ConceptsNest

  The pandemic has had a huge impact on individual and collective health and prosperity, and no one knows when our economy and our society will be healthy again. Yet opportunities exist. If companies and leaders can inspire team members to proactively solve problems, set aside old practices, test and prove innovative ways to work, and pilot new systems, the likelihood of organizations surviving — and, indeed, thriving — is much greater. The single most important component are caring leaders : leaders who adapt to serve their employees and their companies and create positive traction. It is important for leaders to take steps to build trust and cooperation among their employees to maximize productivity and team satisfaction. Modelling best behaviors  and creating shared experiences, they must evolve and adapt, and some behaviors  that can help them are:   1. Develop Rules Of Engagement Ask people what it takes to have a great team, what the definition of a great teammate is

Teamwork, in times of cloud computing and collaborative software, it’s one of those qualities that everyone wants to see in their company. But the truth is that for different types of work teams, different forms of integration and collaboration develop and allow them to function better . What type of team we have depends on its purpose, location, and organizational structure. Each type of team comes with its unique set of strengths and weaknesses. Some of them may be as follows: Task Forces A task force is a temporary team created to address a single piece of work, a problem, or a goal.   The term “task force” originated in the Army . An Army task force was designed to provide flexibility in operations since it could be formed without the reorganization or repurposing of the division . At the time, army operations were performed by formal groupings such as divisions or battalions, but wars created new challenges that demanded flexibility in how resources were used . Formation of

  The collaborative nature of teams means they are subject to pitfalls that individuals working alone do not face. Team members may not always work well together and focusing the efforts of individuals on shared goals presents challenges to completing tasks as efficiently and effectively as possible.   Three Barriers to Building a Team A)      Flimsy Leadership   Everything flows from leadership. And when there is a problem in the team, usually, it’s the leader’s fault. The wise king Solomon said, without a vision, the people perish. There could be several reasons that a team is not working, and most often, it starts with the leader.         i.        Is there no vision for the team?        ii.       No one in the team knows where they are heading ?      iii.       Is there favoritism  being practiced by the leader?      iv.        Is the leader too critical of new ideas or suggestions?        v.        Is the leader’s style too imposing on everyone? It could be v

The team meeting. A necessary evil, an exercise in wasting time, or our organization’s secret weapon? Sometimes we wonder why our one-on-one meetings tend to feel unfruitful. Stock questions might be effective once or twice. But when we ask them during every one-on-one, every week, and over time, the effectiveness of the questions erode. The person grows sick of answering the question. Or they do not think we really care to know the answer anymore. Before too long, they start looking at the clock, staring into the distance, and giving us those short, nondescript answers. To avoid this, we will want to avoid the routine questions we lean on. Some of them maybe: 01: “How’s it going?” It seems like a solid way to break the ice and initiate a one-on-one meeting. Yet it’s unusual that we ever get an answer other than “Fine” or “Good” in response. While someone might truly be fine and good in reality (which is great!)… the conversation usually stops there . Anything personal we wanted to

The best team members you’ve ever worked with likely had one thing in common :  Strong self-management skills . As a manager, we don’t want to be pulled into double-checking every detail of a project or answering minute questions incessantly. After all, we have our  own  responsibilities to focus on.  The best employees are the ones who manage  themselves . How do we optimize for this? When hiring and training a team, we will need to pay attention to our potential team member’s self-management skills. Here are some self-management skills to look out for and continually hone within the team: 01: Do they know what to work on first? One of the most important self-management skills a team member can enact is how they manage their time . In particular, this means they internalize priorities well , and know precisely what to work on first . Our team can only make strong progress if everyone is each working on what is most important for the team, in any given moment. An employee with