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The Power of Communication

The world is collectively walking through an unprecedented health crisis with the arrival of Covid-19. With mounting restrictions and prolonged separation, the rising question among many companies and organizations is this: how do we elevate morale and encourage team unity in the midst of this pandemic? You will surely hear many tips and tricks to keep your productivity high, but we believe there’s one principle that rises above the rest. Communication is key.

Author and former presidential speech writer James Humes once said, “The art of communication is the language of leadership.” Clear, effective, and consistent communication is crucial, now more than ever.  

Clear communication is comforting.

Lack of clarity can lead to anxiety, decreasing trust and productivity. You have the power to ease tension and increase team loyalty by giving clear details about goals, priorities, and best practices. Clarity today will produce camaraderie tomorrow. 

Effective communication is empowering.

You know how your team members receive and process information, which means you have the ability to communicate in a way that mobilizes them. Call out the strengths and skills of your team as you provide them with an empathetic approach to the clients and customers you serve. Purposeful communication today will produce powerful teamwork tomorrow.

Consistent communication is kind.

Many of you are no longer working in the same physical space, which has limited the amount of casual interactions that make your team feel seen and valued. During this time of separation, increase your touch points. Doing so will show your team that you care, and compassion is contagious. Consistency today will produce compassion tomorrow.

There’s no denying it — communication will carry you through this crisis. How can you carry these principles into your new reality?


How To Build Trust in a Leadership Team

During crises like the coronavirus pandemic, thousands of businesses are struggling to stay afloat and find answers to how to build trust in a leadership team. One ideal way is to spring into action and help someone in your community. 

The impact of the pandemic on animals could be almost as devastating to animals as to humans. Before the coronavirus struck, as many as 7.5 million animals wound up in shelters each year. That staggering number is expected to skyrocket unless homes can be found for these innocent, homeless animals.

Why pets end up in shelters

Most pet parents don’t stop loving their pets. The problem is that sometimes life itself can get in the way: a new job in a new town; a new baby; or adapting to a new lifestyle as a widower or divorcee. Each of these milestones—good and bad—can be so overwhelming that there’s no room for a pet in the home or the daily routine of the pet owner.

How to build trust in a leadership team—be a hero!

These and other circumstances compel millions of pet owners to surrender their fur-babies to local shelters. The current pandemic is forcing thousands of animal shelters to close their doors. This means they’re all scrambling to find foster parents or forever homes for their animals. 

Many shelter managers are even waiving medical and adoption fees to assure the animals are safe and sound before they close their doors. And because there is no medical evidence that domestic animals can transmit the COVID19 virus, it is deemed safe for these animals to be adopted.

Many shelter animals are already house-trained, socialized, vaccinated, and spayed or neutered. Most wound up in the shelter through no fault of their own. They just need a chance to be safe and loved.

Coming to the rescue of helpless shelter animals in your community may be a golden opportunity for you to be the hero in a neighbor’s time of need. And you can do it safely without putting your staff in harm’s way.

How to build trust in a leadership team—charity!

Charitable workshop events are the best team bonding exercises because bonding exercises build relationships and trust is based on relationships. 

For many animal lovers, pet ownership is a dream they can’t afford to make come true right now. The costs for medical care, food, and basic upkeep are beyond the limits of many family budgets. Participants in our Happy Tails Charity Team Building Workshop provide the financial relief many families need to “unleash” their pet-passions and make that commitment.

Workshop team members collect and donate leashes, food and water bowls, scratching posts, beds, blankets, pillows, flea collars, chew toys, stuffed animals, and other essentials to prospective dog and cat parents.

The process of assembling these petcare kits as a team will hone your staff’s communication and collaborative skills. And this is exactly the kind of  bonding exercise that can strengthen their “heart muscles.” Partnering with a local animal shelter can bolster your sense of civic and corporate social responsibility. Go online and reach out to a shelter in your community that is desperate to place their animals in safe, loving homes.

April 30 is National Adopt a Shelter Pet Day. Plan now to help some pets find homes. Your acts of kindness during our  Happy Tails Charity Team Building Workshop will transform your staff and strengthen the bonds among your team members like you would never imagine! You’ll have many happy tales to tell.


How Does The Manager Build Trust In Their Teams?

Recently,  we received a frantic query from a newly minted manager at a small but thriving business in the midwest. His question: how does the manager build trust in their teams? Our answer was a simple one—take a look at yourself using DiSC personality profile training as your mirror!

Our team came to the rescue and saw first hand just what an eye-opener DiSC can be particularly for ambitious executives who lack self-awareness. 

DiSC is an acronym for Dominant, Influential, Steadfast, and Conscientious. These 4 personality types are universal and apply to virtually every human being on the planet. Most of us lean more toward 1 or 2 types; but in the main, we possess a little bit of each.

Trembling on the ladder of success

We’ll call this manager Jake. He was relatively new to the job of manager and it showed. A Gen-Xer, he’s been with the company for 20 years. It had been a hard slog, but he gradually moved up the ladder; when his boss retired he landed the job of his dreams. He was a hard worker, and pretty ambitious, but his managerial skills needed to be honed. 

Jake’s was a solid “C” or Conscientious personality type. Translation: he was more comfortable working solo on projects.  He loved meeting goals, so just give him a directive and leave him alone! And his decisions were always based on objective facts instead of emotions. 

Ironically, he was more task-driven than people-driven, but he could smell insincerity from a mile away. He wasn’t exactly a killjoy, but he wasn’t the life of the party either. His demeanor was usually serious and thoughtful.

Several of his top people were Millennials many of whom were babies when he started with the company. In fact, he had a couple of kids who were older than some of his staffers.

 The previous boss, a Baby Boomer, was a high “I” on the DiSC spectrum. He had an outgoing personality and, unlike Jake, he absolutely loved working with the Millennials!

Boss, know thyself!

When it came to understanding their new boss, Jake’s subordinates had an awkward learning curve. First off they noted that he liked every “I” dotted and every “T” crossed, and the more info the better.

What they struggled with the most was how slowly and cautiously he made decisions. He was overly cautious and overly self-critical. And sadly, his perfectionism could sometimes spill over, run amuck, and frustrate the heck out of his staff. In a situation like this, how does the manager build trust in their teams?

In Jake’s case, his DiSC personality profile made him more self-aware and opened his eyes to his own work style. Because DiSC is non-judgmental, it’s also not threatening. So instead of being defensive, Jake felt safe exploring his own quirks and seemed eager to learn how to be a better person and a more successful professional.

Exposing the man behind the curtain

Jake was a wizard when it came to data management and analysis. People management and analysis was another matter. Ironically, Jake had coveted his old boss’s job, and in his mind, he’d been in training for it his whole career. 

But now he realized—and had to admit—that he liked to work alone more than on a team. Yikes! Fortunately, he was willing to learn his way out of his comfort zone and embrace the leadership skills he’d need to do the job well.

He was cordial, but to his colleagues, his social skills weren’t great. During our personality training session, we discovered that he wasn’t aloof. He was just shy.

The good thing was that like most “C” personalities, he processed other people’s ideas pretty quickly and he was now willing to help them accomplish goals as a team.

How does the manager build trust in their teams?–Find everyone’s passion!

After the DiSC training session, our facilitators conducted a charitable team building workshop where all of their new insights about personality types and quirks got put to practical use. One of our favorite charitable events is the Happy Tails Workshop

Pet ownership can be expensive. Our workshop helps ease some of the financial pain by donating a “starter kit” to prospective pet parents who really want to give a kitten or puppy a forever home.

During the workshop, the group divides into small teams who “compete” for leashes, food bowls, chew toys, scratching posts, blankets, and beds. The bounty is donated to a charity that happily delivers it to a local family.

Jake is an avid pet lover, so his predisposition to keep to himself was overshadowed by his genuine concern for shelter animals at risk of being euthanized. He was eager to do all he could to help to rescue as many animals as possible.

So he didn’t just come out of his shell. He literally burst free from his usual “office mode” with an enthusiasm and warmth none of his colleagues had ever seen before!

The DiSC personality profile training opened everyone’s eyes to their own strengths and weaknesses and the charity workshop showed them how to translate all of this knowledge into more effective communication, collaboration, and relationship-building. The future looks pretty bright for the newly self-aware manager and his Millennial team.


How To Build a Healthy Team Culture: DiSC

How to build a healthy team culture—know what’s unhealthy!

Paradoxically, the first step toward building a healthy team culture may be recognizing toxic team culture. Unfortunately, that’s not hard to do. The American workplace is sick and it shows. Morale is low, stress is high. Millennials, Gen-Xers, and Baby Boomers clash.

Demands for diversity and gender equality are rife. And then there’s the runaway train of technological development—all of these issues have transformed many offices into seething cauldrons of conflict and strife. 

And when the lid blows, many workers bailout.  It is estimated that as many as 100,000 workers quit their jobs every day and it costs 20 percent of their salary for the boss to find a replacement. Recruitment, training, and orientation can add up to more than 1 billion dollars a year for small businesses. 

For all of corporate America that figure balloons to as much as 550 billion bucks—every year!! The domino effect: employee turnovers delay order fulfillment, decrease productivity, drain morale, and corporations hemorrhage profits and potential.

How to build a healthy team culture—out with the silo! 

Management underpins all employee engagement—for good or ill. Often a toxic corporate culture stems from poor management. For example, many companies have developed what’s called a “silo culture.”

 In agriculture, silos store grain, coal, woodchips, sawdust, food products, even cement. In some offices, managers silo information—tools, strategies—storing it up for their use.

To them, information is power and they don’t want to share it. So they leave workers in the dark about certain goals, processes, tools, and the like—making it available to their allies on a need-to-know-basis only.

Those at the bottom of the food chain feel left out, alienated, vulnerable, and hopeless. This kind of management undermines the mental health of employees and the overall stability of the workforce.

How to build a healthy team culture—DiSC it!

Silos are for farms, not offices. Healthy team culture is open, inclusive, and accepting. Managing a healthy corporate environment means being more people-driven than process-driven because, at the end of the day, it’s the people that make the process work, right?

In a healthy team culture, diversity is recognized as an asset instead of being dreaded or resented as a liability. That’s because sharp managers know that variety really is the spice of life! It’s our different backgrounds and points of view that help our workplaces become more well rounded and vibrant.

But that “variety”  works best if you know how to work it, and fortunately, there’s an “app” for that. It’s called DiSC, which represents the 4 personality profiles we all exhibit. Some of us are Dominant; others Influential; Steady; Conscientious. Understanding these personality types is invaluable in understanding yourself and your employees.

Relationship building is the foundation of team building and you can only build a relationship with another person if you understand them—who they are; how they think. After all, it’s easier to humanize your workplace and create a humane corporate culture when you know how your “humans” think—what gets them motivated.

DiSC creates a safe way for you to examine another person without making them feel threatened or intimidated. And it can be a humbling process for you as well if you’re a boss, because you may learn a lot about yourself throughout the whole process. 

How to build a healthy team culture—listen up! 

You get to ask questions and learn how to “listen” to the answers and translate what you hear into an action plan that will make it easier to communicate and collaborate with that person.

Associations built around projects are temporary, hierarchical, and therefore fragile. DiSC personality profile training helps build relationships built around your common humanity. And these relationships, along with your work assignment, can be fruitful, enlightening, and lasting.

The psychological and emotional bonds of a relationship are the glue that binds groups of employees into teams and fosters loyalty to the company. DiSC is an invaluable tool in developing those psychological and emotional bonds.

 

 


How can managers build empathy on their teams?

How can managers build empathy on their teams? Well, you may not need to walk a mile in your employee’s shoes, but you should at least understand the person filling those shoes. And one of the most important things all managers need to recognize today is the level of stress workers are under and its impact on their mental health.

The silent killers

Depression, anxiety, panic attacks, obsessive-compulsive disorder, bipolar disorder—these conditions were taboos in the post World War II workplace. The social stigma was too oppressive and the risk of unemployment too severe, so people suffered in silent agony. 

Of course, that kind of lost productivity can take a heavy toll on the economy. It did back then and it still does today. Recently Mental Health America [MHA] estimated that “workplace mental health problems result in as much as 500 billion dollars of lost productivity annually.”

Desperate times 

A recent report in Time Magazine shared the alarming news that depression is the fastest growing health condition among Millennials who were born between 1981 and 1995. And in a recent survey, 75 percent of Gen-Zers [born between 1996 and 2012] claimed mental health problems compelled them to leave their jobs.

Higher living costs, crippling student loan debts, terrorism, the states of both the national and the global economies, and the devastation caused by dramatic climate changes. These are psychological burdens Millennials and Gen-Zers struggle with at a much higher level than any other generation in America.

Desperate measures

And at work, they’re faced with multigenerational cultural clashes that compound the stress.  Because they are now the biggest demographic groups in the American workplace, employers have been forced to face these mental health issues head-on.

According to the Time article: “In the competition for valued employees, companies now see mental-health fluency as crucial. Beyond baseline coverage, global firms like Bank of America, KKR, Booz Allen Hamilton and Unilever are offering innovative solutions, from training employees to spot signs of depression in one another to fostering a less hierarchical vibe. ‘Workplace culture has really changed from the baby-boomer generation,’ says Kelly Greenwood, CEO of Mind Share Partners, which she founded after a leave of absence from a past job because of anxiety. ‘You’re supposed to be ‘on’ 24/7 and responsive to your company in a way that never existed in previous generations. The experience of being in a junior role now is much different from what it used to be.’”

An invaluable tool

How can managers build empathy on their teams? One important step is to help build relationships among team members and DiSC personality profile training can make taking that first step a lot easier.

Empathy means having the ability to understand and share another person’s feelings. It’s hard to empathize with someone when you just don’t get how they tick—which can eventually tick you off!

DiSC is an acronym for the 4 personality types we all exhibit in some measure—Dominance. Influential. Supportive or Steadiness. Conscientious.

Understanding the underpinning personality type of a colleague can make their behavior easier to understand and accept—and that’s the first step toward empathy. You may not like their behavior, but you can finally understand why they act the way they do. 

When the buck stops here

They say that it’s lonely at the top, but today’s managers can’t afford isolation. They’ve got to wear too many hats for that. Facilitator. Mentor. Profit maker. Motivator. Peacemaker. Building empathy requires building relationships with employees.

DiSC personality training is both a doorway and a bridge. It can open the door to understanding a worker better and bridge the gap in relationship building. DiSC can help managers select the leadership style and behavioral approach to fit a worker’s personality type.

Time Magazine reports some very encouraging news: “More than 200 companies—including Unilever, Starbucks and Zappos—have used Mental Health First Aid at Work, a four to eight-hour in-person course that teaches people how to talk to struggling colleagues and where to refer them.” Imagine how successful these peer-counselors would be if their efforts were undergirded by DiSC personality training.

How can managers build empathy on their teams? DiSC!

Today the stigma and shame of emotional and mental illness have been discarded. And people can reach out for help without fear of rejection or termination at work. Tools like DiSC can accelerate healing, improve production, and make the workplace culture healthy, vibrant, and profitable.


How To Build a Positive Team Culture

The best answer to how to build a positive team culture is understanding the dynamics of positivity, negativity, and their impact on our psyche.

How To Build a Positive Team Culture? Nix the negativity!

You’ve got to accentuate the negative…Eliminate the positive…And latch on to the negative…Don’t mess with Mister In-Between…. 

Yikes! Thank goodness American lyricist Johnny Mercer NEVER sang that! If he had, his career probably would’ve gone belly up pretty quickly!

At the risk of citing the obvious, negative leadership is well, negative. It’s toxic. It thrives on and generates fear, intimidation, and demoralization. Negative leadership demeans, devalues, discourages. It’s draining. Damaging. But for a lot of executives with their eyes on the prize, they see their underlings as “obstacles” which translates to “obstructions to tackle, subdue, and get out of their way.”

Managers who are more aware of where they want to go than they are of their “present moment behavior” can practice negative leadership without realizing it. And, of course, in a climate of fear where no one dares speak up, the manager can continue this poisonous leadership style unchallenged.

How To Build a Positive Team Culture? Embrace mistakes!

In his book The Light in the Heart,  inspirational author Roy T. Bennett encourages us to “Focus on your strengths, not your weaknesses. Focus on your character, not your reputation. Focus on your blessings, not your misfortunes.”

Failure should not be fatal. Recognizing a mistake as a teachable moment benefits both the manager and the employee. The manager can learn more about his employee and how to bolster his professional development. Better yet—both of them can become more self-aware!

How To Build a Positive Team Culture? Become more self-aware!

Forgive me for stating the obvious again, but you can’t fix what’s wrong if you’re not aware of what you’re doing in the first place. In a positive team culture, the goal is to identify your faults and turn them into growth opportunities. Shame, blame, and persecution magnify flaws. Acceptance, support, and encouragement magnify improvements! 

One of the safest journeys to self-awareness is DiSC. The acronym stands for Dominant, Influential, Steadiness, and Conscientious—4 personality types we all share. DiSC is an invaluable personality discovery tool that can make you understand who you really are and why you do what you do.

It can help you accept yourself just as you are [DiSC is a shame-free zone]! Pretty soon, you’ll begin to recognize your strengths and celebrate them and you’ll identify your weaknesses and learn how to become your best self.

How To Build a Positive Team Culture? Practice what you preach!

Toxic leaders bark orders, kick butts, and take names! They carry a big stick and throw their weight around to throw everyone else off balance. Their mantra: “Do what I tell you to do; what I do is none of your business!”

A hallmark of positive leadership is vision-casting and participation. That is, once the vision of the mission is shared with the team, the leader participates in its fulfillment. He doesn’t just lead the team, he becomes a committed member of the team. Positive leaders are not too insecure to get their hands dirty in order to get the job done.

Why? Because modeling is one of the keys to success in positive leadership. This leadership style models the steps needed to fulfill the vision they’ve cast. These managers don’t just tell, they show! Followers don’t have to stumble around blindly trying to figure out what the boss wants and how to do it. Their leaders become the change they want to see and staffers are happy to follow in their footsteps.

How To Build a Positive Team Culture? Build relationships!

In 1921, a Norwegian zoologist watched chickens establish and maintain their dominance among the flock by pecking the others into submission. Ruffled feathers and bloody feet dictated who ruled the roost. Hence the term “pecking order.” 

In many corporate offices around the country, establishing the pecking order involves equally foul play—forgive the pun—but it doesn’t have to be so horrific. Hierarchies should not be caste systems!

According to Frank P. Saladis, who is an internationally recognized expert in project management and leadership, “Positive leadership is about establishing relationships, understanding other points of view, not always having the answer (or pretending to have the right answer), and creating an environment of creativity and innovation. The truly effective and positive leader is an observer, a mentor, a change agent, and someone who enables others to succeed.”

Managers who model a positive leadership style get to know their employees as people. They don’t fight to maintain their place on the corporate ladder. These executives know how to set healthy professional boundaries without building up psychological or emotional walls to “keep others in their place.”  

Positive leaders are comfortable in their own skin, secure in their jobs, and aren’t threatened by ambitious subordinates. On the contrary, they support each employee’s desire to rise as far as they want to. These leaders understand that when their subordinates look good it reflects on their leadership as well.


How To Build A Family Team Culture

I’m starting with the man in the mirror…I’m asking him to change his ways…And no message could have been any clearer…If you want to make the world a better place…Take a look at yourself, and then make a change….

“Man in the Mirror”—this may very well be the most profound song, Michael Jackson ever sang. Although he didn’t write it, you can tell that he really took it to heart.

And so should we all. If we want to make a difference in the world—even small ones in our own spheres of influence—the changes have to start with ourselves. So if you want to know how to build a family team culture, start by looking in the mirror.

How to build a family team culture? Own it!

This idea may put not appeal to you right away, because after all, who wants coworkers getting close enough to know your private affairs, right? Well, the thing is that we spend more time with our colleagues than our relatives, so in a way, our colleagues are our family—so why not make it a happy family instead of a dysfunctional one?

How to build a family team culture? Know thyself!

Who are you? What do you care about? Are you too busy to even notice?  Does your lifestyle or work-life balance reflect your core values? How can you incorporate your passions into your daily work routine? And if you can’t, how can you find another outlet for the fulfillment you most desire?

What are your strengths? A lack of self-awareness may make you oblivious to just how awesome you really are. Are you taking yourself for granted? And if so, is this a by-product of low self-esteem?  This may be because so many people in our lives from our parents and teachers to our employers hone in on our weaknesses. Get to know your strengths and use them or you might lose them.

And don’t become so fixated on your weaknesses that you become self-conscious. Self-consciousness is not the same thing as self-awareness. Personal initiative grows out of a positive self-image and that begins with an awareness of what you’ve got going for yourself and what you need to improve.

How to build a family team culture? Self- acceptance

As you strive to become more self-aware, make self-acceptance a goal as well. Seek to become more compassionate with yourself first and you’ll find it easier to accept others—warts and all.

According to Positivepsychology.com:  “…self-compassion involves treating yourself with care and concern when considering personal inadequacies, mistakes, failures, and painful life situations. It comprises three interacting components: self-kindness versus self-judgment, a sense of common humanity versus isolation, and mindfulness versus over-identification….” 

In other words–give yourself a break!

Your weaknesses and imperfections are not legitimate excuses for incompetence or insubordination. But neither do they make abuse of any kind acceptable responses when you make mistakes—and by abuse, I mean by yourself or anyone else. You’re nobody’s doormat or kicking post—not even your own. 

Persecuting yourself for losing face with your colleagues will make it harder for you to fix what you broke because you’re spending so much time beating yourself up. You can’t successfully mend broken fences when you’re broken yourself. 

And it’s impossible to be optimistic about your future with the company when you’re constantly looking back at your past mistakes. While a project at work has to be perfect, you don’t always have to be perfect! And that’s ok because no one is perfect—not all the time; not even most of the time. 

How to build a family team culture? Discover DiSC!

DiSC can help you identify the negative self-talk swirling around in your head like a broken record and replace it with positivity and encouragement. DiSC stands for Dominant, Influential, Steadiness, and Conscientious—4 personality types we all share. An understanding of your own personality profile will make it easier to understand and accept yourself as well as others.

And this applies to everyone—high and low! Surprisingly—or perhaps not—the higher up the food chain you go, the less self-aware you become. According to Trainingmag.com, a recent study showed that these titans of industry place more value on their professional skills than on “emotional self-awareness, accurate self-assessment, empathy, trustworthiness, and leadership performance.”

In a way this makes sense. I mean who’s got the guts to speak truth to power directly to the power-broker himself? Besides, these people are often lonely at the top because they don’t trust their colleagues enough to seek honest feedback about their leadership styles or personality quirks.

DiSC personality profile training is a safe wake up call for executives whose eyes are always on the “prize” of bigger profits. It will reveal how they, too, can make the company more prosperous by becoming better leaders which means becoming better people.

 


Why Is Leadership Important In Building and Managing Effective Teams?

Why is leadership important in building and managing effective teams?-Relatability.

Andrew Carnegie was one of the greatest American industrialists and philanthropists of the 19th century.  This billion-dollar magnate was wise enough to know that “No man will make a great leader who wants to do it all himself or get all the credit for doing it.”

Lone wolves are often admired in movies—they’re hailed as superheroes who go it alone and save the day. They get the bad guys, and the cash, and the girl. But in the business world, lone wolves are feared, not admired because they aren’t superheroes. They’re supervillains. They are devourers who stash the cash and strike terror in the hearts of their underlings.

While increased profits are every business’s ultimate goal, most managers know that this can’t be achieved without a solid staff. While fear of reprisals or unemployment may compel workers to suffer the daily grind, they lose heart and often burn out quickly. 

Bosses boss. They have a narrow perspective, short-term goals and dictate terms to get those goals fulfilled. Leaders lead. They are visionaries who can communicate the big picture to their staff.  They’re smart enough to know that the big picture reveals their workers’ input. They listen to their employees and actually hear them because their employees matter.

Bosses see their staffers as cogs in a machine; as a means to an end. Leaders see their staffers as people; as valuable human components of an organic system designed to make both the staffers and the business succeed.

People are motivated by human connection and inspired by humane interaction. A leader who values his or her staff as much as they value the company’s profits will attract and keep the best employees.

Why is leadership important in building and managing effective teams? Inspired transference.

Nelson Mandela was an anti-apartheid revolutionary who became South Africa’s first black president. He said “It is better to lead from behind and to put others in front, especially when you celebrate victory when nice things occur. You take the front line when there is danger. Then people will appreciate your leadership.”

Building and managing an effective team doesn’t always mean being out front. Ironically, when you’re out front, your vantage point may be narrower; more subjective. And the narrower your vantage point, the narrower your viewpoint because everything is all about you.  The truth is that you don’t have to been seen in order to make an impact that everyone can see.

Being an effective leader doesn’t always mean being the loudest. Leaders listen, learn, and then lead. And whether they’re in front or behind the scenes, the most progressive leaders always have their team’s backalways!

This kind of leadership inspires imitation because followers want to see in their leaders the qualities they want for themselves. They transfer their aspirations to their employers.

According to a Harvard Business Review article:

…transference is the emotional glue that binds people to a leader. Employees in the grip of positive transference see their leader as better than she really is—smarter, nicer, more charismatic. They tend to give that person the benefit of the doubt and take on more risk at her request than they otherwise would. And as long as the leader’s reality is not too far from the followers’ idealization—and she doesn’t start to believe in their idealized image of her—this works very well.

We see it every day—groupies drooling over rockstars. Media pundits spewing praise about their favorite politicians. Everyone longs for something and they seek it in the lives and deeds of their heroes. Sometimes all we want is a jump startsomething that revs our motor and gets us going in the “right” direction. Many of us don’t know what that right direction is and we look to others to point the way. 

Why is leadership important in building and managing effective teams? Empowerment

People value projects and policies in environments where their presence is valued. And they support visions and goals when they know that their input matters. Leaders who lead people and instead of projects empower those people and that invariably guarantees that the projects will be successful. The importance of team building is that it makes the team members better people.


DiSC and the Art of Team Building

Because you’re reading this, I think it’s pretty safe for me to assume that you’re at least 25 years old, which means you’ve had at least 2-and-a-half decades of experience as a human being. And yet here you are looking for a roadmap, blueprint, or any other navigational system that can help you understand your own species better.

DiSC creates self-awareness

Ironic isn’t it? The older you get, the harder it gets to make sense of other human beings especially if they’re different—generationally, ethnically, sexually, socially, culturally, intellectually, and on and on and on. So many differences and so few clues about how to figure out and accept those differences. In the workplace, this problem isn’t merely awkward or inconvenient. It can hamstring your career. It can cost your company profits.

Who you are starts in your head. Your age, race, gender—they shape your self-image. Processing all of this information determines how you see yourself. And here’s the kicker:  your level of self-awareness and self-acceptance will determine how you filter information about other people—and how willing you are to accept other people just as they are! 

What does DiSC have to do with it? 

Well, DiSC is a tool based on the 4 basic personality types which can help you understand yourself and your colleagues better. Dominant. Influential.Supportive. Conscientious. 

Some of us are more Dominant. Some super Supportive. But we’re all a combination of 1 or more of these personality styles. Think “mixed nuts.” But that doesn’t mean we’re all nuts!

 It’s recognizing who and how you are that may help you understand why you feel, speak, and behave the way you do. And once the veil is lifted so that you see yourself more clearly, you’ll be able to understand and accept other people as well.  

DiSC builds bridges

First, let’s forget about where you are on the food chain at work. It’s not unimportant, it’s just that it’s not definitive. That is, you can lead from any position in the company if you understand where you fit into the “big picture,” and you take ownership of the company’s mission statement. 

But there’s still the matter of how you fit into the smaller picture of day-to-day interactions with coworkers. If you’re an uber-Dominant goaltender who expects everyone to give 200 percent 24/7, you may be frustrated by your more Conscientious but less ambitious colleagues. 

If you’re the Supportive type, you may still find it challenging to meet the goals of someone who intimidates you or who overwhelms you with deadline pressure.

Magnovo’s DiSC personality discovery training 

The good news is that your team building efforts will get easier if you’re willing to do the hard work of building one-on-one relationships. For example, you may need professional development training a la Magnovo on how to improve your communications skills.

Are you too courteous to know when and how to speak up? Don’t worry about it. Prepare for the adventure of doing something about it with Magnovo’s help!

Are you more curt than courteous? Don’t get defensive! Own it and use Magnovo’s DiSC personality discovery training to fix it!

Too much of a hassle? Why should you bother? Just think about this: an investment in understanding your own DiSC personality profile and those of your teammates can make you more effective at your job and ultimately make your company more money. So your ROI is assured!

And remember DiSC personality training is not about picking on you or highlighting all of your flaws. It also highlights your strengths and makes you more aware of what a valuable asset you are! You’re worth it, so go for it!

 

 


What Does Team Building Accomplish?

What does team building accomplish? Just ask the New England Patriots, winners of this year’s Super Bowl. Ask Serena Williams’ hitting partner, agent, coach, or sister Venus.

The coach of the New England Patriots isn’t out on the field, but without his leadership, his team wouldn’t have won. And conversely, while Serena Williams is the star of her own universe, she’s not the only inhabitant. Team Serena is a vital part of her astronomical success.

What does team building accomplish? Professional growth

Depending on the facilitator’s level of professional proficiency and personal maturity, team building activities can be the cornerstone upon which a company’s success is built. Successful team building doesn’t start with an amorphous mass of generic nobodies. 

It starts with one individual and then another and another bound together humanely, strategically, and purposefully. And the purpose is not always profits and perks for the CEO and his inner circle. Just ask the Magnovo Training Group.

What does team building accomplish? Inclusion

Magnovo’s CEO Rob Jackson teaches clients about team building based on his own track record of success. He knows what works and what doesn’t.

He knows that the success of any team is based on the value that leaders place on their individual team players. When individual employees are valued and validated, they feel included. That sense of inclusion is the glue that binds teams together and holds them together through difficult times. 

Jackson has learned that in order to build a strong team, you first need a strong foundation and the core of that foundation should be trust. Each prospective team member will bond more easily to the rest of the team if he or she feels that they can trust their leader. 

A leadership style that is bold but kind; challenging but humane; confident but welcoming—these are the attributes around which a group of strangers can coalesce and form a dynamic, productive, and innovative team of professionals. This is the kind of leadership style that fosters easy engagement, or “buy-in” among the most reticent employees.

What does team building accomplish? Respect

Team building that is based on respect for each employee versus domination and intimidation of an entire staff engenders creativity, innovation, and work performance at a consistently high level. 

Team building that is based on deadline pressure and the threat of downsizing, layoffs, and other stressors is not real team building. It’s team bullying. You can compel a worker’s participation in an icebreaking game, but when the game is over, the ice—social distance and tentativeness between workers—will be as thick as before. You can force people to smile on the outside, but you can’t make them relax and trust each other inside where it really counts. 

This kind of so-called team building is toxic. And it erodes a company’s morale and its bottom line. To avoid such a calamity, choose carefully and wisely your team building event facilitator. A myriad problem can be eliminated or avoided in the hands of a patient, enlightened, and empathetic team building expert.

What does team building accomplish? Success

Mark Twain said, “The secret of getting ahead is getting started. The secret of getting started is breaking your complex overwhelming tasks into small manageable tasks, and then starting on the first one.”

Magnvo’s team-building experts help clients get started by putting their priorities in order.  We help identify strategies to accomplish each one and then groom the right employees to work as a team and get the job done. 

 


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