, outstanding leaders also pay special attention to providing employees with appropriate practice, adventure and sufficient adventure and sufficient Give full play to the working environment of its own creative potential. After arranging the appropriate candidate in the job that is suitable for him, you should start to establish a clear, challenging and creative goal, but it is not enough to set the goal only, and you should also advocate the ideas of new standards. People show their own creative methods different. Some people like to work on the original method of work, and some people are willing to practice and conclude in a new way.
4. Elimination of "Team Garbage Phenomenon"
The most terrible part of the tumor lies in its constant spread. Due to the existence of a small number of restless members, the original efficient team was very easy to become omnidirectional. Any team is unable to guarantee that those who will always be available will always be shortlisted. The breeding of "garbage" is not easy to avoid, and whether it can quickly remove the "garbage" has become a constraints for team management. The employment of managers with sufficient cohesion is based on virtue -oriented, paying attention to tailor -made, and the first behavior. Treating individuals, negative thoughts, they warn and seduce good guidance in time, and they still cannot get corrected people who will only be eliminated in the competition. Employers are effective and effective. This is what everyone managers want to do. In a efficient team, people must do their best.
1. The jealousy cannot be committed to the big appointment
ordinary people will inevitably be jealous of others. This is also a normal manifestation. Sometimes this kind of jealousy can be directly transformed into the motivation to move forward, so you cannot Speaking of jealousy must be negative. However, if the jealousy is too strong, it is easy to have resentment and feel that others are the biggest obstacles to themselves. At this point, it will do too much things, and it is not surprising that it is even angry and even angry. Therefore, people with too small gas can not be responsible.
2. People with a big look can seek big events
The so -called ambitions, that is, people with quite long -lasting people have different visions. People have a short look. Although they will be very good temporarily, they lack a grasp and planning ability in the future. They only stay at the current level. If the manager himself is a person with a high look, he has a clear positioning for his company's development and requires assistants, then this kind of person is a good choice, because such people are most suitable His strengths.
3, forward -looking people can take the heavy responsibility
Pevant -looking people often think more carefully, be able to live in peace, can consider various situations and results that may happen, and understand what they do; Such people often have a sense of responsibility, will reflect on themselves, and be good at summarizing various experiences and lessons. His work is generally better and better, because he can always see the shortcomings in each work to improve future improvement. With such excellence, the results are naturally prominent. Although sometimes such people will be indecisive, this is a responsible manifestation, so as a manager, he can give him some heavy responsibilities.
4. Don't get close to impatient persons
The people who often can't stand frustration, often falling like thunder because of some small failures. Such people often have no plan to do things, and they have failed to take action and other things. They never think about the reasons for failure, and they can rarely succeed. If the leader encounters such a person, then stay away from him to avoid being accumulated.
5, people who must not be reusable
This is still too late, and people who are too extreme often lack rationality, and it is easy to make things easy to make things. Like healthy, if the thought is too extreme, it will not be a big deal.
6. Be patient and look forward to the people who are late in the late
have one type of people. On the surface, they are not smart, and even a bit stupid, but they are often able to make it late. Enough patience and confidence must never be left out of him or even abandon him because of a momentary inaction, because such people can often predict the future and pay attention to the pursuit of long -term interests. Since it is a long -term interest, it is not what it can be achieved overnight. Trust him and give heavy responsibilities, not allowed such valuable talents to lose.
7, the person who easily concluded that there is no problem is extremely unreliable
, there must be various problems, whether it is a matter of big things or small things. It is determined that there is no problem, which at least shows that he is not deep enough to see it. A responsible person does not necessarily promise often. Because he is responsible, he will promise to make him comprehensive and systematic consideration that such talents are reliable.
8. People who are stuck in the small festival generally do not have any achievements
It to do anything, there are gains and losses, there are big benefits and small benefits. If you want to obtain certain benefits, you must abandon some small profits. If a person always quarrels in some small sections and does not want to give up, it will be difficult to become a great cause. Just as an advertisement, it is obvious that the larger the company's advertisements, the larger the advertisement. Now many world -famous brands created by many sorted groups are the results of long -term advertising effects. Some of the year's advertising costs are as high as hundreds of millions, but their profits are many times higher than this. In a sense, the more this small section is not restricted, the more returns that can be obtained, so it is difficult for people who are stubborn to become a big cause.
9. People who speak very little but have a very portable person will be able to act as a big job
Is my answer can help you

Experts of well -known sales talents; special sales talents training experts in the China Human Resources Development Research Association; independent development of five -door copyright courses (reviewed by the China Copyright Protection Center) and a set of teaching models. Teacher Wang Fei Personal Website: Assistant Teacher Wang Fei:

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