正如《道德经》所述“道法自然”，企业发展亦应顺应自然规律，在不同生命周期阶段调整其股权结构以适应环境变化。

As stated in the Tao Te Ching, 'the Tao follows nature', the development of enterprises should also follow the laws of nature and adjust their equity structure at different stages of their lifecycle to adapt to environmental changes.

（1）创业初期的股权结构规划：在创业初期，企业成员以创始人和创始合伙人为主，此时创始人应保持相对较高的股权比例，建议至少67%或51%以上，以防股权过度稀释。

(1) Equity structure planning in the early stages of entrepreneurship: In the early stages of entrepreneurship, the members of the enterprise are mainly the founder and founding partners. At this time, the founder should maintain a relatively high equity ratio, preferably at least 67% or 51%, to prevent excessive dilution of equity.

（2）中期成长阶段的股权激励与融资策略：随着企业的发展，吸引投资和保留人才成为关键。此时，建立持股平台，如有限责任公司或有限合伙企业，对于激励团队和吸引资本至关重要。

(2) Equity incentives and financing strategies in the mid-term growth stage: As the enterprise develops, attracting investment and retaining talent become key. At this point, establishing a shareholding platform, such as a limited liability company or limited partnership enterprise, is crucial for motivating the team and attracting capital.

（3）成熟期的股权结构调整：在企业成熟阶段，股权结构可能已较为复杂。创始人可通过多层级的持股平台设计，如作为普通合伙人的GP控制有限合伙人的LP，或通过协议方式保持控制权。

(3) Mature equity structure adjustment: In the mature stage of a company, the equity structure may have become more complex. Founders can design multi-level shareholding platforms, such as GP as a general partner controlling LP of limited partners, or maintaining control through agreements.

五、股权分配的实际操作假如这四个小年青创立的是医院，企业逐步稳定经营，发起人有领导力、一个有资金、一个有技术、一个有资源，那创始人怎么把大家绑在一起呢？

5、 If these four young entrepreneurs founded a hospital and the enterprise gradually stabilized, with leaders, one with funds, one with technology, and one with resources, how could the founders bind everyone together in the actual operation of equity distribution?

此时，股权分配的策略变得尤为重要。创始人需明白，股权分配是人才与资本之间的一种平衡。为了留住关键成员，股权绑定是必要的。同时，在保持企业控制权的前提下，创始人需运用股权工具进行合理的分配。股权的分配则可以通过股权激励来实施，以激发团队成员的积极性。在实际操作中，设立持股平台是实施股权激励的有效方式。在这个平台上，实际控制人作为普通合伙人（GP），而期权池则作为有限合伙人（LP）。在持股平台中，我们可以进行股权激励，这包括给予员工期权、限制性股权或业绩股票等。对于非上市公司而言，这些激励措施更加灵活多样，如虚拟股权、限制性股权和期权等。总之，合理的股权结构设计是确保企业长期稳定发展的关键。通过精心的设计和调整，企业可以平衡各方利益，激发团队潜力，最终实现可持续发展。

At this point, the strategy of equity distribution becomes particularly important. Founders need to understand that equity distribution is a balance between talent and capital. In order to retain key members, equity binding is necessary. At the same time, while maintaining control of the enterprise, the founder needs to use equity tools for reasonable distribution. The distribution of equity can be implemented through equity incentives to stimulate the enthusiasm of team members. In practical operation, establishing a shareholding platform is an effective way to implement equity incentives. On this platform, the actual controller acts as a general partner (GP), while the option pool acts as a limited partner (LP). In stock holding platforms, we can offer equity incentives, including giving employees stock options, restricted equity, or performance stocks. For non listed companies, these incentive measures are more flexible and diverse, such as virtual equity, restricted equity, and options. In short, a reasonable equity structure design is the key to ensuring the long-term stable development of enterprises. Through careful design and adjustment, enterprises can balance the interests of all parties, stimulate team potential, and ultimately achieve sustainable development.