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Suggest You - The Seven Characteristics of a High-Performing Team
Advertising to seniors about groceries. - Do you eat food? So do seniors? Do you buy products? So do seniors. In fact, as a group, seniors are tremendous consumers of grocery-related consumables. Seniors—and advertisers know this—are tremendously interested in health-care related products such as vitamins, dietary supplements, and nutritional aids. Alongside of advertisements, Today’s Senior Magazine includes information about the type of news and information seniors want.Advertising to seniors about health products - Seniors are concerned about their health. That’s why marketing to baby boomers for prescription medication and other health-related products makes
Authority to Decide or Act
No doubt about it, new teams may have to earn this authority by demonstrating that they understand the team’s purpose, processes and priorities. However, effective team leaders work toward pushing authority for the team’s outcomes to the team members. Team members know how and when to get approval for decisions and, in the best of cases, are charged with making on-the-spot decisions when a customer is facing them. On low-performing teams, team members have to constantly get approval before taking action, significantly reducing their effectiveness and negati
It always seems to happen when you're in the most vulnerable spot. The worst possible situation, the worst possible place, The worst possible time. The sickening feeling goes through you; you know what is about to happen. You are out...the outcome is inevitable. You're stuck, in a jam. The situation is embarrassing. Your thoughts race. " How could I ever let this happen.? What will I tell others?" Your thoughts immediately begin to focus on recovery. How will you get out of this predicament?Out of gas? No such thing--you wish you were. You outsourced your parts overseas, you're out of a critical component, and you can't make delivery to a key customer. So
What’s a team leader to do? For starters, focus on the seven characteristics of a high-performing team (what we call a Total Team at NetSpeed Leadership):
Shared Purpose and Direction
On a high-performing team, everyone on the team is committed to the team’s purpose. They know exactly what that purpose is because the team leader keeps them focused by constantly communicating that purpose in team meetings and regular updates. The team leader helps each individual team member meet his or new own needs while serving the overall purpose of the team.
Motivating Goals
The team leader ensures that everyone on the team has clearly defined goals and targets. In some organizations, the strategic goals and departmental objectives are determined by senior management. In that case, the team leader makes sure that these goals are clearly discussed. Team members should understand how their jobs support the achievement of the defined goals, and, if possible, have the opportunity to develop individual goals and action plans that spell out how they will contribute to the success of the organization.
Commitment to Individual and Team Roles
On a Total Team, team members have clearly defined expectations but they also understand how each of their roles is linked to every other role. Team leaders ensure that team members are cross-trained in other responsibilities so that everyone can back each other up when needed. The team leader makes sure that individual job responsibilities are fulfilled, but, at the same time, works to help the individuals develop a common language, processes and approaches that allow them to function as a team.
Multi-Directional Communication
On the best teams, team members solve problems, communicate with each other, and keep the team leader updated on current challenges or emerging issues. On low-performing teams, communication is one-way (from team leader to team members) or two-way (between the team leader and individuals). Skilled leaders focus on developing multi-directional communication, avoiding the trap of communicating with individuals members of the team.
Authority to Decide or Act
No doubt about it, new teams may have to earn this authority by demonstrating that they understand the team’s purpose, processes and priorities. However, effective team leaders work toward pushing authority for the team’s outcomes to the team members. Team members know how and when to get approval for decisions and, in the best of cases, are charged with making on-the-spot decisions when a customer is facing them. On low-performing teams, team members have to constantly get approval before taking action, significantly reducing their effectiveness and negativ
Your corporate identity is a graphic expression of who you are as an organization. It plays a major role in what sells your company and its products. Everything that identifies your business, including your logo, color scheme, and tagline, work together to create an image that your customers remember. Building a corporate identity that bolsters your business objectives is a subtle, yet important part of achieving business success.How do you want your business to be recognized? What image do you want to call forth in people's minds? You may choose an identity that is fun and wacky if you run a family fun center, or calm and serious if you operate a funeral home.
Shared Purpose and Direction
On a high-performing team, everyone on the team is committed to the team’s purpose. They know exactly what that purpose is because the team leader keeps them focused by constantly communicating that purpose in team meetings and regular updates. The team leader helps each individual team member meet his or new own needs while serving the overall purpose of the team.
Motivating Goals
The team leader ensures that everyone on the team has clearly defined goals and targets. In some organizations, the strategic goals and departmental objectives are determined by senior management. In that case, the team leader makes sure that these goals are clearly discussed. Team members should understand how their jobs support the achievement of the defined goals, and, if possible, have the opportunity to develop individual goals and action plans that spell out how they will contribute to the success of the organization.
Commitment to Individual and Team Roles
On a Total Team, team members have clearly defined expectations but they also understand how each of their roles is linked to every other role. Team leaders ensure that team members are cross-trained in other responsibilities so that everyone can back each other up when needed. The team leader makes sure that individual job responsibilities are fulfilled, but, at the same time, works to help the individuals develop a common language, processes and approaches that allow them to function as a team.
Multi-Directional Communication
On the best teams, team members solve problems, communicate with each other, and keep the team leader updated on current challenges or emerging issues. On low-performing teams, communication is one-way (from team leader to team members) or two-way (between the team leader and individuals). Skilled leaders focus on developing multi-directional communication, avoiding the trap of communicating with individuals members of the team.
Authority to Decide or Act
No doubt about it, new teams may have to earn this authority by demonstrating that they understand the team’s purpose, processes and priorities. However, effective team leaders work toward pushing authority for the team’s outcomes to the team members. Team members know how and when to get approval for decisions and, in the best of cases, are charged with making on-the-spot decisions when a customer is facing them. On low-performing teams, team members have to constantly get approval before taking action, significantly reducing their effectiveness and negati
Before you open the doors to your computer consulting business, you need to get your ducks in a row. You'll need to pick a company name and get your business cards printed. Then you'll need to consider what types of customers you want to pursue and where you can meet them. In this article, you'll learn how and why you need to accomplish these steps.Get Your Business Cards PrintedGet your business cards printed, even if you don't think they'll last you forever. If you decide to change your company name, phone number or address 6 months down the road, that's okay-you can get them reprinted. At least in the mean time, you can start getting momentum going by
Commitment to Individual and Team Roles
On a Total Team, team members have clearly defined expectations but they also understand how each of their roles is linked to every other role. Team leaders ensure that team members are cross-trained in other responsibilities so that everyone can back each other up when needed. The team leader makes sure that individual job responsibilities are fulfilled, but, at the same time, works to help the individuals develop a common language, processes and approaches that allow them to function as a team.
Multi-Directional Communication
On the best teams, team members solve problems, communicate with each other, and keep the team leader updated on current challenges or emerging issues. On low-performing teams, communication is one-way (from team leader to team members) or two-way (between the team leader and individuals). Skilled leaders focus on developing multi-directional communication, avoiding the trap of communicating with individuals members of the team.
Authority to Decide or Act
No doubt about it, new teams may have to earn this authority by demonstrating that they understand the team’s purpose, processes and priorities. However, effective team leaders work toward pushing authority for the team’s outcomes to the team members. Team members know how and when to get approval for decisions and, in the best of cases, are charged with making on-the-spot decisions when a customer is facing them. On low-performing teams, team members have to constantly get approval before taking action, significantly reducing their effectiveness and negati
Your personal focus needs to be on the company and not yourself. This means that the company has your full support and you are willing to work towards a common goal - the success of the brand. You need to believe in what you are doing. You also need to know all about the products and services you are selling. If you talk to a potential customer, and they ask an important question, if you do not know the answer, find someone who does. Do not make something up; you will get caught every time. I have been to so many computer stores and ask a really dumb question to test the integrity of the salesperson. They have no idea that I have several degrees in the computer field a
Multi-Directional Communication
On the best teams, team members solve problems, communicate with each other, and keep the team leader updated on current challenges or emerging issues. On low-performing teams, communication is one-way (from team leader to team members) or two-way (between the team leader and individuals). Skilled leaders focus on developing multi-directional communication, avoiding the trap of communicating with individuals members of the team.
Authority to Decide or Act
No doubt about it, new teams may have to earn this authority by demonstrating that they understand the team’s purpose, processes and priorities. However, effective team leaders work toward pushing authority for the team’s outcomes to the team members. Team members know how and when to get approval for decisions and, in the best of cases, are charged with making on-the-spot decisions when a customer is facing them. On low-performing teams, team members have to constantly get approval before taking action, significantly reducing their effectiveness and negati
Based on my talks with local executives, indicators point toward our getting back to business. Many companies that were taking a wait and see stance on Sales are now beginning to once again invest in selling.As we all know from the go-go days, deploying a new sales team takes significant investment, especially if the sale cycle is lengthy. When venture investment was pouring in, I saw scores of companies spend months building and investing in a sales infrastructure before a single call was made! Their new sales VP would first start his search for regional managers who would subsequently recruit field reps. And then, after the grand sales kick off, it was 6-9 mon
Authority to Decide or Act
No doubt about it, new teams may have to earn this authority by demonstrating that they understand the team’s purpose, processes and priorities. However, effective team leaders work toward pushing authority for the team’s outcomes to the team members. Team members know how and when to get approval for decisions and, in the best of cases, are charged with making on-the-spot decisions when a customer is facing them. On low-performing teams, team members have to constantly get approval before taking action, significantly reducing their effectiveness and negatively affecting their sense of engagement on the team.
Reliance on Diverse Talents
Savvy team leaders pay attention to helping team members understand their unique strengths, talents, and weaknesses. No individual team member can be good at everything. The best team leaders assist everyone to develop an appreciation for individual style differences, natural gifts, and personal experience. Teams are encouraged to use the language of acceptance and appreciation, rather than criticism and judgment. Team leaders consciously hire team members who bring complementary skill sets, unique experience, and diverse perspectives.
Mutual Support and Trust
The seventh characteristic may be the most important, and frankly, is probably the most elusive. The team leader can’t force a team to be supportive and trusting—it’s a natural result of shared responsibility, shared success, and mutual respect. The high-performing team achieves mutual support and trust because they have a history of working together to achieve grand dreams and results. They have met challenges, overcome obstacles, backed each other up in good times and bad. The Total Team has earned each other’s trust.
Building a high-performing team is not an easy task. However, if you’re a team leader that is up to the challenge, then consciously focus on developing these seven characteristics. Bring them to your next team meeting and ask team members to evaluate them. How do you know whether each of these characteristics is present or absent on your team? What is the team willing to do to develop these seven characteristics? Then ask the individuals on your team to commit to 3 – 5 specific actions they will take in the next 60 days. Revisit these commitments regularly and see what develops. I guarantee a rewarding journey to high-performance.
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