successful teams

August 24, 2010

Keeping Your Team Members Happy

A manager’s role is to build successful teams that deliver the business. We aim to seek for higher and higher performances from those we encourage, cajole and develop.  How do we keep them all happy?

We strive to create refined, capable people to inhabit our teams. The results we seek cannot be delivered by us alone, because simply we cannot do it by ourselves.

Like the soccer coach – the results come from those who cross that white line for us. All the plays the team practice during the week, are for nothing if they don’t deliver ‘when Saturday comes’ – as they say!

As managers we have to hone their skills, tactics and flair for then.

Yet what happens to our people when we’re done developing them. When they can grow no more in the circumstances that we are in a position to offer them?

Indeed is it possible that they can grow no more with us at their helm? Could that be possible?

The simple answer is – of course they can reach a peak in the team we have them in; with the support and challenge we help them with.

And sometimes, when they achieve that zenith, we have to make the more courageous decision to let them fly off and seek a new level of opportunity, to make the next leap.

Successful management is not simply about building a team that serves us well. It’s much bigger than that.

When we help create fulfilled employees, the bigger picture is where we have to be brave and let them go. We have to celebrate the success they achieve with us and – where this is what they want – prepare them for a bigger stage to explore and reach for the next level, with our support and enthusiasm.

In soccer, managers of smaller teams strive to create better and better players for the good of the team and then, whilst it may be a sad time, encourage them on to bigger teams; new arenas and bigger opportunities.

That’s where the bigger managers stand out – loving the growth they see and then accepting – no, encouraging – their people to be the most they can – even when that means moving on.

Filed under Blog, Developing Your People, Management Basics, Management Development Tips, Managing Me by Martin

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January 22, 2010

The Top Ten Benefits of Teams

Teams are fundamental to business and organizational success.

So what exactly are the benefits that a well-organized and productive team brings?

There are many values and benefits successful teams bring to their organizations. pulled together not only by effective leaders, but also by a will on the part of their members to provide outcomes that are the best possible.

Team working can be incredibly effective and much more so than individulas working alone.

Here are 10 reasons why:-

1.    Capacity

Managers can’t do it alone. The outcomes they need are too big for them to do all the work themselves, so they need others to help them. Great managers have teams they fully engage with, to maximize the volume of activity they cover.

2.    Variety

With a range of individuals, they all are different. Different skills, talents and above all in business, behaviors that will engage each other as they communicate with each other. These ‘differences’ are what makes a team so powerful and are a real positive.

3.    Skills

Bringing expertise in the key areas managers need to get the job done, enables every activity that forms part of the team performance, to be delivered to achieve the goals.

4.    Energy

When individuals get together, they generate energy. Teams utilize this energy by accessing the adrenaline that kicks in when people interact, with different ideas and opinions that are strongly felt, defended and proposed.

5.    Collaboration

With a range of skills, ideas and experiences, team members pull together to come up with options that come from the discussions and debate that ensues.

Collaboration is about adding together individual positions to a point where outcomes are much more valuable.
6.    Challenge Up

Great teams work with team leaders as part of the team ethic, yet they don’t just follow along innocently. With the wisdom and confidence their togetherness generates, they ask questions upwards, to help the overall outcome.

7.    Synergy

Individuals in teams bring particular skills and talents into the mix. These have great value, especially when they blend and merge with each other. In teams, as we saw in the foreword, the sum of the parts is greater than just adding together the components.

8.    Individual Drive

The individuals in teams have personal aspirations to drive their careers through the way they do their own work. In these areas, working in a team can be tricky as its output must be ‘for the team’, yet it is a powerful asset to have in the team, when directed by the team leader accordingly.

9.    Experiences

As well as skill, team members have experiences that can be shared, to benefit the team as a whole, to make results much more effective.

10.    Spirit, Celebration and Togetherness

By celebrating, as successes are achieved, bonds become stronger and performance is maximized. The best team leaders take part in the celebrations too – after all, they are part of the team success too!

That’s effective teamwork, much more than the sum of the parts!

Filed under Blog, Developing Your People, Management Basics by Martin

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March 10, 2009

Quick Thinking Required!

I’m fascinated by productivity. Making things actually happen, instead of pondering endlkessly is a huge step forward for any manager.

When I was in Australia recently, I met up with Dr Ken Hudson, from The Speed Thinking Zone. Ken’s premise is that things take way too long and there is a better way.

Hudson’s Law of Meetings

February 27, 2009

In 1955, Cyril Northcote Parkinson suggested, in a tongue in cheek way, what has since become known as Parkinsons Law. It states:

Work expands so as to fill the time available for its completion.

I would like to suggest that this be updated for meetings in what i have called Hudson’s Law of Meetings:

Meetings expand to the time set for the meeting.

Think about it. Have you ever been at a meeting when someone says, well we have the meeting room booked for the next hour why don’t we stay till then. Why should you? If the meeting is over the meeting is over.

Why do most of us feel guilty about having a shorter meeting or one that finishes early? In a recent workshop we covered all we had to do and i suggested that we finish early. One person started to complain about this.

Why I asked?

Why don’t you use the extra time to go to the gym or see your kids or go to a movie?

If Hudson’s rule is valid then we should think seriously about the amount of time we spend in meetings. Why are all our meetings at least one hour? Why aren’t these half an hour?

Imagine how much time you could free up and how more productive and enjoyable your life could be.

Ken Hudson

Ken’s thinking is fast paced, as you might expect. I like his stuff and I want to know more, despite Australia being quite a hike from where I am.

I think you might like to check it out too, right here at The Speed Thinking Zone

Filed under Blog by Martin

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