In teamwork, members in any region may have individual personality differences, and it is important to avoid stereotyping and labeling. In view of the challenges that may be posed by traits such as "savvy and sophisticated", it is recommended that companies adopt the following professional strategies： 1. **Establish a transparent rule system** -Develop a clear process for dividing authority and responsibility (such as a project decision tree diagram) -Implement an assessment system combining OKR +KPI (70% team goals + 30% individual contributions) -Develop an electronic collaboration platform (work retention and process visualization) 2. **Innovation of communication mechanism** -Introduce a "hypothetical and transparent" communication method: members are required to clearly express their demands and concerns -Establish a biweekly Stakeholder Alignment Meeting -Implement the "Pre-problem" work method: conduct risk sand table deduction at the start-up stage of the project 3. **Team culture shaping** -Create a "win-win points" system: quantify and record the cross-departmental collaborative contributions of members -Implement the "shadow plan": rotate regularly to experience the assessment pressure of other positions -Create a "Value Amplifier" award: recognize cases of effective integration of resources to create incremental value 4. **Conflict prevention system** -Develop a "demand-resource" dynamic matching algorithm to reduce hidden competition -Establish a three-level conflict mediation mechanism (independent negotiation → process arbitration → executive hearing) -Implement the "declaration of interests" system: the core demands of all parties need to be filed in writing before important decisions are made 5. **Leadership upgrade plan** -Add the "Multiple game Management" module to executive training -Implement the "dynamic leadership" evaluation system (adjust the weight of leadership according to the project stage) -Create the role of "resource broker" to coordinate complex interests full-time 6. **Organizational structure optimization** -Pilot "honeycomb" team structure (core decision-making layer + flexible collaboration circle) -Establish a "strategic reserve team" mechanism (reserve composite talents that can be quickly deployed) -Design a "dynamic equity pool": link team collaboration effectiveness to long-term incentives It should be emphasized that modern enterprise management should go beyond regional labels and establish a data-based behavioral analysis system. It is recommended to continuously monitor the quality of team collaboration through organizational behavior analysis software (such as SAP SuccessFactors), and replace subjective judgments with 20+ dimensional data such as OKR completion, cross-departmental response speed, and knowledge sharing index. Conduct regular "collaboration health audits" to eliminate loopholes that may produce zero-sum games from the institutional level and build a sustainable positive collaboration ecosystem.