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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Don’t ask your people to perform work they’re incapable of doing. “The only way you can truly appreciate what your team is or is not capable of is to see it firsthand or, better yet, do it yourself,” Mike Figliuolo says.

Being an effective manager means confronting those “challenging” employees who, while typically good at their jobs, too often display unprofessional or downright obnoxious behavior. The best way to tackle such problems is to meet with employees right when you spot the problem behavior. Follow these guidelines, which have the side benefit of protecting the organization from employee claims that they weren’t treated fairly.

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:

You may be LinkedIn, but is the talent within your organization linked? When talent can more easily collaborate—and when workers know how to tap into one another’s strengths—the whole organization benefits. Here’s what it looks like in action:

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.

No manager enjoys having “the talk” with employees. But ignoring an employee’s poor performance won’t make the problem go away; it’ll only make things worse. If you’re apt to take the head-in-the-sand approach to employees’ job failings, you’re not alone: Only 31 percent of U.S. workers agree with the statement that “My manager confronts poor [...]
On-the-spot, creative problem-solving is something that Wegmans’ team members are known for. That’s because Weg­­mans gives its talented employees the power to meet customer needs using creativity and flair—and good judgment.

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?

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