Building a High Performance Team in 2010
One of the key pillars to all successful organisations is their ability to engage their people in an endeavour to capitalise on an individual's self motivation in order to build a high performance team.
The reality is that there is no silver bullet and as every person is unique so is every team. However, there are some basic fundamentals that apply to all people and it starts with self motivation.
Key continuum to self motivation:
Need > Want > Self Belief > An expectation to succeed = Self Directed Action
Only when all of these areas are fulfilled will an individual take action.
Five key steps to achieving high performance and having a motivated team in 2010
- Have a very clear understanding of how your people are wired by profiling their personality type
- Check the suitability of their personality to the role you have asked them to perform
- Learn to conduct a motivation plan for each individual and follow through
- Set S.M.A.R.T goals with each individual and the team and ensure there is linkage within these goals. (A goal set by you for a person is not their goal. It is yours so involve them.)
- Be specific in what you expect from them and clearly define how you are measuring output
How to conduct a motivation plan
- Understand what each team member would like to achieve from their roles on a personal level.
- Offer additional training or development to the team members
- Being aware of some of your team members' important personal goals
- Take note of some action demonstrating initiative and express your appreciation for that action to the person
- Finding ways to let the rest of the organisation know who is doing a good job and why
- Improving the work area to make it more attractive and worker-friendly
- Making a point of speaking personally to those that have been absent as a result of illness or vacation
- Learning about some of the interests your people may have outside of work.
How to set S.M.A.R.T goals
I refer you to my earlier articles around this subject but in basic terms:
- Be specific and have a timeline
- Ensure the goal is measurable. (How do you know you got there if you don't measure?)
- A goal needs to be attainable (consider capability and environment)
- A goal must be realistic ( timing and the size of the task at hand )
- Tangible ( unless you can touch it, feel it or smell it, what does the output need to look like?)
How to gauge personalities
As we are wired differently different approaches stimulate us to become motivated and, conversely, not recognising this can knock the wind right out of a person's sail and kill motivation. There are a lot of products on the market but this exercise need not be an expensive one. It is also important to recognise that the manner in which you use these profiling tools is important. As there are some legalities associated with profiling tools, ensure you should consult your provider for more information. For information on options email me on smehin@lma.biz
Upcoming Session in 2010
- Fast Start to 2010 workshop
- Effective KPI design techniques workshop
- Effective BDM recruitment workshop
- L.E.A.D breakfast Seminar
GWP Magazine Issue #28, Jan-Feb 2010
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