In the process of team management, improving the efficiency of decision-making requires a combination of cultural inclusiveness and scientific management methods. In view of the situation you mentioned, it is recommended to adopt the following professional strategies： 1. Process structured design -Introduce a phased decision-making framework (such as the DACI model) to clarify the persons responsible for each link -Develop standardized evaluation templates, standardize analysis dimensions and data formats -Implement "Time Boxing" management and set hard time nodes for each link 2. Data-driven mechanism -Establish a unified decision support system (DSS) to integrate multi-dimensional business data -Implement predictive analysis models to quantify the ROI and risk factors of different strategies -Adopt AB testing mechanism to verify key hypotheses and reduce subjective discussion time 3. Optimization of role division of labor -Set up a full-time decision analyst to be responsible for data modeling -Configure a risk evaluator to conduct professional stress tests -Designate the person responsible for the final decision-making and establish a accountability mechanism 4. Shaping decision-making culture -Carry out structured thinking training (such as the MECE principle) -Establish an agile decision-making culture with a "hypothesis-verification" cycle -Implement a decision-making review system and continuously optimize the quality of decision-making 5. Improved communication efficiency -Adopt the "Elevator speech" rule to restrict the length of speech -Implement visual decision-making tools (decision matrix, impact map) -Establish an objection management system and standardize the submission process of different opinions It should be emphasized that any regional cultural characteristics should be regarded as a team advantage rather than an obstacle. The unique risk sensitivity in the business culture of Jiangsu and Zhejiang regions can be transformed into a guarantee of decision-making quality through professional management. It is recommended to establish a "risk threshold" mechanism to transform detailed analysis into actionable quantitative standards, which can not only give full play to the advantages of members, but also avoid excessive analysis. Finally, it is recommended to refer to the decision-making science framework of Harvard Business School and combine the wisdom of localized management to build a decision-making ecosystem suitable for the team. The core lies in transforming cultural characteristics into institutional advantages, rather than simply eliminating differences.