How do you delegate AND get the results that you want?
How do you transform performance goals into reality?
While hiring top talent is important, it’s also important for existing team members to create an environment in which newcomers are welcome and want to stick around.
It may not be your responsibility to hire new people. Perhaps that is your manager’s job. It is, however, your responsibility to help new people transition onto the team. Here are a few tips to make any new transition easier:
If you ask one of the professional guides at the Colorado Mountain School about the four rules that experienced teams always abide by in the backcountry, they will tell you: (1) stay together, (2) stay together, (3) stay together, and (4) never split up.
In the army, leaders live by the principle of “take care of your people and they will take care of you” and soldiers “watch their buddies.”
“No one is thinking if everyone is thinking alike.” - General George S. Patton
Think about the importance of this statement. Innovative teams not only embrace differences of opinions and new ideas – they encourage it. Through a diversity of ideas teams learn to innovate, challenge the status quo, and enhance their processes and projects.
Here are a few tips to help your team think differently:
With less than three months remaining in the year, it’s time to dust off your 2005 goals and assess your progress. Here are some questions to ask as you review your goals.
“Teamwork -- noun: work done by several associates with each doing a part but all subordinating personal prominence to the efficiency of the whole.” Do the individuals on your team know their part? Have you discussed and defined each role? Have you reinforced the importance of each team member’s performance to the group?
Does your team have an agreed upon method and process for interacting with each other? Has your team discussed how it wants to "be" together? Has your team identified the dynamics that will result in the highest level of performance for everyone?
If you pick up a training or human resource magazine these days, you're likely to find at least one article about how to work with, maximize, engage and otherwise lead the "Millennials". Sure it rhymes with perennials, but these people aren't just popping up in the spring, they are with you day-in and day-out in the workplace.
Oprah has topped the list of celebrities whom hourly workers, including teens, are motivated by to make their day more fun. According to the SnagAJob.com online survey of 2,300 people, Oprah was the top choice ahead of Angelina Jolie and Will Ferrell among workers 18 to 24, 25 to 44, and she was also the clear choice of workers ages 45 and older.
What does this mean? Perhaps nothing, but it is another indication of the intergenerational workforce and the little quirks that are emerging that may affect how we hire, motivate, and retain employees.