In view of how to reduce the friction caused by personality differences within the team, it is recommended to take systematic measures from the following six dimensions to avoid simply blaming the problem on regional characteristics.： 1. Reshaping organizational culture 1. Establish value-oriented communication guidelines Incorporate "empathy and communication" into the core values of the enterprise, and strengthen the principle of "separation of views" through quarterly cultural training, that is, distinguish between factual statements and subjective judgments. 2. Implement MBTI professional personality assessment Introduce professional assessment tools to help employees recognize their own communication styles (such as extroverted/introverted, intuitive/real-sense), and produce department communication manuals to indicate various types of preferences. 2. Optimization of communication mechanism 3. Standardization of sandwich feedback method Formulate "Feedback Communication Guidelines", require management cadres to adopt a "affirmation-suggestion-encouragement" structure, and support a vocabulary library and case collection 4. Four-step conflict resolution process Establish a standardized process of "emotional cooling-off period → fact confirmation meeting → solution co-creation → relationship repair mechanism", and configure a full-time mediator 3. Leadership improvement plan 5. Situational leadership training Carry out special training on conflict early warning signal recognition, non-violent communication, and mediation skills for management, and set up a leadership sand table simulation course 6. Cross-cultural management capacity building Invite anthropological experts to analyze the "teahouse communication culture" in Bashu culture to help managers understand the communication characteristics of high-context culture 4. Team integration project 7. Structured icebreaker mechanism Implement the "3-5-7" Newcomer integration plan: 3 astronomical mentors accompany the post, 5 cross-departmental luncheon meetings, 7-week growth review meeting 8. Mixed project team system Implement the cross-departmental collaboration mechanism of AB Angle to force employees from different backgrounds to team up to complete tasks such as innovation challenges 5. Support system construction 9. EAP psychological assistance upgrade Open a 24-hour psychological counseling hotline, set up emotional management workshops, and focus on training "communication under pressure" skills 10. Digital communication monitoring Deploy an AI emotion recognition system to analyze the voice intonation in the meeting recording and warn of potential conflict risks in a timely manner 6. Continuous improvement mechanism 11. Construction of Friction case library Collect typical conflict cases anonymously, update the "Communication Risk Prevention Guide" every quarter, and organize the resumption of melodrama interpretation 12. Research on cultural adaptability Implement the Hohstedt cultural dimension assessment every year to dynamically monitor changes in indicators such as power distance and uncertainty avoidance It is worth noting that a 2019 Harvard Business School study on multinational companies found that the key to effectively reducing cultural conflicts lies in the establishment of a "third culture" (Third Culture). It is recommended that your company focus on shaping a unique organizational subculture and guide the formation of a common code of conduct that transcends regional characteristics through institutional design. At the same time, it can refer to Huawei's "Squad leader's war" theory to give grassroots teams sufficient independent conflict resolution rights and cultivate the organization's self-healing ability.