Team Building

In most companies, when you get results, you get rewards. And if you can’t lead teams to success, you’ll end up stuck in a job with no exit. Use this strategic blending of common-sense strategies and implementable team building exercises to build and bolster your winning team…

You want to improve teamwork. So you reward group performance, praise any signs of collaboration and prod loners to become joiners. That’s a good start, but why stop there?

Make sure your team is working more like the Manhattan Project and less like Enron… Use these articles, exercises and strategies to get your team building training up and running!

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Every team has at least one employee who is slow to deliver work. The person almost always is the reason the team falls behind or fails to meet goals. Ramp up the energy and output of a slowpoke with these tips:
Here’s an exercise to prime your team to think more boldly about solving problems.
Rugby teams try to harness the talent of each player at just the right time to clear a path downfield. Similarly, top business teams operate with speed, flexibility and autonomy.
Typically, a CEO who seeks to impress an important client will defer to the client’s wishes. But Linda Kaplan Thaler isn’t a typical CEO. As chief executive of a big New York advertising agency, she recalls a 2001 meeting with Coldwell Banker Real Estate Corp.
Running a global business with 1,500 employees means balancing steady leadership with an adaptable attitude that helps people withstand constant change. Irv Rothman has learned to maintain that balance in his successful career as CEO.
There’s no single method to motivate entry-level employees. You need a range of communication tools to ignite their on-the-job passion. Consider the example set by Rich Snyder of In-N-Out Burger.
Employees need to be well-informed to make the best decisions. But many leaders hesitate to share information with staff.
Is your team strong on ideas but weak when it comes to action? You may be managing a group of idealists. Harness their energy and commitment with these strategies:
Invite employees to offer three levels of new and innovative ideas.
Don’t lose hope if you haven’t experienced a “Eureka!” moment when it comes to your next big idea. The discovery of new ideas doesn’t come to you out of the blue.
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