打造新創團隊文化的五本書

Five Books to Shape Culture and Team at Startup Company

回頭檢視 P 社三年來在『文化形塑』及『團隊建立』走了不算短的一段路。

今晚恰巧與某新創團隊的人資夥伴聚餐,席間聊起有無合適的書單推薦給人資新手邊作邊學;看到一臉熱血好學的模樣,不禁讓我想起這些年看過的好書們,於此分享覺得受用無窮、也戮力驗證在新創團隊裡作為依循的幾本。

以下引用最近社群圈火紅的一篇文章:Google Spent Years Studying Great Teams. These 5 Qualities Contributed Most to Its Success. 所謂團隊便是志同道合的專業人士組成的問題解決小組,如何可以發揮 1+1>2,前提就是能『高效合作無間』。聽起來頗玄,透過 Google 事無巨細地研究,得出五項結論。茲搭配推薦好書,大家持續琢磨、精益求精在工作裡吧(汗)。

1. Psychological safety

“In a team with high psychological safety, teammates feel safe to take risks around their team members,” wrote the researchers. “They feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.”

📝 推薦 The Culture Code整本書圍繞著心理安全之建立優先於成事之重要。推動積極變革前,請先自評『我是否有建立起一張能讓隊友安全落下的網?』創新求變的前提是勇於試錯,更之前的充分要件是『鼓勵犯錯』的文化。最精采的例子便是馬刺隊傳奇教練恩威並濟的故事,非常值得一看。

2. Dependability

“On dependable teams,” wrote the researchers, “members reliably complete quality work on time (versus the opposite — shirking responsibilities).”

📝 推薦 Powerful雖然中文書名翻得有點直白但每章都令人深切反省 !太同意『廢除無謂的政策與程序』 — 把每個成員都視為成熟的成年人(我知道新創成長過程有時有些困難),確保所有人都理解要前往的方向,就可以給予充分的自由與責任 — 前提是紀律:所有人都絕對誠實下持續挑戰高目標。

3. Structure and clarity

“An individual’s understanding of job expectations, the process for fulfilling these expectations, and the consequences of one’s performance are important for team effectiveness,” the researchers stated. “Goals can be set at the individual or group level, and must be specific, challenging, and attainable.”

📝 推薦 Managers as Mentors老葛大師的書我通通推薦!(個人最愛 Triggers,無論角色為何,這本書皆可幫助自省並更快樂的生活)要如何清晰具體地讓隊友理解工作期待、設定目標並持續挑戰,Mentor 應『透過引導與觸發,讓隊友獲得新發現與洞見』;而這些都可從『真誠對話』開始:

4. Meaning

“Finding a sense of purpose in either the work itself or the output is important for team effectiveness.”

📝 推薦 Start with Why這是一本到處被引用的書!知識型工作者最重要的不是教他怎麼作,而是去描繪這麼作的意義與藍圖為何!沒時間看完整本書也十分推薦看完這個演講,或是這篇報導,可以更理解『目的』對於激發動機的重要性、而不是從『做什麼』開始。我常常分享的是:『以終為始,怎麼做或做什麼是其次,想要達到什麼目的,解決什麼問題,才真正重要』。畢竟新創團隊資源有限,花錯時間解錯題,離意義與目標將漸行漸遠。

5. Impact

“The results of one’s work, the subjective judgment that your work is making a difference, is important for teams,” the researchers wrote. “Seeing that one’s work is contributing to the organization’s goals can help reveal impact.”

📝 推薦 Work Rules!這本已經成為人資工作者奉為圭臬、人手一本了吧~回頭看這項,新創團隊成員都是抱持著能打造更好的產品,帶給世界正向的影響力。打造團隊文化之前,應該時刻向團隊抱持感謝,同時經常性地溝通 big picture,才能『見樹又見林』,讓團隊能比想像能作的實現更多~

(延伸閱讀)P 社讀書會書單在此

(後話)

回頭檢視暫停寫扣的這一年,至少有堅持住持續分享的動能;排名前三文章竟然都和招募相關!果然驗證 medium 是新世代雇主品牌運營必備的渠道~

#1 熱情成就影響力:一個感動的夜晚

#2 答案,不該只有一個:日本徵才渠道

#3 關於新創徵才我想說的幾件事

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CHRO | PHRi | MBA | PMP | Business Coach for Startups

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