Team management training summary

Summary is a written material to evaluate and describe the achievements, existing problems, experiences and lessons. It enables us to find mistakes and correct them in time, so we might as well sit down and write a summary. How should I write a summary? The following is a summary of team management training I collected for your reference, hoping to help friends in need.

Team management training summary 1 This time, the company organized team leaders to learn, the main purpose of which is to improve the ability and quality training of each team leader, so as to better complete the work and improve work efficiency. This study has benefited me a lot and made me understand the mission and responsibility as a team leader. The team leader is the commander and supervisor, and plays a role in directing the work at the front line and ensuring the quality of the work. As the saying goes, "every enterprise has a thousand lines, and every team has a needle."

In my study, I have constantly combined the knowledge taught by my teacher with the problems I encountered in my actual work, and I have a deep understanding of some of them. In enterprises, we often hear team leaders complain that "employees are not motivated and it is difficult to mobilize", "my management authority is limited, and I have used all the methods I can, but I just can't" and so on. Always blaming external factors is one of the typical psychological characteristics of many of our team leaders. As we all know, employees are the mirror of managers, and the behavior of employees largely reflects the management ability of team leaders. As the saying goes, Qiang Bing will have a nest, and the strong will have no weak soldiers.

As the leader of the team, the management ability directly determines the overall benefit level of the team. Just like the teacher said, take charge of people and things. I believe that there are no poor employees, only team leaders who can't manage.

The common problems in the current situation of the team leader in our environmental protection department are: the team leader is a technical expert and manages weaknesses, which are as follows: he can do things himself, but he can't manage people and lead the team; I can lead by example and be conscientious, but I don't know how to influence my team members. There is no strict team assessment system, relying only on "hard means" such as departmental assessment and fines, and not good at "soft means" such as personnel management and cultural management; Pay attention to the improvement of tools, equipment and production methods, but are not good at mobilizing the enthusiasm of team members and giving play to their strengths; Seeing that employees have many shortcomings, criticizing and educating employees, and seeing that employees have few advantages, encouraging and affirming employees; Complain that employees have low professional quality and insufficient skills, but they don't know how to cultivate their own quality; I have a good wish to build the team to a new level, but I lack management knowledge and skills and don't know how to start.

So what should we do to face these problems? Nothing to do? Just put it down? Don't! Our team leaders should look for ways to succeed, not reasons for failure! We should use what we have learned in training to improve our management level and improve our ability by managing people and things. In the process of team management, we should always regard people as the first element of management, put people first, and strive to stimulate and mobilize people's subjective initiative, enthusiasm and creativity. On the one hand, as a manager, we should do more empathy, always put ourselves in the position of employees to see how to deal with a specific matter, and the management should be reasonable and full of humanity, so that the interests of both teams and employees can be as consistent as possible. On the other hand, the team leader should pay attention to the all-round development of employees, not only their work, but also their study and life, their working ability and their health, so that employees can truly regard the team as their home and the team leader as their career guidance. The team leader should know more about the real thoughts of employees, and the tacit understanding and efficiency of the work will be greatly improved.

As a team leader, you can't just be a "lone hero". You should not only be able to complete the task well, but also let all the team members know how to do it and be willing to do it. Nezha's "three heads and six beards" is necessary to play the role of a good soldier. The so-called "three heads" refers to the triple identity of the team leader, that is, the commander of the production line-the squad leader, the instructor of the growth of subordinates-the coach, and the problem solver on the spot-the hoe. To do a good job of "three-headed", you must also have the skills of "six musts", which are six necessary skills for a team leader, namely, the ability to motivate leaders, the ability to communicate effectively, the ability to cultivate subordinates, the ability to manage performance, the ability to manage on-site and the ability to solve problems. Do a good job, arrange and arrange team members to complete the task, and guide them how to complete the task. In the process of completing the task, if you find problems and encounter difficulties, you should find ways to work with them, make suggestions and carry forward the team spirit. Qi Xinhui and Qi Xin cooperated to complete the task. To change the way of doing everything in the past, we must work hard and skillfully. Let the team members get exercise and growth in the process of completing the work, and let the team members become professional experts. In team management, the use of incentive mechanism, not only to reward advanced, but also to reward progress, timely and effectively communicate with team members, discover their ideological trends, care about their lives, understand their personality, according to their different personalities, give play to their character strengths, overcome their personality weaknesses, so that team members have a sense of belonging and work happily. When encountering problems and difficulties, we should step forward, dare to take responsibility, act as a "shield" for team members at critical moments, gain their trust, and establish and improve personal influence. In order to gain the support of the team members, we should flexibly use the methods of moving people with emotion, understanding with reason, inducements, bringing them to justice, threats and so on.

Team is the smallest organizational unit in the enterprise, but it is the most important cell in the enterprise. The quality of team work determines whether the enterprise can survive and develop healthily and directly affects the overall operating results of the enterprise. Therefore, if an enterprise wants to keep its vigor and vitality forever, it must do a good job in team management. Team management should be people-oriented, people-oriented, make people give full play to their talents, create the maximum benefit of the team, and realize the common development of people and the team.

Summary of Team Management Training 2 20xx is a year of great development and great leap in Anhui Guoxing. The second phase of pyridine project and paraquat project were completed and put into operation in the first half of the year. The pyridine chlorination project is about to be put into production, which indicates that the leap-forward development stage of Anhui hoshi shinichi Ship is about to start.

In the development of enterprises, projects are hardware and management is software. Under the guidance of President Yang's spirit and the concern of the group leaders, Anhui Guoxing began to comprehensively promote the dual management of refined management and team management.

Those who are refined, get the essence from the rough, keep refining and carefully screen, so as to find the best solution to the problem; Fine also, fine also, investigate its root, from coarse to fine, so as to find the internal relationship and regularity of things. "Jing" is the inevitable way of Jing and "Jing" is the natural result of Jing. Strong foundation projects, focusing on the team.

Team is the cell of the enterprise, and team management is the driving force of the enterprise. Energetic cells can beat. Team, with scientific management methods, can provide basic support for the development of enterprises.

How to do fine management well, how to promote fine management in teams and groups, and how to use this tool to improve the team management level of enterprises are problems that need our study.

First, understand and use refinement.

Enhance the propaganda, strengthen the public opinion offensive, and let each team member pay attention to and accept it ideologically. For every team member, accuracy can improve technical level, correct working attitude and firm working goals. We can implement the company's goals to everyone and everything. Establish a scientific management model of target subdivision, standard subdivision, task subdivision and process subdivision, and implement accurate planning, accurate decision-making, accurate control and accurate assessment.

Second, scientific management, and gradually promote the refined management of the team.

The core of refinement lies in "refinement", which is also the core policy guiding our team work. When our team leader leads his own team, he must find and solve problems, and establish a perfect problem discussion mechanism and problem solving procedures.

Team column plays a great role in our daily team management. Running every column well can bring unexpected results to our team management.

First of all, the role of propaganda. The team is the most basic work team in the enterprise, but the sparrow is small and complete. When each team member makes achievements in his work, what he needs most is to get everyone's affirmation and recognition. At this time, we need a tool and a publicity channel.

Secondly, experience is enjoyment. Not everyone in the team has Carnegie-like eloquence, and not everyone can accurately tell their work experience. Write and draw. In this age of looking at pictures, your pen is sometimes more expressive than your mouth. Guidance is the foundation of our team's growth and development. Everyone takes good care of themselves and holds that experience firmly in their arms. Such a team will not live long.

Finally, innovation. The world is developing and the country is making progress. Everyone is thinking about how to innovate, such as individuals, enterprises and the whole country. Innovation is the soul of a nation, the life of an enterprise and the future of a team. How to innovate, not just a few slogans, a few slogans can innovate. Innovation is based on reality, giving full play to everyone's wisdom and innovating together.

Third, the long-term "refinement" of the team.

Management, there is no fixed model. Every manager can talk about many management methods and means, but these methods and means will not adapt to your enterprise, because your enterprise has its own soul. There are no exactly the same two leaves in the world, and there are no exactly the same enterprises. Therefore, enterprise management is a long-term process. As a kind of modern management science, refined team management tells us that its popularization is definitely a long-term process. Implementing refined management is not only a warning to traditional extensive management, but also a higher standard for modern enterprise management. Refinement is not a form, but we should put it into action, keep learning and improving, make refined management become our conscious thought and behavior, constantly improve and develop the connotation of refined management, make it lasting, truly improve management and working methods, and adapt to changes in competition and development environment.

Fourth, fine management, improve team work ability

Team, the executor of the enterprise. In an enterprise, leaders are responsible for the results and employees are responsible for the process. It reflects the position of our team in the enterprise. Whether the goal is good or not is our decision-making level, and how to complete the goal execution stage is our executive level's responsibility.

1, safety management. Safety is more important than Mount Tai, which is a sentence that each of us must always remember. Strengthen safety management and enhance safety awareness. This requires us to start from the foundation and start from the team. As the saying goes, safety is no small matter. Every member of our team should regard safety work as a major event, seek details for details and strive for perfection in essence. Don't let go of any dangerous factors, form a scientific safety management mechanism, and put an end to all safety accidents.

2. Quality management. In the development of the company, quality comes first. I believe that no consumer is willing to buy "counterfeit" products. Therefore, while promoting quality management in an all-round way, we must combine refined management. Fine management emphasizes performance management and results. Quality management pays attention to the process. Only by combining the process with the result can we promote the scientific management of our team.

3. Technical management. Being behind is being beaten. In this rapidly developing society, no progress means backwardness. The purpose of technical management is technical progress. Connecting with practice, referring to external technology, combining with our own experience, doing fine and meticulous work, and promoting the company's technological progress by establishing a perfect technical management system.

4. Team internal management. The purpose of enterprise is profit, and the ultimate goal of management is how to improve profit. Whether team management is reasonable and scientific is related to the realization of our strategic objectives. We must establish a reasonable and scientific team management system in our work. People-oriented, supplemented by system, systematic team work is "fair, just and practical". The daily management of the team should be meticulous, whether it is technical management, process management or data item management, detailed system documents and detailed ledgers should be formed. All-round support and refined management can ensure the effectiveness of basic data management and the integration of specific work, and ensure the implementation of the team's work. Fine management, focusing on foundation, team management and grasping.

Refinement is a long-term process, and team management is a long-term task. The idea of doing things in detail and doing fine work in detail is fully instilled in every team member's mind, forming a fine wind of team management in front of him.

Team management training summary 3 "Science and technology promotes enterprises, people-oriented, industry serves the country, and is proud of being strong." This is the enterprise spirit of Red Sun and the enterprise culture of Red Sun. The short sixteen words show a shocking power. However, to achieve these sixteen words, it is not just a simple talk. It needs each of us to achieve it with innovative spirit, excellent quality, team strength and scientific management. All this seems complicated, but it actually boils down to management: where does the innovative spirit of enterprises come from-the mentality of enterprises. If the management of an enterprise is not formal and full of dynamic mechanism, why worry that it is not full of ideas; Where does excellent quality come from--on-site management of enterprises. If the enterprise has achieved 6S, why worry about poor quality; Where does team strength come from? It depends on the cohesion of managers. In the final analysis, management is the foundation of an enterprise's long-term development. Therefore, such a training to improve the team's ability can be said to be a timely rain in the hot summer. I benefited a lot from the three-day training. Both theoretical activities and experience activities are full of dribs and drabs that a team manager needs to pay attention to. What I learned from the course is the five main parts of the course:

First, the importance of team leadership learning

In the training, we first realized the importance of team building. There are thousands of lines in an enterprise, and teams and groups run through it: teams and groups are the basic point of strategic implementation, the soil of culture, the starting point of talent growth, the main body of safe production, the source of benefits and the guarantee of quality management. ...

In the past, we have always been traditional. Whoever has strong ability and high level is the team leader. This selection method makes a large number of outstanding talents stand out, but they often lack stamina, because we are selecting and using talents instead of cultivating them, and they don't have more opportunities to recharge and improve their studies, so they have been wandering at the level of team leadership for a long time, and they often rely on their own feelings to manage them, and they don't have enough knowledge to guide them to deal with some things rationally.

Brand-new team building content: take the competency of team leaders as the breakthrough point, and build an efficient long-term team management mechanism, team daily management mode, team workflow, team management methods and team management tools. This is not just a matter for the team leader, all departments of the company should cooperate, which may be one month or six months. When everyone can't do it, but has formed a habit, then this training is successful.

Second, role cognition.

As a team leader, how to get something for nothing? As monitor, we are efficient executors. At the same level-we are partners; For subordinates, there are five in the training. In short, I think there are four. Team leaders should be role models, leaders, elders and friends of front-line employees. How to put it, the team leader should first lead by example and convince others; Secondly, leaders should lead by example in order to lead everyone forward together; Then the elders and employees made mistakes, first of all, it was their own responsibility, not just the reason why the children didn't teach, because everyone was a group; Finally, my friend, you can be a monitor at work, but when you are not teaching, it is often easy for employees to get twice the result with half the effort from the standpoint of friends.

Third, about team building.

For a team, it is not difficult to eliminate the hierarchy and make everyone equal-to establish a "round table organizational structure" within the team, instead of "one person is responsible, directing, fighting alone and enforcing", but "everyone is responsible, communicating, cooperating and spontaneous". It is not difficult to say that the key is to eliminate the hierarchy and make everyone equal, and to do this, it is necessary to institutionalize-replace mandatory management with value management. Of course, the Convention is more morally and spiritually binding. How to ensure the validity of moral binding force? Team culture is the foundation, so that everyone has a kind of accumulation and a cultural bottom line. But how to promote cultural construction? First of all, it should be based on the concept of corporate culture, with the cultural expression system as the carrier and the education system as the key. Here we talk about a dynamic construction, which should be integrated into culture. We are impacted by culture every day, which can be inspirational stories or influenced by famous sayings of Chinese and foreign cultural celebrities!

Fourth, professional mind.

When it comes to the cultivation of learning-centered wisdom, mental model is a concept of cognitive psychology, a mental map of the world hidden in long-term memory and a fixed reflection of thinking. The mind is more of a belief. What are its characteristics? The first is deep-rooted and very stubborn. It dominates our behavior, determines our behavior, and determines our daily results. We often don't realize ourselves, most of them are in the subconscious, and only when we are offended, challenged or consciously reflected will we appear in the conscious level. When a person sticks to a belief, he can't see or hear anything that doesn't conform to this belief. In other words, if a person's beliefs are positive, then most of them can achieve themselves or others because he is controllable. If a person is controlled and influenced by others, it is obviously powerless. According to the 90/ 10 rule mentioned by Mr. Qiao, only 10% of life will be affected by what happens to you, but 90% will be determined by your reaction to things. So to achieve a transition from impossible to possible-no! Maybe! This is about the cultivation of mind. Everything should start from me, from myself and from others. There is a saying in Gao Chun's words that the bench is for others, that is, the bench is for yourself. In fact, if you think about it carefully, this is the sentence that being good to others is being good to yourself.

Case teaching mechanism of verbs (abbreviation of verb)

To put it bluntly, a case is a short story. I think the role of cases in team building is more effective than simple criticism and education. He is more vivid, can replace his role, and deeply understands the details. Teacher Qiao said why famous educators such as Confucius and Socrates have successfully educated so many people to become talents because they can tell stories. Of course, it's not just about telling stories. Just analyze it and find a place to study, and you won't talk about it. You should learn from this and that. This aspect can be involved in many places: morning and evening, kanban, evaluation and explanation, etc. When countless cases are formed, enterprises can use an internal case to do counseling, let everyone see their own stories, and take it as a lesson or be proud of it!

Six, team management daily platform construction

In fact, our company also has the idea of sooner or later, but in fact, many people don't have the opportunity to participate, such as changing shifts, because the working hours are postponed to 8: 30, and they may get up at 8: 00 and don't go at all. Moreover, such an early meeting is too vague and too big to ignore almost everything. It can only be generalized and lacks timeliness. It's a waste of time to say something unpleasant. But I think if biochemistry is to be held in Nanjing sooner or later, there are several main problems for shift workers: Can the arrival time of the shuttle bus be controlled? This is mainly a morning meeting, and we can't leave in shifts. Can you hold on for a while? What about the location of the morning meeting? If a round table meeting is to be held, it will take at least 10 minutes. People who come home from work will complain a lot and fundamentally solve the accommodation problem of some people. There is still a difference between morning and evening here, because it is a shift, so I don't know if the evening party of other classes can be combined with the morning meeting of my own class, and it will be presided over by people from other classes according to the problems encountered by my own class today. This allows two classes to communicate. These problems are solved, and sooner or later it is a matter of content. The content must have a link to boost morale. This is what Mr. Qiao said about the construction of dynamic mechanism. I think there are many ways here, such as music, singing, stories, jokes, company news and so on. Finally, who will preside over the meeting, and how to choose the rotating monitor? Not everyone is really suitable, which will test our team leader and director.

Seven, the core competence-communication

In communication, we must first recognize our role in the work, so that we can listen effectively, express accurately and ask wise questions. In fact, it is the two laws that Teacher Qiao said: Don't do to others what you don't want them to do to you; Give others what they want. This is what team leaders should learn by themselves. As mentioned above, team leaders are skilled and capable, but they have not received training in management courses. They "walk" by experience and communicate more about themselves, so that they can recognize others while understanding themselves.

Eight. 6S

Our company also has 6S, but how many people really know what 6S is and how many people are really doing it? More, we just take this as a sentence, that's all!

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