It is very easy to identify after the high performance organization, because people can be traced root fruit : astounding results are often derived from high-performance organization. In fact, in the process, it will not be difficult to distinguish. These organizations sometimes energetic, active, but sometimes the opposite : calm calm and full of confidence. No matter what, people in the company can feel corridor stands out from the crowd. However, the difference caused What is the reason? Or, more precisely, what can allow other companies learn from? Dell, General Electric and Toyota, and other elite companies, the excellent performance is usually sparse. High performance organization from individuals, and the most important is the leadership. However, the United States, University of Michigan Professor Robert Quine think : today's leadership training orientation is wrong. He said that the common method of "found the outstanding leadership qualities and behavior then self-improvement. "Professor Quinn claimed that the fact that all leaders have their own shining moment, This usually occurs in a crisis. He concluded that the excellent leadership is the key to the Institute for inspiring the "fundamental state of leadership" and not follow the example of others. According to Harvard Business School Professor Robert Simmons views, at all levels, achieve high performance is the most reliable way to work through the design. Most managers in to fill the vacancies focused on the selection of appropriate candidates. However, the level of performance is their own jobs. If the manager of Simmons Professor of the four so-called working level (control, responsibility, influence and support) carefully designed, Well, the final coming Whatever the shortcomings will bring high performance. A high-risk team if a team performance, then things will be more complicated. High performance team is attributed to the leadership, which boosts ties or team stability? The Gallup Organization survey showed that internal working group similar to the widely divergent performance. Gallup company Dihanfu Lemine that this difference should be deported to the devil, As manufacturing process should avoid the volatility of the same. GE and other companies to adopt Six Sigma quality management procedures, if the team used a similar procedure, Performance management can be increased several levels. Los Angeles Police Department Deputy Secretary Michael R. Goco said that the team should first control the flow. Dadang is police special weapons and tactical team members one of the earliest, The group's work will focus on the highly tense situation to take bold action. He believed that the team in the past few years that the stability of the group's key high performance. He also added that "the need for some type, which means that the selection of team members is essential." "Certain types of people" for the Lausanne International Institute for Management Professor Bill Fischer and Boston College professor Andy Mr. Clinton called for "hotshots team" is also very important. Hotshots team by a group of excellent memory, self-esteem, self-composed of experts specializing in a number of ambitious projects. Fischer Boyen Professor Kingston, These teams "with the majority of institutions for the realization of common objectives of the team are essential difference." Hotshots team performance also depends on their different mode of operation, the general consensus is reached on team-oriented, to achieve the task of the center, which team they can call and hand-wringing, can argue with each other instead of reversing. Microsoft Xbox behind the energetic team is a case in point. The team designed the game listed first few months would give Sony Play Station2 hot-selling products bring competition pressure. Finally, the performance seems to come from the lofty goals and the combination of time pressures. Li Pumanbulu: Mountain study "hot team" and its work force experts, These people "because of cutting-edge issues and the seemingly impossible challenges of excited," she said : "They believe that to achieve the target will change the world." leader of the challenges at the corporate level. Because of various means can be used, and that the effects unknown, and thus achieve and maintain high performance most difficult. However, people are expecting as its chief executive in six months it will take for the whole company "on the right track." Many scholars and commentators have studied successful company has consistently driven the momentum, but they failed to reach a consensus answer. However, several mainline recurring, and in the recent study once again been proved. First, focus on the implementation of very important. Marakon Associates consulting firm Michael Manjinshi and Richard Steele of almost every There are sectors of the strategies and the gap between the performance of the study. Research shows : Since the project and implementation issues, companies usually realize only about 60% of the potential value strategy. All successful companies have the same number of practices, such as the use of the strategic planning process to discuss the business prospects of the major assumptions, and not be seen as a good opportunity for rivalries. Another one of the recurring idea of the importance of studying. One of the most exciting places examination of the United States armed forces hostile forces (Opposing Force, also known as the Opfor). Opfor The design principle is to make preparations for combat soldiers. This 2,500 troops disguised as the biggest enemy soldiers, although in numbers and equipment productivity, But this imaginary always won. Opfor always is the key to winning? A key factor is the "postwar recalled," companies often follow this practice, but done is not good enough. Imprint of the Advisory Group Marilyn Darling and Charles Parry and Joseph Moore has issued a document stating that companies often will conclude the proceedings as a form of the lessons learned rarely used in practice. Opfor not be filed after the completion of the report ignored, but the original materials feedback to the implementation process, then repeated their testing and improvement. It seems the Opfor, unless successfully used in practice, and to prove that it is not the real lesson. Win prizes and reservations can be easily retained if the high-performance, power companies may be greater. People may think it is not difficult to maintain good momentum in other words, once the rapid development, the company can attract talent thereby forming a virtuous circle. But in reality, performance but will gradually diminish. The reason why high-performance short-term there may be a reason. The troubled leadership is not the best, but maintain the highest state, from well-to-risk management. We know of a competent and said that his former company has entered a bleak period, "staff began reading the company's press releases." The most important point is that once the staff for the successful insouciant, high performance companies began to decline.