The challenge in many organizations is not just that there are too many meetings, but that there are too many poorly run meetings. As a result people waste time and energy instead of getting "real work" done.
Here is a checklist I use in my strategic team building and team development programs as I observe and provide real time coaching.
I often hear leaders say "I want my people to contribute more in our team meetings."
What most leaders don't realize is that limited conversation is often the result of their individual behaviors. For example, I recently attended a client's team meeting and noticed that he would ramble on for several minutes at a time and then ask "any questions?" and without hesitation begin talking again.
And, he didn't even know he was doing it.
Want to generate more conversation in your meetings?
This is the fourth post in a 4-Part series. To get the scoop in why recognition is important, see Part 1. To understand some of the myths about recognition, see Part 2. To learn about the 4-level framework for a recognition program, see Part 3.
In Part 1 of this series we talked about the "case" for recognition. In Part 2, we have debunked some of the myths around recognition, the next steps are to put a framework in place for an effective recognition program.
In The Carrot Principle, the authors outline a four-level approach to recognition that is straight forward and easy to implement.
In Part 1 of this series, we discussed some of the challenges of working on remote teams and ideas for getting your remote team aligned. But, to truly be effective, your remote team has to find a way to build cohesion. After all, only when people are working together on the right things can we gain efficiencies.
I just got back from an amazing trip to Cape Cod visiting my parents, brothers, nephews, and nieces. What a great reunion with all of the fun, chaos, and laughs that you would expect from a big family. Frankly, I reluctantly came home, feeling a strong sense of sadness living so far away from my family. But, as a result of the trip, I am now committed to getting home more than two or three times a year.
Growth today is most likely going to be generated from improved productivity. What does that mean for your team? The dynamic and how well people work together will have a huge impact on productivity.
So, what can you do to improve your team dynamic?