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Low Team Performance? Look at your Leaders!

It’s not rocket science.  Most times, if a team is not performing over time, it’s because they are allowed to. Allowed to produce sub-standard work, allowed to have a sloppy approach, allowed to be complacent.  And if firm measurement indicators are not in place (outlining what exactly what is required by when) you can bet your bottom dollar, productivity slip slide away.

7 ways to increase performance

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Servant Leaders – Why they consistently hit the mark

Why do humble, approachable leaders in organisations get the support and following of their people? What do they do to make them a much loved leader?

Simple!  They lack arrogance (nothing worse than an arrogant boss!) and give credit to their people for work done well.

But there’s more:  Servant leaders don’t strut into the office in the morning, expecting the workplace to bow down and greet them, fascinated with their glory and inherent competence.
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The Magic of Team Mediation 

If you lead a team, you will know what I am talking about.  This picture sound familiar? You have tried to solve the war between two team members, things go well for a while and then ZAP – things go back to where they were. No change.  Or things seems to improve, but it’s temporary.

One option is mediation.  You’ve tried everything else, so you may as well give mediation a go.

Focusing on obtaining a positive outcome to help troubled team members move forward, mediation can be a good final attempt to find a solution. Most team members dread the mediation but if done well by an expert, it can solve all types of issues.
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When Organisations Flounder

… Look to its Leaders

5 key things for Leaders to do in troubled times!

We were having a very robust discussion with a group of our Fijian clients today…. All about the responsibility and role of steering a company out of troubled waters.

Many pointed at a lack of role clarity.  Others put it at the door of a weak Vision and not enough follow-thorough.  All valuable points and certainly don’t help when an organisation is floundering.
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What is this? A Kindergarten?

When your team members don’t get on!

You’ve heard it all before.  One team member isn’t prepared to put in the extra effort to cover for their ‘lazy’ team member, or team member A does not talk to team member B who sides with team member C.

It reminds me of a kindergarten, with children fighting about nothing, ignoring others who annoy them and telling tales to the teacher (in this case Manager.)
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11 steps to create highly effective teams in your Organization

  1. Dream This is about Vision and knowing where the team is going. Do all members in the team know what they are trying to achieve and what the goals for the whole team are?
  2. Serve – Leadership involves skill, insight, patience and vision.  If leaders don’t lead properly, the organization becomes a rudderless ship.  Most problems and challenges within an Organisation are broadly categorized as a ‘leadership issue’.  Our experience agrees with this
  3. Roles and RulesEverybody needs to be clear about what role they play and how their performance is measured.  Is there a clear action plan and achievable time-frames that enable people to work together and know what exactly is expected of them, and when?
  4. ChallengeAs part of quality improvement, teams should constantly challenge processes, systems and the way ‘we do things around here.’  Complacent teams become unproductive over time.
  5. Your People, Your FamilyWithout good people in teams, an organization has nothing. People matter most. Put all your efforts into providing resources, skills and growth for your team.  If your people feel valued and heard, they are content.  Happy staff are productive.  Productive staff work more competently.  Competence and happy staff = profitability.
  6. Ask – and tell!  Communicate, communicate, communicate. If there are problems in the ‘team camp,’ don’t leave it.  Train team members to resolve issues and conflicts that arise.  Don’t ignore or deflect issues that may affect a team’s performance or impact on the organisation’s profitability.
  7. Recognise, Reward and SuccessionTeams need to know when they do well and rewarded appropriately.  It does not have to be money.  Not everybody is motivated by money. Praise, thank them, make them feel special.  Train them up to grow into more senior roles
  8. The ‘Yes’ FactorCreate a team environment that has a ‘can do’ attitude.’ This starts at the top.  An optimistic leader mostly creates an optimistic team.
  9. Heart Passion, excitement and commitment to work, the organization and the dream are key factors in organisational success. Organisations with no heart die over time.  Focus on your people, engage with them, show interest in them.  Create the type of organization that everybody wants to join and be a part of.
  10. FunCreate fun, celebration, enjoyment.  Make work a place your people want to come, not have to come.  We spend most of our waking time at work – make it enjoyable for your team.
  11. Reflect – Take time each day to assess how your team is going and where improvements can be made.  Reflective practice occurs where leaders and teams take time out regularly to assess performance and rectify areas that are ineffective.  How often do you do this with your team?

Is Your Team Stuck in a Rut?

Often teams do the same thing over and over again and so become used to (should I say complacent?) about the way they do things. High performing teams constantly challenge their decisions and the ways in which they work and how they solve problems.

It was interesting watching a team recently trying to think outside of the square and resolve an issue by placing ten nails on the top of one. They struggled. Listening and working together worked well, but the result was the same. They did not get the answer. Which makes me think about being more curious. More determined to see problems from different angles. More able to think outside the square.

Does your team do that? Tell us a story about your team that solve a really big problem in a creative way.


Modern Day Leaders – you HAVE to stay relevant!

I work with leaders. A lot! From all different sectors and at all different levels. But lets focus here on the leaders at the top.

I hear many say it just ain’t like it used to be Caryn. People dont do business the way they used to anymore.

Take Harry. A founder of a large tile company who made a small fortune over the last forty years. He started by tiling a woman’s kitchen in regional Australia in 1940. He discovered he had a flair for it and kept going… and built up an empire.
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