Teamwork Psychology Development
Employee motivation, project & personnel management to joint success, perfect leader-communication, argue & solve conflicts, achieve common goals
- English
- ePUB (mobile friendly)
- Available on iOS & Android
Teamwork Psychology Development
Employee motivation, project & personnel management to joint success, perfect leader-communication, argue & solve conflicts, achieve common goals
About This Book
With the 5th revised and improved edition, published by a state funded publisher involved in EU programs and a partner of the Federal Ministry of Education, you receive the concentrated expertise of renowned authors (overview in the book preview) and extensive add-ons as well as individual consulting. At the same time, you do good and support sustainable projects. Because what is the secret of successful teams? The simple answer is: First of all it depends on the right composition. The fit of different characters and the team psychology are the real reason why some teams produce excellent results and many others fail. Team spirit is the magic word here. For a group of people to work together effectively as a team, a certain sense of belonging is necessary. And this does not come about by chance: team leaders, project managers and human resources managers must also be able to use their team effectively, develop it and lead it to success. This book reveals how to do this. For its concept "Information as Desired, " the publisher was not only involved in an EU-funded program but also received the Global Business Award as Publisher of the Year. Therefore, by purchasing this book, you are also doing good: The publisher is financially and personally committed to socially relevant projects such as tree planting actions, scholarship foundations, sustainable housing, and many other innovative ideas. The goal of providing you with the best possible content on topics such as career, finance, management, recruiting, or psychology goes far beyond the static nature of traditional books: The interactive book not only provides you with expert knowledge but also allows you to ask individual questions and receive personal advice. In addition, each book contains detailed explanations and application examples to help you make the most of the free consulting services available to book buyers. You can also download e-courses, work with workbooks, or engage with an active community. This way, you receive valuable resources that increase your knowledge, stimulate creativity, make your personal and professional goals achievable, and make successes tangible. And more: We want to give you the opportunity to make your journey to personal growth and success even more unforgettable. Because we know that true change does not only take place in the mind but above all through personal experience and application. That is why we have created special success experiences to complement each book. Expertise and technical innovation go hand in hand, as we take the responsibility of delivering well-founded and well-researched content and the trust you place in us very seriously. Therefore, all texts are written by experts in their field. We only use AI-supported data analysis to better find information that supports your search for knowledge. Publisher and editor Simone Janson is also a bestselling author and one of the 10 most important German bloggers according to the Blogger Relevance Index. She has also been a columnist and author for renowned media such as WELT, Wirtschaftswoche, or ZEIT - more about her can be found on Wikipedia.
Frequently asked questions
Information
Teamwork and communication with difficult personalities: Make yourself easier
// By Simone Janson
Always these high expectations
Only I know what is right?
Uncompromising to the mark
Bossiness in the discussion
Please a little less directly!
Have we thought of everything?
Turn the problem around
So you invalidate majority arguments
- Find out why one position is important for the other your colleagues: "What is particularly important for you?" âWhat is the focus here for you here?â
- Then ask how someone got their point of view: "What made you see the situation / interpret it this way?"
- Break down the general perspective on individual cases by differentiating: "This applies to this case, but does it also apply to ...?", "Did this act fit there - but how is it in this context?"
- Invite the other participants to change their perspective: "If we look at it from the customer's perspective: How would he see it?" "How do you think our boss would react?"
- Naively and critically review the requirements and beliefs contained in an opinion: "Hm, what does it actually mean when you think idealistically?" âSince when did everyone know that?â This will make the other participants think.
Trust is good, control is better
That's how your praise goes
- Only praise if you really mean it. Real recognition comes from the gut, it is filled with joy about something - others notice whether it is authentic or not. If you feel the feeling, share it: "I noticed that you really put a lot of effort into it."
- Sometimes non-verbal praise is more convincing than a rant. Smile your colleagues encouragingly, keep your thumbs up, tap your colleague or co-worker on the shoulder and find your own way of expressing yourself.
- Check critically: Do you follow an intention with praise? Do you want to disguise criticism? If so: Leave it, because then the praise implausible. They disappoint and demotivate the others only. And, if you expect nothing, you will not be disappointed if there is no response.
- Ironic or arrogant acknowledgments are just as offensive: avoid impatiently praising: "Well please, it does work!", Or reproachfully: "Why not immediately?" With âSee! You only have to want, then it will work â, assume your colleagues are missing a job and aâ Super! Now Mr. F. has finally understood it â, exposes the other to your colleagues and reveals your disdain.
- Loben Sie vorsichtig. Wenn Sie jede Kleinigkeit bejubeln, gewöhnen sich Ihre Kollegendie anderen daran und meinen, sie brĂ€uchten sich nicht weiter anzustrengen. Die Botschaft muss lauten: âEs lohnt sich, weiter am Ball zu bleiben. Da ist noch mehr drin!â.
- Praise promptly. The more spontaneous the better. Wrong: âYour behavior at the last fair three weeks ago was really good. Keep it up!" Such praise comes too late and is too general, so it only irritates.
- Sagen Sie nicht einfach: âGut gemachtâ, sondern sagen Sie so detailliert wie möglich, wasSie gut gefunden haben: âBei der Messe letzte Woche ist mir Ihre auĂergewöhnlich gute Kundenbetreuung aufgefallen. Sie sind freundlich und höflich, verwenden sehr positive Formulierungen und finden passende Alternativen. Sie geben jedem das GefĂŒhl, er sei im Augenblick das ...
Table of contents
- Imprint
- Introduction: How this book supports you
- Typology of teamwork - 5 tips: Difficult colleagues and how to deal with them! // By Svenja Hofert
- Social Competence and Communication: 8 Reasons Why teamwork is worthwhile // By Dr. Cornelia Topf
- Team spirit and solidarity: multi-class company in the enterprise // By Anne M. SchĂŒller
- 6 Tips for Effective Teamwork: Swarmintelligenz vs. stove stupidity // By Gerd Mittmann
- Motivation and personal drivers: why do employees behave like that? // By Barbara Haag
- 10 Tips for team decisions: How teamwork pays off // By Simone Janson
- Feedback management of employee training: 2 X 4 tips for team development and motivation // By Ulrich Beckmann
- Create a team from personalities: 5 Tips for optimal teamwork // By Uta Rohrschneider
- Leadership, team spirit and effective team development: 4 steps to the Dream Team! // By Michael Lorenz
- Goals and objectives in teamwork: 7 tips for good cooperation // By Ulrike Stahl
- Teamwork and motivation: using the strengths of the employees correctly // By Richard de Hoop
- Teamwork and communication with difficult personalities: Make yourself easier // By Simone Janson
- Closing Remarks
- Authors Overview
- About the publisher Best of HR - Berufebilder.deÂź
- Notes on translation