接着第二条，是Identify your work style preferences，其实很像德鲁克写的managing yourself
作者的框架是这样的：
也很容易理解，不赘述。
我想，核心是团队组合要多元，不能拿着锤子找钉子，不能用一种风格、一类人解决所有问题。作者也说：
None of these work style preferences is objectively better or worse than another. Often, however, one might be better or worse in specific circumstances. For example, during a technical outage, you want to have systems in place that allow a small set of individuals to make a lot of big decisions quickly. You may not care about getting longer-term buy-in from others because you need to take action immediately. For that, you need a director. If you’re trying to build a planning process that enables you to decide what teams are going to work on for the next year, you probably want to build something that will endure and help people understand the importance of the work. You could do all the planning yourself with a select group of people you trust, but that would mean leaving out the people who actually have to do the work. Plus, you wouldn’t be helping them develop the skills they need for future planning cycles. You need a collaborator, and probably a promoter too.
网友评论