In team management, people's judgments based on regional stereotypes should be avoided. Everyone's personality and behavior patterns are affected by a variety of factors, and there is no inevitable connection with the region. The following are general recommendations to improve team collaboration, applicable to all team members： 1. **Establish a clear team culture** -Formulate a cooperation charter to clarify the principle of "respect for differences and equal communication" -Strengthen teamwork values through onboarding training -Regularly organize cross-departmental cooperation projects to cultivate tacit understanding 2. **Optimize communication mechanism** -Implement a "rotating host" system to ensure that everyone has equal opportunities to speak -Establish anonymous feedback channels -Introduce professional communication skills training (such as nonviolent communication) 3. **Target management system** -Adopt OKR goal management method to bind personal goals to team goals -Set phased milestones that need to be completed in collaboration -Regular public progress visualization board 4. **Leadership demonstration** -Managers take the initiative to show a listening posture -Maintain equal attention to all kinds of opinions -Mediate potential conflicts in a timely manner and establish a psychosafety environment 5. **Incentive mechanism design** -Set up special rewards for teamwork -Increase the weight of the collaboration dimension in the performance appraisal -Organize team building, upstream upstream, script killing and other activities that require collaboration Worth noting cognitive misunderstandings： -Self-confidence≠self-centeredness, moderate self-confidence is the driving force of innovation -Cultural diversity is just the source of innovation, and it should be well guided rather than suppressed -The essence of team problems is often mechanical defects, not individual characteristics It is recommended to objectively understand the characteristics of members through professional evaluation tools such as MBTI and DISC, and establish a complementary team structure. When specific collaboration problems arise, we should discuss and analyze facts and avoid preconceived judgments.