In team building, regional cultural differences may indeed have an impact on collaborative styles, but the key lies in how to understand and guide cultural characteristics, rather than treating them as “problems to be solved.” In view of the common characteristics of enthusiasm, directness, humor, etc. in Northeast people's personality, the following strategies can be combined to promote team harmony, and they are also suitable for the management of multicultural teams： **1. Cultural identity transformation strategy：** -**Forward guidance “straightforward communication”**: Transform the straightforward communication style of Northeast people into a team advantage. For example, in scenarios where rapid decision-making is required, encourage them to take the lead in expressing their views to break the deadlock, and at the same time establish a feedback mechanism of “the right thing is not the right person” to avoid misunderstandings due to directness. -**Consensus on the boundaries of humor**: Formulate a “joke scale guide” through team co-creation, which allows humor to activate the atmosphere, but clearly involves sensitive topics (such as region, gender, privacy) in the restricted area, Northeast colleagues can take the initiative to act as the atmosphere regulator role. **2. Conflict prevention design：** -**Dialect culture decoding workshop**: In view of the possible misreadings caused by exaggerated expressions in Northeast dialects (such as “Believe it or not, I cut you”), interesting dialect interpretation activities are carried out to not only enhance understanding but also enhance the sense of belonging to the team. -Conflict simulation game**: Design role-playing scenarios to allow members from different regions to experience communication differences. For example, let southern colleagues try to express it bluntly in Northeast style, and northeast colleagues practice euphemistic wording to build empathy in contrast. **3. Differentiated incentive system：** -**Social task assignment**: Taking advantage of the generally strong social skills of Northeast people, let them lead external work such as customer docking and cross-departmental collaboration, and at the same time cooperate with meticulous colleagues to do follow-up to form complementarity. -**Sense of ritual shaping**: Design Northeast cultural elements (such as dumpling banquet and ice sculpture creation) at the milestone nodes of the team to meet their emotional needs for group rituals, while integrating into the hometown culture of other members to create a diverse and integrated team memory point. **4. Cognitive upgrade of managers：** -**Avoid the trap of ”cultural essentialism"**: Through professional assessments such as MBTI and DISC to replace regional label cognition, a Northeast colleague may show introverted sensitivity in the assessment and need to be treated individually. -**Establish a cultural translation mechanism**: When colleagues in the north and south have friction due to their communication styles, managers act as “cultural translators”. For example, colleagues in the Northeast “Don't do this if you don't understand it” into “The difficulty of this project requires more resource support.” **5. Explicit rules of recessive rules：** -**Production of team culture manual**: Taking the straightforward personality of Northeast colleagues as the entry point, collectively discuss and formulate the “Communication Rules of Our Team”, and solidify detailed rules such as “you can openly argue about the plan but you must reconcile before get off work” and "WeChat group chat disables rhetorical questions". It should be noted that truly effective team building should focus on “behavioral pattern management” rather than “regional management”. Data show that the personality differences of individuals in the same region may be greater than the differences between regions (Oxford University 2020 Cultural Diversity Study). It is recommended to adopt the “3×3 work method”: spend 3 weeks observing the specific behavior patterns of each member, design 3 different communication strategies to choose from, and finally form a dynamically adjusted collaboration mechanism. This can not only accommodate cultural characteristics, but also avoid falling into the trap of stereotypes.