How do you build a five-star team? Through appreciation, individual attention, challenging assignments, and involvement with something hugely meaningful. Even though your team may not have won any awards (yet), if you start with trust and rapport, you can build a team that you will proud to call, “a high-performance team.”
Start with trust. Give people credit that are coming to work for you. Some of them – perhaps not all – have never been trusted and will respond to a project leader who gives them respect. It takes an act of courage, give your team more trust than they are extending to you. Let people know you believe in them, and that you hope they can go far with you.
Establish your own Leadership Development Program
Build rapport. Get to know the people on your team as individuals. Do not just see a person who fills a job role. You should know how many kids they have, where they went to school, and what they like to do on the weekend. Rapport is not about going drinking and bowling with your workforce, it is about understanding each person as uniquely qualified to work on your team.
Extend Appreciation. Most people don’t get enough of it. Make yourself a unique leader by showing that you appreciate those who work for you. Take the attitude of service toward people who make your team work. Appreciation is a fuel, if offered in a genuine spirit, gives the motor of a high-performance team extra octane. Let people know regularly that they make a difference to you.
Notice them as individuals. The people who work for you are unique. Show them that you understand that. Don’t use cookie-cutter methods when every person on your team has different motivators and pressures. Do some research: find out who is important in their life and how they like to spend their weekends. A vendor I knew once offered me hockey tickets as a premium for doing business. I had no interest in the hockey game. Make sure you know who your employees are and what is special for them.
Business Coaching for High Goals
Challenge your team. Set some high goals. Train the people who work for you to look higher than they are used to. Encourage them to stretch regularly. When the goals are set high people will work together and look for ways to do it faster. Outstanding teams don’t happen with mediocre goals. Set the challenge.
Make it meaningful. Too many people hate going to work because they ask, “What’s the point?” You can make the difference for the people who work for you. Let the people in your team know that the work is not only important; it’s going to make life better for a lot of people. Show every member of your team that they make a difference for you. One can argue this is the most important work of a leader: helping others to understand that their work is meaningful.
It is possible to build your team into a five-star performance unit. Let the people who work with you know you are not above them – you stand with them until the job is done. You back your people and help them grow. If you have achieved in building a high performance team, then you have gone beyond the superficial and created something substantial. People make a difference. Leaders show them what’s important.
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Discover your greatness. Let’s have a conversation about your success, call me at 602-299-0576.