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How To Build An Effective Team For Success

 

Building a team is much like building a home: brick by brick, step by step. The first building block is exceptional leadership. From there, everything else will fall into place with the end result being a pretty even blend of both an art and a science. A leader who can consistently build high-performance teams is key to the success of the whole operation. Large and small, companies need someone with the knowledge of building long-lasting teams -- something many managers can't do and the reason why many leaders don't reach the highest forms of success. Forbes puts it this way: it requires the ability to master the art of people, knowing just how to maneuver hundreds of people at the right place at the right time. 

Akin to a game of chess, building an effective team takes strategy and a little bit of luck, with strength at the forefront even amidst the knowledge that the wrong move could cost the company hundreds of thousands of dollars. Nothing like pressure, right? Well, leaders operate their best under pressure. Building a team is just another day at the park for top executive leaders. So, how can you get there? Let's take a closer look.


Focus on Roles

A thorough selection process brings long-term benefits, even if this means you spend more time recruiting than you have time for. Hiring someone just to have bodies in the room can imperil your team, points out Entrepreneur. You don't want to run the risk of becoming a revolving door, whether that's because prospective employees view the role as a temporary landing pad and don't really want to put in the investment of learning, or because you realize later that they won't make a good fit. Either way, time is money. Invest resources in people whose roles truly match with objectives set forth by your company. Often, this isn't something that sticks out on their resume. No candidate will say "I'm only aiming for this job as a stepping stone to something better." Often, this takes gut instincts on your part -- another quality of a great leader.

Play to Strengths

Understanding what each individual member's strengths are allows each person to shine. It's rare for an employee to vastly improve on a deficiency, especially if that deficiency is just a part of their character. A team member who isn't good at managing details will probably never be good at that task. But if you play to their strengths -- perhaps they're great at communication with clients -- and pair them with a detail-oriented team member, you'll shore up both parties.

Encourage Transparency

Just like families, teams need to know how to work things out on their own. You can't be called in to referee every little disagreement. When things start going off the rails, bring together those who aren't getting along and make them work through their concerns, suggests Inc. Letting them put you in the middle of a he said/she said situation wastes your resources that could be better spent elsewhere (like making money for your company). Your job as a leader is to help your team members understand each other better. Sure, it will be uncomfortable at first. Such transparency is always raw at the beginning. But instilling this strategy right off will encourage them to try resolving internal issues on their own, only bringing you into the equation when absolutely necessary.

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Winning Brands Have Winning Cultures

 

A few weeks ago, we talked about building a winning culture and how fostering workplace culture that is considered "winning" goes much further than your bottom line. In fact, you must develop and nurture an environment that is conducive to forward-thinking, a successful mindset and a deep-rooted belief that you're all in this together. Today, we segment off that topic just a bit and talk about winning brands and what kinds of workplace cultures they are known for.

The Winning Brands

The strength of any initiative is driven by the core of the team behind it. Good isn't enough. Great is. In order to deliver great, you need to surround yourself with people who can drive the efforts to those goals fueled by the right attitude and determination. Once you have this in place, it's up to you or your designated "brand champion" to focus the team’s potential and deliver results. The brand champion is responsible for setting the tone of the company, inspiring a culture of positivity and unity so the team can better align itself with the big picture. That unity is the glue that holds the company together, ensuring its goals and objectives are met.

In order to have a winning brand, you have to:

  • Establish unified company goals.
  • Create a long-term plan that works with those objectives to reach goals.
  • Offer team incentives to meet goals.
  • Celebrate the wins and use losses as teachable moments.
  • Be a leader and guide the path to success.
  • Keep a positive attitude and have fun.

While all those bullet points are important, the last one may be the most. When you look at winning brands in this country, like Amazon, Google and Apple, you'll see the culture revolves around creating a low-stress atmosphere built on mutual respect that embraces out-of-the-box thinking. When you think of a winning brand, you don't picture people in cubes tied to their desks in suits (although that works for some companies!). Rather, you picture casual work environments where creativity is welcomed and the lines of management are blurred.

A lot of this culture-driven change stems from the generation leading the charge.

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