Reality Check - Why Your Team Isn't Winning

Patrick Lencioni, author of The Five Dysfunctions of a Team, identifies the five fundamental reasons why teams do not perform well as absence of trust, fear of conflict, lack of commitment, absence of accountability, and inattention to results. The Golden State Warriors experienced dysfunction but made multiple corrections to become a winning team in June. With a dedicated but frustrated fan base, the Warriors went from a team that changed front office personnel, ownership, and coaching staff to remove the dysfunctions absence of trust and lack of commitment to become an NBA Championship Team within two years.

In order for a team to win, it must be governed by a leader who has the following:

• Clear vision on what it takes to create a championship caliber team
• Commitment to excellence with combined willingness and power to destruct and construct as necessary until the mission is accomplished
• Authority to make bold decisions to put the right people in position who have solid track records and foster change that can bring about the desired results
• Professionalism to admit questionable and unfavorable player deals made with a plan of corrective action to garner great draft picks, trades, and free agent signings
• Insight into how each department can help with earned trust for others to share information
• Respect of subordinates to not undermine decisions and abilities to higher level executives
• Identification and announcement of individuals to be held accountable for missing the mark in any areas of the organization that impacts the team makeup

A breakdown in any of the aforementioned categories screams dysfunction in which a team can barely exist let alone win.  Let's hope the people with the authority for your team have read this blog post to start making changes.

Published August 21, 2015

Photo by Caleb Wellington 

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Posted in: accountability,commitment,conflict,dysfunctional team members,inattention to results,Leaders,NFL Teams,Patrick Lencioni,teambuilding,teamwork,The Five Dysfunctions of A Team,trust

Dispelling the Fairy Tale of Collaboration

When employees depend upon the workplace to be a meeting place to meet new friends, the boundary between career and personal life becomes blurry. While there will be a few individuals that relate on a personal level, there is a level of professionalism required to meet goals, create synergies and eloquently agree to disagree for optimal results. This requires effective communication, negotiation, and fact-finding - not forced collaboration.

Webster defines "collaboration" as the state of having shared interests or efforts. In environments where people are trying to be noticed and get promoted, there is a thin line between collaboration and competition. The collaboration will motivate a person to ask others for help to get what is needed for a joint project. However, competition will drive a person to hide the information he has to use as a bargaining tool for his promotion.

Collaboration cannot be forced with team gatherings.  

If people neither like nor trust each other, there is no exercise or facilitated offsite meeting that can change that. Smart individuals focus on the existing needs and handle the tasks accordingly. Wise individuals don't forget what has been done to others and protect themselves from having it done to them. In an organization that should be based on employing more individuals with wisdom than brilliance, respect of others with regards to work (not character) is all that is necessary to get the optimal results.

People will eventually learn to work with each other organically.  

Closed office doors and private hallway whispers prevent collaboration from happening. Before promoting and directing everyone to collaborate, make sure you have not been the leader who has inadvertently set an example where a disparate lack of cohesiveness and blatant divide is a normal function of the organization.

Photo by Alejandro Escamilla 

Published on August 8, 2015

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Posted in: collaboration,dysfunctional team members,Leaders,leadership,Leadership Skills,teamwork,The Five Dysfunctions of A Team

Best Read Friday - Save by Paying More for A+ Talent

Money (Photo credit: 401(K) 2013)

I am a proponent of lowering expenses and increasing revenue to enhance the profit margin.  I also support mentoring resources who want to become better with a skill.  But as an entrepreneur and a consultant to many companies who require some organizational change to compete effectively in a changing market, I also know that "you get what you pay for".  

I admonish anyone to hire domestically before looking to global outsourcing.  It's not just about the time difference but the language and business understanding barriers. Sometimes there is such a need to repeat yourself, you might as well do the job yourself.  And in most cases, the job can either be done half-right at the start with a low budget or done correctly with no required rework with the right budget upfront.

Check out this article by Josh Linkner on his opinion "Why Paying More for A+ Talent..." is the right decision.

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Posted in: domestic outsourcing,effective hiring,employment,employment practices,global outsourcing,Hiring,New Employment,outsourcing,paying more for A+ talent,teamwork,Temeko Richardson

Best Read Friday - The Right Way to Write a Warning Letter

WARNING LETTERS THAT WORK...

Last month in the blog post entitled, Move Out Dysfunction to Keep All-Star Performers, it was recommended to take actions against the poor performers or the employees who cause problems within the group.  

Many of you have emailed me asking for the right way to write the warning letter, especially when you feel bad and don't want the employee to take it personal. Outside of my advice to "man up", a little research was done to determine which ones would be more effective and distinctly get the point across that the behavior is serious.

You're in luck because this Inc. article provides just what you are looking for - a warning letter that is simple, short, and states the facts.

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Posted in: dysfunctional team members,Employees,employment,employment stress,great workers,permanent employees,poor performane,poor performing employees,teambuilding,teamwork,warning letters

Move Out Dysfunction to Keep All-Star Performers

PROTECT THE JEWELS...

Each professional sport has an All-Star (Pro Bowl) gathering where fans vote for the league's best players.  The players have bragging rights because they are labeled as being one of the best athletic "jewels" in their position. These athletes get to hang out with the best from all the competitive teams for a few days and build or sustain the camaraderie outside of the sport.  This is what being a great individual contributor to a team effort is all about during the season.  It starts with the individual. 

 But dysfunctional team members can create dissent among the all-stars, causing them to want a change and eventually leave.

Dysfunction is all around us.  No one is perfect or expected to be perfect but there is a level of professionalism that is warranted to be around others at least 7 hours/day weekly.  This means there should be a level of respect/common courtesy for others you work around to make the workplace amenable to thought leadership and great individual contributions.  Unfortunately, too often poor leadership and mismanagement allows increased dysfunction that disrupt progress and slows down the efficiency of the solid workers.

Here is how to move the dysfunction away from the all-stars:

Address erratic behavior immediately.  We all have our quirks but consistently coming in late and leaving early, taking unofficial long breaks with no explanation, blatantly trying to discredit other's reputation, misinterpreting what others say, having disregard for other's authority, and intimidating others in the workplace are just as unacceptable as missing deadlines or coming into work drunk or high.  If the behavior is not stopped once discovered, it will continue.  In fact, it will fester and the person has no reason to believe that he/she has to stop.  Forget verbal warning.  Write them up officially in an email.  Poor behavior unaddressed is behavior condoned. Once your all-stars see this is accepted, frustration and lack of respect for your management skills are inevitable.

Involve yourself in their daily work.  You must sit in on meetings with these individuals and sit with them at their desk/cubicle unexpectedly.  It makes them aware that "big brother" is watching.  Performance and behavior normally changes when people know someone of authority is watching them. There is a sense of urgency to get their act together because performing poorly independently cannot happen when management is around them.  Assign clear tasks and deadlines that you to validate and check.  The time you don't spend doing this leaves them more time to provide negative impact on your all-star performers.

Put the person on a special project.  You can't put confidence in someone with low self-esteem.  You can't make an insecure person secure.  It only lasts a few moments and it wanes back to normalcy - who they really are.  Insecurities are draining for top performers to be around and don't expect them to stay long if you are asking them to help the dysfunctional team member.  If you have to keep the person employed for some insane reason, create or assign to a special project that does not require interaction with others - at least not your best people.

Protect your team. Take the actions necessary to get the great results as a whole by handling the dysfunctional members swiftly.  After all you are judged by your results and if you can't lead, at least manage effectively for the good of the team.

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Posted in: all-star,allstar,dysfunctional team members,Employees,employment,employment stress,great workers,permanent employees,teambuilding,teamwork

Best Read Friday - How Team Building Ruins the Team

IS IT REALLY HELPING?...

With all the exercises in the workplace intended to break the ice and make people comfortable with one another, it is no surprise that these actually can harm the team rather than help the team. After all, it is really management's way of checking off a to-do item on a list to prove he has created some activity to inspire bonding among team members.  

My opinion is that team-building activities are unwarranted when you employ real professionals who have a life outside of work and are not seeking office friendships because they are lonely or feel incomplete.

But check out this article on how to make sure the team building exercises benefit the good of the team.

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Posted in: easyprojects.net,project management,teambuilding,teamwork,Temeko Richardson,Vadim Katcherovski

Magnify the Solution not the Problem

Magnify Solutions Not Doubt...

Meetings are held to discuss or devise a plan of action.  Contracts are awarded to entrepreneurs because of more expertise in an area.  New technology is only implemented because specific information needs to be exposed for decision-making.  New tactics for sales and marketing are  deployed because of a shift in direction due to stagnant or changing times.  Custodial engineers (formerly known as janitors) are hired to work after hours to ensure the cleanliness and decency of the office. In essence, most people go to work because they have been employed to solve a problem.  But what most do not understand is that magnifying the solution increases their value instead of reiterating the problem.

Discussing a problem continuously reflects poorly on the person initiating the conversation.  It demonstrates poor team spirit since the collaborative strength is demonstrated in the person who can cover for the weakest link.  It further speaks volumes to the level of forgiveness and tolerance that is not granted to others but surely expected in return.  Instead, the conversation should either cease or take a turn towards the solution.

For any problem there is a solution, either short-term or long-term.  The plan of action should be announced to all appropriate parties via an internal communication outlining what will be resolved with clear expectations on when there will be a noticeable decrease in the problem or its residue. This informs everyone involved that initiatives are in force to ensure those affected will not encounter a repeat offense. It further reduces the noise surrounding the problem allowing positive reinforcement for change management and adoption of the solution.

In all, there are noisemakers and peacemakers in every situation.  The squeaky faucet is never respected nor admired but the wrench is always viewed as the keeper.  Promote the wrench and tighten credibility by magnifying the solution that solves the problem.

Be sure to follow on Twitter @temekoruns.

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Posted in: Delegate,program management,project management,solutions,teamwork,technology,Temeko Richardson

The Art of Keeping Quiet

SHHHHH.....

Have you ever been in a meeting and someone makes a remark that makes absolutely no sense?  Ever been around know-it-alls that really know very little about the topic they won't shut up about?  Do you find yourself squirming to just speak what is on our mind?  Don't worry.  You are not alone.  In dealing with business clients,it is imperative to remain politically correct. However there is an art to knowing when to remain silent.

1). How will it affect your bottom line?  If a swift decision can be made to terminate a contract or remove business, think more than twice before you speak. Let nothing affect your revenue, especially actions of which you can control.

2). What is the impact on future potential business relationships of which the offending person is mutually involved?  Make sure this individual does not know someone that you may want to do business with in the future who believes his credibility.

3). What are the chances this person will even listen or accept criticism? It takes a true professional to listen, adjust, and/or become indifferent. If you want to speak your mind or possibly cuss because of the intense stupidity or poor judgment of the individual, it is far-reaching to believe the person will change or take your opinion or facts into consideration.   So why waste your energy?!

While it is true that silence is golden, it is also a stance that many take to deal, better yet not deal, with an issue. If you have already taken a stand previously in a politically correct manner and the point seems to not get across, evaluate the impact of speaking out or keeping quiet.

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Posted in: biting your tongue,Business Etiquette,consulting,Entrepreneurship,Leadership Skills,Silence,silence is agreement,silence is golden,teamwork,Temeko Richardson

Keeping The Rotten Apple

ONE ROTTEN APPLE SPOILS THE BUNCH...

It takes dedication and discernment after a lot of mistakes to hire the right people and build a team that can focus on accomplishing the goals of your mission statement.  There will be different personalities and work styles. However there has to be one common trait in all the people - the desire to build others up in order to meet a common goal.  If one person lacks this trait ("the rotten apple") the advantage of keeping him must outweigh the tolls on the rest of the employees.   

Here are some scenarios of how the "rotten apple" can have a negative impact:
1). Misinterpretation of requirements and instructions that need to be communicated to others. While maybe not intentional (and I stress MAYBE), this person will cause others to fail and assert himself as the person who can come to the rescue.
2) constantly finding fault in other people's work who are more experienced. It's not constructive criticism; its the way to prove self-worth and value to anyone who believes he is doing this in the best interest of the company.
3). Taking advantage of a less experienced individual or introvert and convincing them of self-truths like no one understands the business more than he does.
 
Only you can determine if it is worth it to keep this individual around by supporting the bad behavior.  Clearly not addressing poor behavior is a silent agreement but is it worth the cost? The cost of losing qualified people, loss of business, unwillingness of vendors to want to work with you, or you, eventually losing your company and salary. No matter how cheap the "rotten apple" is, the cost of fixing the problem he made might be too detrimental to the success of your business.

For more tips like these, be sure to pick up a copy of the book, Get A Clue - 10 Steps to an Executive IQ on Amazon.com (http://amzn.to/10Somc1) and make sure to follow me @temekoruns on Twitter.

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Posted in: business expert,Employees,Entrepreneurship,Exec Get a Clue,Get A Clue,Get A Clue,Hiring,small business expert,teamwork,Temeko Richardson

The Business of the NFL Draft - The Article

NFL DRAFT...A BOARD OF BUSINESS    

The fans are excited about the picks from the NFL draft to determine just how far off their favorite team will be from a Superbowl quest.  The owners are focused on not only who will bring them to the Big Dance but whether or not they get their money's worth with fan attraction, superstar recognition, and team member acceptance.  Fashion designers are eager for the drafted players to show off their new outfits.  The media has a field day of coverage especially on the stories of football lineage of some draftees and major sympathy stories to keep viewers glued to the reports.

The NFL Draft is a business.  Here is an article (http://yhoo.it/13Xoezx) that outlines just how much of a business it is and who benefits.

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Posted in: management consulting,negotiation skills,NFL,NFL Draft,project management,teamwork,Temeko Richardson

Contract Negotiations for Beginners

Inking The Deal.  

You are a budding professional in your industry and more interest has piqued for your expertise. This is a great sign that you have turned your knowledge into a profitable business. But don't count on word of mouth or a friendly handshake as a guarantee to be paid. On the other hand, you will have to pay for some services as a leader. Since you are not the procurement or legal guru in either case, you must know the basics of negotiating deals.  Even the smallest business deal should involve a basic contract when monies are exchanged with a few clarifications.

Since there is no reason to pay dearly for ignorance, here are a few clauses that must be in your contract for your benefit:

1). Duration - Regardless if you are providing or paying for a service or a product, be clear about the cost for the specified timeframe. A new contract or cost should begin at the end of the allotted duration.

2). Compensation - Be succinct and straightforward about expected compensation, upfront fees, and anticipated payment schedules.   If the company or person is not well-known or past experiences have been shaky, establish payment schedules that minimize financial losses.  For instance if monies are due net 45 days and a payment is missed, you are stuck with 90 days of non-payment and employees and bills that still have to be paid. 

3). Rights - If you are creating a product that can be used for multiple clients, be sure you don't give up your right to license it or use it elsewhere. These are some sneaky clauses because they tend to try to include works completed prior to being brought aboard. 

4). Termination - Always have an out for both parties.  Protect yourself if the situation does not work well with a timeframe of which written notice must be given. This clause must also clearly state that services rendered or products provided up until the end of the relationship should be be paid in full. 

5). Arbitration - No one wants legal fees unnecessarily.  It would be a shame if there were issues that could not be resolved.  It is to all parties' benefit to agree to arbitration because it is less costly and can prevent time spent on lawsuits. It also usually leaves both parties winning in the end.

6). Expectations - This is a relationship and both parties should be on the same page. Make it clear what will be provided and stick to this. Anything outside of this should require an amendment or another contract.

Of course, I would always advise getting a lawyer to review all contracts but some things you should check on your own.  The handshake or oral agreement does not hold up in any court of law.  It is better to prevent losses rather than try to recover from them.

Be sure to like on Facebook:  http://facebook.com/execgetaclue or follow tweets at http://twitter.com/temekoruns

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Posted in: Entrepreneurship,Get A Clue,Leaders,Leadership Skills,management consulting,negotiation skills,project management,teamwork

Collaboration or Smothering

UN-Collaborate & Work Together

Teamwork is about cooperation and buy-in for a common goal based on on individual and group contributions. Teams are made up of people with different personality types and work styles. The best teams have members who learn to work well together without coercion; collaboration comes naturally. But when does this become smothering?

1). When people are forced to participate in team building activities on their own time, relationships are attempting to be forced. Lets be honest.  It's work for the purpose of paying bills. If the personalities don't blend naturally, forcing relationships will only cause resentment and push-back. 

2). Oftentimes at work, there is a specific room, also referred to as a "war room", set aside for fast-paced or critical assignments.  The real purpose is to have a central location for necessary parties to meet and sort through issues and resolve problems. It should NEVER be the centralized workplace for the team because of potential frequent discussions and distractions. It further stifles people's freedom at work, fostering a captive mindset. 

3). When team members are not clearly assigned tasks or are simply contributors to others' work, they will get in the way. They will interrupt and intercept ideas to make themselves look smart even when they know absolutely nothing about the subject. It is no longer collaboration but mass confusion and chaos for the skilled people. 

In general, standing over people as they work, watching what comes across their computer screen, interrupting other people's conversations, and coercing people to spend time together is SMOTHERING not collaboration. Confusing the two can cause people to seek to be a committee of one - totally opposite of your intended goal of teamwork. 

Follow on twitter: http://www.twitter.com/temekoruns
Like on Facebook: http://www.facebook.com/execgetaclue 

For more information on how to build and lead a real team to put an executive vision into place, download the ebook, Get A Clue - 10 Steps to an Executive IQ today.
Amazon - http://amzn.to/Ybf7Ca
Barnes & Noble - http://bit.ly/YbfjkD  
 

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Posted in: Get A Clue,Impressing People,Leadership Skills,management consulting,project management,Social Media and Business,teamwork,Temeko Richardson

Best Read Friday - What Quentin Tarantino can Teach Leaders

Image Credit: Kill Bill

Yes the violence and vulgarity are a big part of Quentin Tarantino films but there are some valuable business lessons that can be learned.  Read this article to use the non-violent themes to increase your business savvy.
http://bit.ly/11GoK3Z






Follow on Twitter: http://twitter.com/temekoruns
Like on Facebook:  http://www.facebook.com/execgetaclue 

For more business lessons through an executive mind, download the ebook, Get A Clue - 10 Steps to an Executive IQ today.
Amazon - http://amzn.to/Ybf7Ca
Barnes & Noble - http://bit.ly/YbfjkD  

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Posted in: Exec Get a Clue,Get A Clue,Get A Clue,Leaders,Leadership Skills,teamwork,Temeko Richardson

Best Read - There is an I in Team

Teamwork Makes Dreams Work

The best way to build unity and accomplish goals toward a strategy is to have a great group of people who can be trusted to take charge and get things done. 

While you may be a great individual contributor and there are alway slackers in teams, here is an article on the way to find and empower good teammates that are about winning.  http://onforb.es/10LdkKB




Follow on Twitter: http://twitter.com/temekoruns
Like on Facebook: http://www.facebook.com/execgetaclue


For more guidance on starting a business or maneuvering through work with an executive mind, download the ebook, Get A Clue - 10 Steps to an Executive IQ today.
Amazon - http://amzn.to/Ybf7Ca
Barnes & Noble - http://bit.ly/YbfjkD  

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Posted in: Exec Get a Clue,Get A Clue,Leaders,Leadership Skills,management consulting,productivity,program management,project management,teamwork,Temeko Richardson