The other day we took a look at some of the main principles of team building and how they effect the success of a team from the inside out. Today I’d like to share a few more concepts in the hopes you’ll be able to apply them to your next team building (or team growing) experience.

Do the members of your team understand the context? In short, do they understand not only the main purpose of the team but how the work the team completes will help the organization reach its ultimate, long-term goals? In short, your team members should feel as though their team is important to the organization.

Does the team feel as though it has the tools it needs to perform competently? Most team members, when asking themselves this question, aren’t looking for materials but are looking at the other people on the team. Do they feel as though everyone in the group is capable of getting the job done. Are they kowledgeable and skilled?

Does the team have control of the project? Have you given the team the power it needs to get the job done while setting boundaries and limitations that will prevent them from going over budget or missing their deadlines? Control is good. Having to redo a project because the team members let the power associated with the work go to their heads is bad.

Is everyone communicating? Communication is key in any venture. Are all members of your team encouraged to give feedback and express their honest opinions. If not, they may be wondering why they are a part of the team at all.

Does your team understand that their work comes with consequences? Do they understand that they are accountable for what they do and do not accomplish and that if the job does not get done there will be consequences? Likewise, will they be rewarded for getting the job done on time and within budget?

Choosing a group of people to participate in a team is easy. Making sure those people are happy, can work together, and actually get the job done is another. You’ll have to work on the team from the inside out but I guarantee once you’re done you’ll have a highly functioning group you’ll be proud to have under your wings.

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Manager Training

Click below for a:
Free email course “Improve your Management Skills”

We’ve spoken several times about how important it is to build a great team. As managers we spend a lot of time focused on building a team and working as a team but we sometimes forget to step back and take a look at how our team members feel about being a part of the team - as part of a team in genearal and, more important, as part of our teams specifically.

So what areas of team building should you really be looking at in order to ensure both the happiness of your team members and the group’s overall success? Here are a few concepts to get you started…

Do your team members have clear goals and expectations? In short, has upper management given you clear directions and have you conveyed those directions clearly to your team? Your team needs to know why it exists, what it’s goals are, and what it’s limitations are (financially, chronologically, etc.) in achieving those goals.

Are your team members committed to the task at hand? Do they really want to be on your team or do they feel forced to participate? Will they be rewarded or recognized for their efforts? If the entire group isn’t committed the odds of you completing a successful project instantly drop.

Has the team created its own mission statement or charter? The team needs to work together to outline exactly what its goals will be given the task at hand. Upper management needs to support the team in its efforts to set those goals. Do they have clear goals set within a reasonable timeframe?

Do your team members understand the concept of collaboration? Are they all working together as a team or is one person (or group of people) making all of the decisions and telling everyone else what to do? Are they working together respectfully? Are they resolving conflicts peacefully? Are they all working towards the same goals?

Are the teams coordinated properly? Is your team working independently or are there several other teams working on tasks that will ultimately come together to form one large project? If they are working together, is upper management coordinating the teams properly so that the process flows smoothly? Will everyone complete their share of the project on time - and will all the pieces fit together properly?

If any one of these aspects is falling short, your team members will begin to feel as though they’re not really a part of a team. The happier they are in their work, and the more they feel like a part of a team, the better they’ll ultimately perform!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Course

Click below for a:
Free email course “Improve your Management Skills”

Every morning I get up and take a look at my to-do list for the day. At the end of the day I look at my list again and I’m either pleased with what I’ve accomplished or disgusted by how much there is left on the list.

Then I realized there was a problem.

You see, the reality of the situation is that I can put as much on my to-do list as I want each day. The problem is that most of us make to-do lists without regard to the amount of time each task might take. In the end, there will always be only 24 hours in a given day - no more, no less.

So, yes - you can set goals. And yes, you can identify your personal “time wasters.” You can even sit down and write out a “time management plan” to help you get your work done at a realistic pace. You might even waste your money on a software program that helps you manage your tasks.

In the end, though, the reality is this - you need to put on your management pants and learn to do two things - prioritise and delegate.

Because, truthfully, those two areas are the real issue. It’s not time management. It’s the thought process that makes us believe we can (or even should) do all of these tasks on our own. You have a team for a reason. Prioritize your tasks, delegate them to the appropriate people, and cross them off of your to-do list.

You’ll suddenly find yourself less stressed and, eventually, you’ll be managing an incredibly effective and productive team.

Thanks again,

Sean

Sean McPheat
Managing Director
MTD Management Courses

Click below for a:
Free email course “Improve your Management Skills”

The other day we started to discuss a few of the things you can do, as a manager, to retain your good employees. Today I’d like to add 5 more tips to the list. Combine them all, using your own personal management style, and before you know it you’ll see your employee relationships improving.

• Listen to your employees. Your team members, if you listen to them, have valuable ideas and most of them want to contribute to the process. Listen to what they have to say and make sure they know the lines of communication are always open.
• Help them find opportunities for growth. No one wants to feel as though he or she is stuck in a dead end job for a lifetime and you, as a manager, can’t expect them to be happy in the same position forever. Help your employees identify opportunities for growth, both short-term and long. Employees working towards goals are always happier.
• Encourage flexibility. I’m not saying you have to adjust their schedules every other day and make ridiculous concessions but you can find ways to encourage them to find balance between their work and persona lives without decreasing productivity. This means not being rude when they’re really sick or when they need to take care of their children.
• Encourage personal wellness. Healthy employees are happy employees and stress is certainly not healthy. Surprise them with special breaks, give them gift certificates to their favorite restaurants or spas as an acknowledgment of their loyalty, or have a yoga instructor come in for a morning class. They’ll appreciate the break from the regular routine.
• Finally, please remember to say THANK YOU to the people who work for you. Whether they’re permanent employees or independent contractors, everyone appreciates knowing you recognize, acknowledge, and appreciate the things they do. Nothing else you do will matter if you never utter those two simple words.

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Training Course

Click below for a:
FREE email course “Improve Your Management Skills”

As a manager you have a huge amount of repsonsibility when it comes to hiring and firing employees. You’ll do your best to hire the candidates you think are the best and you’ll have to document incidents in order to fire those who turn out to be not as great as they presented themselves. In the midst of all this, managers tend to forget one group of people - the good ones - the ones they should be working to retain.

A good employee isn’t one you can just leave alone, monitoring only when it comes time for the annual review or when you need to assign new work. Even good employees need attention and if they don’t get it, or feel appreciated, they might start to look elsewhere for work.

So what can you do to help retain the employees you already have and want to keep? Here are 5 things to consider.

• Pay them well. Money really isn’t the only factor people consider when it comes to taking or keeping a job but it does play a huge role in the decision. If your employees feel overworked and underpaid they’ll start to wonder if they can find what they feel to be a fair level of compensation elsewhere (and they probably can).
• Treat your employees fairly. Truth be told, you are all simply people. If you want your employees to feel good about themselves, treat them as if you are on an equal playing field. You know, as if you are all members of a team instead of them being the team with you as the leader.
• Make one-on-one time for each member of your team - whether it’s an informal cup of coffee in the morning or a trip out to lunch. Find time where neither of you feels pressured and let your team members know, on an individual basis, that you actually care about their growth and development.
• Allow space to breathe. Sure, there are rules, but everyone has their own way of getting the job done. Let your employees be creative in their work. As long as they aren’t breaking the law or any important rules - and they’re getting the work done on time - you’ll find they’re happier if they’re able to express themselves.
• Be personable. Be a great leader, with heart and spirit, and let them know you respect and appreciate what they do. The more respect you have for them, the more they’ll have for you.

On Friday we’ll go over a few more tips for employee retention. Until then, think about the relationships you have with your team members. Are they strong enough to survive?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Leadership Training

Click below for a:
FREE email course “Improve Your Management Skills”