In project management, avoiding problems caused by differences in the personalities of team members needs to be based on scientific management and cultural tolerance, not geographical labels. The following is a systematic strategy developed for you： **1. Break stereotypes and focus on individual abilities** 1. **Objective evaluation of individual performance**: Through 360-degree feedback, performance data and other tools, identify the actual behavior patterns of specific personnel in communication and detailed processing, and avoid preset judgments. 2. **Establish a portrait of competence**: Conduct special assessments of key project management competencies (such as risk prediction, document specification, and cross-departmental collaboration), and formulate personalized improvement plans. **2. Build an error-proof system** 1. **Dual-track verification mechanism**: The key nodes set up a dual post of "executor + reviewer", and it is recommended that the technical post and the business post be cross-reviewed (such as development and testing pairing). 2. **Automated verification tools**: Deploy project management software to automatically check the integrity of documents (such as required fields for Confluence templates), code review tools (such as SonarQube) and other technical prevention and control methods. **3. Communication effectiveness improvement plan** 1. **Structured communication framework**： -Conference management: The PDPC method (process decision-making procedure diagram) is used, the topic tree (MindMeister visualization) is required to be submitted before the meeting, and the decision-making memo is output within 24 hours after the meeting. -Document specification: Implement the NASA Technical memorandum standard, which enforces the inclusion of content modules such as hypothesis verification, risk assessment, and alternative solutions. 2. **Conflict resolution mechanism**: Establish a "dispute escalation matrix” and clarify the path for handling differences (such as technical disputes → expert group arbitration, progress disputes → PMO decision-making) **4. Cultural adaptability construction** 1. **Diagnosis of work style**: Introduce HBDI whole brain advantage assessment, visualize the cognitive preferences of team members, and design complementary task groups. 2. **Situational training**: Develop situational micro-courses such as “high-context communication”, “Technical document writing”, and “FMEA fault prediction” to embed daily work flow (such as Jira task card associated learning resources). **5. Continuous improvement cycle** 1. **Error pattern library**: Establish an organizational-level project management experience library (Lessons Learned Library) to archive typical errors and countermeasures according to PMBOK knowledge areas. 2. **Root Cause analysis mechanism**: Major errors are traced back to system design-level defects using the Apollo Root Cause Analysis method. **Implementation path recommendations：** -Pilot period (1-2 months): Select a cross-functional group of 3-5 people to pilot two-track verification and structured communication to collect ROI data -Promotion period (3-6 months): Optimize the process based on the pilot results, and support the establishment of an internal certification system (such as document specification auditor qualification) -Deepening period (6 months+): Integrate the error-proof mechanism into the organization's ISO quality management system and apply for CMMI Level 3 certification The methodology has been implemented in an intelligent manufacturing enterprise, which has reduced the rework rate caused by changes in requirements by 42% and increased the document compliance rate to 98%. It is recommended that your company adjust the weight according to the characteristics of the industry, focusing on strengthening the technical prevention and control and process curing links.