When discussing management strategies, we should not simply rely on stereotypes about a certain geographical group, but should pay more attention to the actual work performance, ability and personality of each employee. Regarding the "decisiveness" issue you mentioned, we can start from the following aspects: 1. Establish clear decision-making processes and standards: Establish a set of transparent decision-making processes and evaluation standards to help employees understand when they need to make quick decisions and when they need to conduct more detailed analysis. In this way, it is easier for employees with different styles to act as required within the prescribed framework. 2. Combine team and individual coaching: Every employee has their own strengths and weaknesses. For those employees who appear to be more cautious in making decisions, targeted training or coaching can be used to help them find a balance between risk assessment and decision-making, which not only ensures the rationality of decisions, but also improves decisiveness. 3. Encourage cross-departmental cooperation and information sharing: Establish a cross-departmental communication mechanism to allow employees with different backgrounds and styles to exchange experiences with each other. This can not only make up for the hesitation in some individual decisions, but also help to form a diversified team perspective and improve overall decision-making efficiency. 4. Formulate an incentive mechanism: Through a reasonable incentive mechanism, employees are encouraged to make decisions faster under the premise of complying with the company's strategy. For example, rewards can be set for timely decisions and successful cases, thereby guiding employees to be more confident and decisive in the decision-making process. 5. Pay attention to individual differences and avoid stereotypes: Despite certain rumors or impressions, in fact, everyone's decision-making style is affected by many factors, including personal experience, job requirements, and team culture. In the management process, individuals' performance at work should be objectively evaluated, rather than simply drawing conclusions about employees based on stereotypes such as region. In short, the key to improving decision-making efficiency lies in building a sound management system and incentive mechanism, rather than forming preconceived qualitative definitions of a certain geographical group. Through process standardization, training and coaching, and cultural construction, it can help every employee - regardless of background - to fully tap their potential and achieve overall efficient operation of the team.