4 rules for motivating your team members

When managing teams in China, it’s easy to think about managing the team as a whole while forgetting that you’re also managing individuals. This is of course true anywhere, but it’s especially easy for foreigner managers working abroad to think they only need to manage the group.

It can be helpful to compare managing teams in your home country to managing a team in China. Understanding the general differences in motivations and expectations help guide how you talk to the group when explaining initiatives, defining expectations, and generally building the team’s culture.

But when I first moved back to China three years ago I fell into the trap of only managing the group, forgetting that I was actually working with individuals, each with unique motivations. I’ve also seen other foreigners managing Chinese teams fall into the trap of thinking only of the group as a whole, rather than also thinking of the group as a collection of individuals.

It’s time to start managing both the group and the individuals.

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Brainstorming with the introverted and critical

I recently read a thought-provoking article on the Harvard Business Review blog network about how to avoid groupthink while brainstorming. I am always interested in effective idea generation and problem solving techniques because we use a variety of these when developing mobile and web applications for China. While “classic” brainstorming[1] can be effective, I have learned that it’s often best to identify the specific challenges your team faces and tweak this template accordingly.

Our team is made up of over 20 Chinese mobile and web application developers who have limited experience with brainstorming, at least when compared to the average American employee. While developers are usually great at problem solving and are often very creative, they can also be somewhat introverted. In China, we also face a unique challenge in that, while our staff understands the benefits of brainstorming and other creative problem solving techniques, they are fighting the current of decades of schooling that focused on individual rote learning rather than collaboration and creativity. They also struggle with how to effectively and safely contribute their ideas with a group of often very critical peers. While the root cause of these feelings may be unique, I’ve been in brainstorming sessions with enough groups to know that having critical team members is certainly not unique to teams in China, and doubting your own ideas plagues team members everywhere.
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