共同的价值观

    高效的团队总是对他们看重的东西富有激情，明确坦诚。通常，这就是信守对同事的承诺。在一个创伤复苏室中——沃顿商学院（Wharton）管理学教授凯瑟琳•克莱因和同事们的研究案例——团队成员不断变化，但所有人都凝结一心，这样的凝聚力来自于对患者的关注，和对培养未来领导人的重视。

    拥有这些特质的团队可以持续前进，无需正式任命领导，就算成员随着时间不断改变，也仍然可以保持高水平的表现。不是说成员本身不重要。正相反，成员非常重要——像这样能够进行自我管理的团队在选择自己的成员时取得的效果远远好于任何正式领导可以企及的水平。对于传统组织的领导人来说，一点重要的启示是，这样的团队并不是松散无序，毫无章法。完全相反：它们专注自律，长期而言比典型团队效率更高。如今全球经济竞争日益激烈，这些优势正在变得越来越宝贵。

    译者：杨智

Values are shared

    Effective teams are actually passionate and specific about what they value. Often it's the sacrosanct imperative of keeping commitments to co-workers. In an elite trauma resuscitation unit studied by Wharton's Katherine Klein and colleagues, where team members change from moment to moment, all are united not only by a laser focus on the patient but also by valuing the importance of developing future leaders for the unit.

    Teams with those characteristics can keep going without formally designated leaders, maintaining high performance even as members change through the years. It's not that the identity of the members doesn't matter. On the contrary, it matters hugely -- and teams like these, being self-managed, choose their own members much better than any official leader could. The key insight for leaders at traditionally organized companies is that such teams aren't loosey-goosey, unstructured, or chaotic. They're just the opposite: focused, disciplined, and more effective over the long term than typical teams. In an increasingly competitive global economy, those advantages are more valuable every day.