Evolution trilogy
If a project team combination can be called the best, it should be for customer needs, so that customer needs and team creativity form an optimal configuration, and the reality is usually the company according to the status quo of human resources, what kind of talents are combined into what kind of team, which also leads to many teams in the project activities do not reflect the creativity they should have, obviously there is a problem with the team combination, consider this problem at the beginning of the team formation.
In the development process of the enterprise, there will be four types of teams, namely leading team, collaborative team, self-driven team, and value team, and these teams form an evolutionary relationship, which is called the best team evolution law. Readers familiar with the evolution of corporate forms can easily think that these four best teams correspond to the four best organizational forms, such as the dominant team is similar to the shareholder value form, with no top; Collaborative teams are similar to elite value forms, with tops and layers; Self-driven teams are similar to customer value forms, with layers and no tops; Value teams are similar to stakeholder value patterns, with no layers and no ceilings. Indeed, because the team itself is also an organization, since there are only four best organizational forms in human society, there are naturally only these four best teams in the enterprise, but there will be no value-based teams in Chinese enterprises at present, because China has not evolved to the stakeholder value form of enterprises, only the first three team types.
The best rules of team evolution
The four best teams have different nature of value creation capabilities that match exactly four project types. Exploratory projects are suitable for leading teams to complete, usually such team leaders have strong personal ability and strong motivation for success, can lead the process of the project, and team members have obvious dependence on it; Extended projects are suitable for collaborative teams, which usually have several key roles that collaborate with each other in project activities and are decisive for task completion. Benefit projects are suitable for self-driven teams to complete, usually such team members have high autonomy and creativity, who has the ability to lead the team to complete the task, who will become the project leader, innovation has become the biggest feature of the team, in the book "Evolution: Organizational Form Management", even called it an innovative team; As for collaborative projects, it is not yet possible to fully match with value teams, after all, such teams have not yet appeared.
These four team types are an optimal combination, "best" is for the customer demand motivation life cycle, this combination of team reflects the value creation ability, the most suitable for completing a certain stage of customer needs. When customer needs enter the next stage, the original best team must evolve into the next best team, otherwise the team's value creation ability can not effectively meet customer needs, and the logic behind it is that when customer needs change, the team's value creation ability must change at the same time, so the so-called "best" is produced.
The law of the evolution of talent structure
The talent composition of the four best teams also reflects four different talent structures, the dominant team combination is like a vase model, and the project leader creates the main value; Collaborative team combinations are like diamond models, where key talents create primary value; The self-driven team portfolio is like the olive model, with most backbones creating major value; The value-based team combination is like the round ball model, everyone has the opportunity to create major value, these four talent structure characteristics have been introduced and quoted in previous articles, and will not be repeated.
The purpose of studying the evolution of the best team is to grasp the characteristics of different types of teams, so that enterprises can effectively select existing talents according to customer needs to form suitable project teams, match the value creation ability with customer needs as much as possible, and give full play to the maximum advantages of the team. In reality, the human resources of enterprises may have a variety of situations, but it is necessary to see that the higher the matching degree of the two, the greater the value created, and once mismatched, internal friction will occur, and the greater the degree of mismatch, the greater the internal consumption, causing unnecessary burden to the enterprise, which has become the significance of studying the evolution of the best team.
In previous articles, it has been proposed that after entering the new business era, most of the business in the enterprise from the development period (G class) to the mature period (M class), the original collaborative team's value creation ability is difficult to meet market demand, must form a new type of team, this is the self-driven team, the biggest feature is a strong creativity, this creativity comes from the combination of roles, not positions, only roles can complement each other, promote each other, reflecting the effect of 1+1>2, This is precisely the requirement for enterprise development in the new business era, so it will also become one of the important contents of the new organizational change.
The optimal team evolution law is an important research result in the second half of 2023, which provides a solid foundation for the realization of the integration strategy and provides a full basis for the construction of various management mechanisms.