Most improv performers could tell you about this crucial rule of great improv: You’ve got to listen to your scene partner. Otherwise, you may miss an important cue or the opportunity to collaborate on a creative idea. It’s the same in the workplace. Here’s an improv activity that’s worth a try:
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!
Your essential job as a leader is to help your people reach their own goals in service of the organization’s goals. That’s why you need to set goals collaboratively. Three reasons:
Measuring output without measuring input is a little like telling a Little League team to score more runs, without explaining how to swing a bat better. That’s why James Slavet, of venture firm Greylock Partners (investors in Groupon and Facebook), believes great teams should measure five metrics:
Managers can bring the most intelligent, creative people to their departments, but if the employees aren’t able to work as a team, the department’s productivity will suffer. If your team isn’t firing on all cylinders, it’s important to identify the reasons why … and what you can do to overcome the dysfunction.
In 1911, two teams of adventurers were preparing to be the first in modern history to reach the South Pole. The leaders of each team were of a similar age and had comparable experience. But one team reached the destination. The other team failed. What made the difference?
Conflict happens in all corners of the workplace. But if issues aren't settled, bad things can happen: Good people quit, morale can plummet and, sometimes, violence can erupt. But supervisors and managers don't need to become certified mediators to settle disputes. You just need to understand some basics about human behavior, practice the fine art of paying attention and offer yourself as a neutral party who wants to resolve the problem.