Top 10 Tips for "Team Building" Success
Top 10 Tips for "Team Building" Success
Whether you are responsible for one person or a whole team, there are several very important keys to managing people well. If you are a manager, review the tips below and assess how you’re doing and whether or not you can identify areas for improvement.
If you work under a manager, rate him or her on each of the behaviors below. If appropriate, be willing to offer feedback on how you perceive their effectiveness in the critical areas listed. Be sure to include both positive and negative perceptions – and be prepared to offer reasonable suggestions for how they can help you and your team succeed together.
1. Provide clear and specific direction – If people don’t know what’s expected of them, they won’t know what to do or whether they’re doing a good job. Ambiguity related to job responsibilities and priorities is often a significant source of stress and frustration and is known to decrease performance and productivity.
2. Offer ongoing feedback - If you want your team members to hit the target make sure they know where it is at all times and whether or not they are aiming at the bull’s eye.
3. Balance correction with affirmation – No employee is all good or all bad, so when correction is needed, be specific and don’t water it down. However, discussions of expected improvements are also opportunities to encourage them in what they are doing right. Balancing correction with affirmation will build your credibility and provide greater motivation for change.
4. Lead by example - Don’t ever expect attitudes or actions from your employees that you don’t consistently demonstrate yourself. Qualities like integrity, dedication, a strong work ethic and respect are more often “caught” than “taught” in the workplace.
5. Be willing to ask for and receive feedback - It takes courage to invite feedback, but it’s a lot less risky than to assume you know how you are doing. Keep your door and your mind open in order to improve your own performance and strengthen your leadership.
6. Involve your team in decision making whenever possible - Giving team members the opportunity to weigh in on important decisions helps to increase their sense of ownership, value and responsibility. Many companies have experienced great success and saved millions of dollars by listening to, and implementing, ideas from employees.
7. Keep your team well informed – A wise person once said, “What you are not up on you are down on.” Be willing to share relevant information in a timely and complete fashion, because employees kept in the dark will feel disconnected and become discontented.
8. Avoid favoritism - It is natural to experience a stronger connection with employees that share similar interests, personalities, backgrounds, etc., however, it is important to avoid showing partiality so as to reduce the potential for division, mistrust and resentment.
9. Recognize your eagles and keep them challenged - Every team has eagles - those employees who consistently soar above the rest. Be sure to acknowledge their effort and give them new opportunities that will maximize their potential and lead to greater responsibility. Remember, providing deserved recognition and opportunities for advancement are not acts of favoritism.
10. Always express appreciation for a job well done - It has been estimated that 46% of all employees quit their jobs because they feel a lack of appreciation from their employer or supervisor. Expressing sincere appreciation is a lot less expensive than the costs associated with turnover – and besides, it’s the right thing to do.
Top 10 Tips for Team Building Success - To learn more about this author, visit Todd Linaman's Website.
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The Apprentice television show revolves around the premise that a stable of young talent is trying to get a job with Donald Trump. In their endeavors they are challenged with weekly assignments. Be a leader. Sell product. Manage people. Ultimately, their goal is to win. But along the way the most successful candidates also learn something else. And that is without a team, your personal success is limited at best.
Whether you are responsible for one person or a whole team, there are several very important keys to managing people well. If you are a manager, review the tips below and assess how you’re doing and whether or not you can identify areas for improvement.
If you work under a manager, rate him or her on each of the behaviors below. If appropriate, be willing to offer feedback on how you perceive their effectiveness in the critical areas listed. Be sure to include both positive and negative perceptions – and be prepared to offer reasonable suggestions for how they can help you and your team succeed together.
1. Provide clear and specific direction – If people don’t know what’s expected of them, they won’t know what to do or whether they’re doing a good job. Ambiguity related to job responsibilities and priorities is often a significant source of stress and frustration and is known to decrease performance and productivity.
2. Offer ongoing feedback - If you want your team members to hit the target make sure they know where it is at all times and whether or not they are aiming at the bull’s eye.
3. Balance correction with affirmation – No employee is all good or all bad, so when correction is needed, be specific and don’t water it down. However, discussions of expected improvements are also opportunities to encourage them in what they are doing right. Balancing correction with affirmation will build your credibility and provide greater motivation for change.
4. Lead by example - Don’t ever expect attitudes or actions from your employees that you don’t consistently demonstrate yourself. Qualities like integrity, dedication, a strong work ethic and respect are more often “caught” than “taught” in the workplace.
5. Be willing to ask for and receive feedback - It takes courage to invite feedback, but it’s a lot less risky than to assume you know how you are doing. Keep your door and your mind open in order to improve your own performance and strengthen your leadership.
6. Involve your team in decision making whenever possible - Giving team members the opportunity to weigh in on important decisions helps to increase their sense of ownership, value and responsibility. Many companies have experienced great success and saved millions of dollars by listening to, and implementing, ideas from employees.
7. Keep your team well informed – A wise person once said, “What you are not up on you are down on.” Be willing to share relevant information in a timely and complete fashion, because employees kept in the dark will feel disconnected and become discontented.
8. Avoid favoritism - It is natural to experience a stronger connection with employees that share similar interests, personalities, backgrounds, etc., however, it is important to avoid showing partiality so as to reduce the potential for division, mistrust and resentment.
9. Recognize your eagles and keep them challenged - Every team has eagles - those employees who consistently soar above the rest. Be sure to acknowledge their effort and give them new opportunities that will maximize their potential and lead to greater responsibility. Remember, providing deserved recognition and opportunities for advancement are not acts of favoritism.
10. Always express appreciation for a job well done - It has been estimated that 46% of all employees quit their jobs because they feel a lack of appreciation from their employer or supervisor. Expressing sincere appreciation is a lot less expensive than the costs associated with turnover – and besides, it’s the right thing to do.
Top 10 Tips for Team Building Success - To learn more about this author, visit Todd Linaman's Website.
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Dianne CramptonDianne Crampton is an executive leadership coach, team consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. - Visit Dianne Crampton's Website |
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George LudwigGeorge Ludwig is a recognized authority on sales strategy and peak performance psychology. An international speaker, trainer, and corporate consultant, he helps clients like Johnson & Johnson, Abbott Laboratories, Northwestern Mutual, CIGNA, and numerous others improve sales force effectiveness and performance. Though it's George's strategies and processes that help corporations increase productivity and performance, it's his tremendous energy and dynamism that spark the transformation. Again and again, clients remark on his amazing ability to unleash human capacity and inspire men and women to break out of their comfort zones. The result is a whole new type of salesperson. His customized presentations teach achievers to make stunning advances in their lives. From helping salespeople realize cherished dreams to helping corporations exponentially accelerate revenue streams, George Ludwig leaves audiences and individuals empowered, emboldened, and clamoring for more. George is the best-selling author of Power Selling: Seven Strategies for Cracking the Sales Code and Wise Moves: 60 Quick Tips to Improve Your Position in Life & Business. - Visit George Ludwig's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Stephanie RobeyStephanie Robey is President and CoFounder of Pivot Positive, LLC - an Internet marketing business focused on helping people start work at home ventures. Previously, she was employed at The Search Agency with over 20 years experience in graphic design and 10 years experience in online marketing. She was responsible for launching the Conversion Path Optimization (CPO) unit where she and her team have conducted hundreds of optimization tests for online companies across multiple verticals. She is a successful entrepreneur having started and sold 2 companies and remains on the board of directors of the third, PhotoSpin.com Stephanie began her career in the direct marketing realm creating and producing direct mail for many of the major cable television companies and directly attributes her understanding of Internet marketing to those early offline experiences. Stephanie is a graduate of San Diego State University with a BFA in Graphic Arts and also holds an Executive MBA from the Graziadio School of Business and Management at Pepperdine University. Read Steph's Blog Meet Steph and Dave Sign up for our Free 7-Day BootCamp: Self Employed & Rich - Visit Stephanie Robey's Website |
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Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
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