书籍介绍
这本书最锋利的地方，在于它戳破了一个关于团队的浪漫幻觉：好文化不等于气氛愉快。作者把目光投向那些真正在高压下协作的群体——海豹突击队、顶级设计工作室、冠军球队——并指出，维系它们的不是和谐，而是一种「有活力地共同解决问题」的能力。书中反复强调一个反直觉的判断：信任恰恰诞生于成员愿意彼此暴露脆弱的那一刻，而非回避它。这一观点极具争议，也最耐人寻味——它要求领导者主动「示弱」、鼓励有人指出问题，把人际中的风险视为通往协作的必经之路。对管理者而言，它提供了一套可练习的微观技能：如何捕捉细小的安全感信号、如何为归属感「设计」场景。但读者也提醒，这些方法高度依赖具体情境，难以套公式。它适合那些愿意把「人」当作复杂变量而非管理对象的读者。
作者简介
Daniel Coyle is the New York Times bestselling author of The Talent Code, The Little Book of Talent, The Secret Race, Lance Armstrong’s War, and Hardball: A Season in the Projects. Coyle, who works as an advisor to the Cleveland Indians, lives in Cleveland, Ohio, during the school year and in Homer, Alaska, during the summer with his wife, Jen, and their four children.
AI导读
核心看点
- 揭示建立团队文化的三大关键技能：安全感、脆弱感与目标感。
- 通过海豹突击队、马刺队等案例，解析高绩效团队的运作机制。
- 提供具体策略以激发协作、建立信任并推动组织内的积极变革。
读者共识
- 建立安全感是团队文化基石，通过共享脆弱来深化信任。
- 案例生动有趣，但部分读者认为分析略显简单，缺乏深度。
- 道理易懂但执行艰难，需长期投入以维持团队的文化活力。
精彩摘录
- "This is all about establishing relationships, conveying the face that I'm interested in you, and that all the work we do together is in the context of that relationship. It's a narrative - you have to keep it going. It's not unlike a romantic relationship. How often do you tell your partner that you"
- "Building safety isn't the kind of skill you can learn in a robotic, paint-by-numbers sort of way. It's a fluid, improvisational skill - sort of like learning to pass a soccer ball to a teammate during a game. It requires you to recognize patterns, react quickly, and deliver the right signal at the r"
- "Exchanges of vulnerability, which we naturally tend to avoid, are the pathway through which trusting cooperation is bulit. Cooperation, as we'll see, does nto simply descend out of the blue. It is a group muscle that is bult according to a specific apttern of repeated interaction, and that pattern i"
- "Mental contrasting. Step 1: Think about a realistic goal that you'd like to achieve. Spend a few seconds reflecting on that goal and imaging that it's come true. Picture a future where you've achived it. Step 2: Take a few seconds and picture the obstacle between you and that goal as vividly as poss"
- "作为价值观宣言，这份信条非常清晰、直接，并且透露出庄严。“必须”一词出现了21次。信条张贴在强生公司的所有显著位置上，并被雕刻在公司新泽西总部的花岗石墙上。"
- "管理者们落座之后，伯克概述了他们的任务。他说：“你们处于一个能够挑战这份文件的位置，这份文件是公司的灵魂。如果你们不能遵守它的原则，那么我们就应该把它从墙上撕下来，因为把它留在那里就是弄虚作假。如果你们想改变它，那就告诉我们应该怎样改。”"
- "从表面上看，泰诺危机就是一个团队以卓越的凝聚力和专注力处理灾难。但是在那个故事背后却有一个奇特的事实：强生公司这种超常行为的关键存在于一份平凡的一页纸的文件里。在面临着复杂选择时，信条里的311个字指引着几千人的思想和行为。"
用户评论
关于如何塑造成功的企业文化： 安全感，共患難（vulnerability),傳達使命感。
书很不错，但是读了也不会。
购买链接：https://item.taobao.com/item.htm?spm=0.7095261.0.0.3e301debhnsZzy&id=567458914945
精英日课笔记:什么样的团队才是精英团队。 1. 安全感带来的团队认同
2. 通过暴露薄弱点提高战斗力
3. 可操作的共同目标
这一招非常非常有效。科伊尔也引用相关的研究说，最好这的反馈包含三个元素 ——
1. 你是我们队伍的一部分。
2. 我们队伍是个特殊的队伍，我们有非常高的标准。
3. 我相信你可以达到这么高的标准
精英团队文化的形成取决于系统的设计和细致的操作。从学校到动画工作室，从特种部队到NBA明星球队，各种各样的团队故事证明，有了科学的理念和实际可行的操作指南，任何人都能打造出精英团队。不管是企业还是家庭，团队是大是小，都可以利用这本书给出的秘密配方，把各自独立的成员凝聚成一个强大的整体，一起做出了不起的成就。
Security for any of the largest or ongoing business is not, the case is given excellent, practical difficulties, but gives inspiration, not bad.
1. safety and feel of belonging 2. Show vulnerability 3. Create purpose
emmmmmmm
现代工蚁的自我修养。主旨就是大家要学比劫生食伤人，主要解决问题。生财只是顺便不是主要目的。这一点成不成功完全看公司是官杀还是印了。
it's important to figure out where we are and where we headed
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