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Teamwork Training

7 Ways to Build a Winning Team

teamPosted by Ty Hall  Teamwork is probably one of the most crucial drivers of success in an organization. Of course, hiring the right group of people is important, but once you have the right people in the right positions, building a winning team doesn’t just happen organically. Like in any relationship, it takes work. These seven recommendations from can help build a winning team.

  1. Create a Culture of “We”

Swapping out “I” for “we” is a major first step to build a winning team. Everyone will feel included, supported, and equal. This also can boost innovation, because employees won’t be afraid to voice their ideas. Make sure everyone feels involved and connected—free to contribute. It may be as simple as making a conscious effort to reduce first-person pronouns in your vocabulary. Learn about each other’s work style and consider team building training to fully help people appreciate and value their differences. In so doing, your teams will become cohesive rather than dysfunctional.

Learn more about building a cohesive team here.

  1. Define Employees’ Roles

When employees know their roles—their work identity—there will be less competition inside the team. This way, managers can build a team that comes together collaboratively, and employees will only work against themselves for personal betterment and advancement.  Basically, create comprehensive job descriptions and development plans.

  1. Recognize Success

Most of the time, the really stellar ideas don’t come from a single person. It’s especially bad to assume only senior level management can generate good ideas. The most successful organizations encourage creative thinking from everyone, and recognize everyone for the company’s success. Recognition is perhaps the most important aspect in building a winning team. You can do this by publicly praising team members for their individual ideas, or mentioning them in a newsletter or pin-board flyer. Be sure to continue to recognize the team as a whole for its contributions to the organization.

  1. Educate and Train

When managing teams, almost any situation can be turned into a learning experience. Effective managers keep their ear to the ground for such occasions, and use them to train their employees and build a winning team. Instruct your employees of your business’s best practices, and even role play scenarios to teach how different situations can and should be handled.

  1. Win and Lose as a Team

Major success and failure should equally be shared by the team. Just as often times one single person can’t be credited with success, no one person should be blamed for failure. Blaming individuals breeds contempt and demotivates quickly. It can even hurt an organization’s credibility if others hear of a bad situation being handled that way.

  1. Get Together

When employees know each other on a personal level, they are much more likely to feel attached to the organization. You should encourage social outings with team members, but keep it organic. There’s a difference between supporting and sponsoring—don’t make employees feel forced to attend. They should want to because of their personal, friendly team relationship.

  1. Develop Team-Building Exercises

It’s a good idea to keep employees informed about the goings on in their organization by bringing the team together to learn, celebrate achievements, and develop their teamwork through team-building exercises.

When managing teams, leadership needs to keep in mind that there is no quick fix or overnight miracle elixir to build a winning team. It takes time, effort, and the right people in the right positions. The preceding seven tips are an easy first step in the right direction.


Quick Ideas for Motivating Employees with Quirky Personalities

art 1Posted by Aoife Gorey 

Motivating employees can be one of your biggest challenges as a manager and leader, but learning how to inspire each individual - especially those with quirky personalities - is the key to a successful organization.

Whether it’s a raise, a promotion, or simply the chance to work on a new project, all people are motivated differently - that is undeniable. People have different priorities in the workplace, the intern is hungry for experience, the young sales rep trying to meet goals for that juicy bonus, the VP struggling to balance home and work life.

Of course, money is not the main reason we all get up to go to work in the morning, but even motivational theories such as Maslow’s Hierarchy of Needs stemming back to the early 1900s outline how so many other factors come into play in regards to motivating people.

Unless you know your workers' differences, the music they make together may sound more like a cacophony than a symphony.

There are many different segments of employees in the modern workforce, and most organizations likely employ a combination of them. Various books and blogs define these groups in unique ways, but here are some of our examples:

1. Fair and Square Traditionalists - who want their work to provide stability and a secure future. Motivate them by:

  • Asking for and giving them feedback
  • Talking to them frankly
  • Discussing the company mission and their role in making it happen

2. Accomplished Contributors - who prize teamwork. Motivate them by:

  • Nudging them toward team leadership roles
  • Giving them specific measurements of their success and growth
  • Asking for their input

3. Stalled Survivors - who see work as work, not life. Motivate them by:

  • Focusing on work-life balance
  • Putting them on teams that provide support, empathy, and role models
  • Helping them plan their career future

4. Demanding Disconnects - who are easily disengaged, need constant feedback and recognition. Motivate them by:

  • Giving them non-routine tasks
  • Discovering their strengths to use on the job
  • Paying attention to their ideas
  1.  Maverick Morphers – who are enthusiastic and like trying new things. Motivate them by:
  • Providing a congenial work environment
  • Letting them know what's going on
  • Discussing their progress

6. Self-Empowered Innovators - who like work for the sake of work. Motivate them by:

  • Giving them responsibilities that allow for learning and growth
  • Ridding their path of obstacles
  • Allowing them to stretch the company's vision

Whether a leader, manager, or supervisor, the key to motivating employees is to understand what drives them. Understanding the core of who a person is, how they are wired, what motivates them, and what they enjoy doing, is key to motivating and engaging every type of employee.

Talent solutions and employee assessments can help managers understand the core of who a person is. Their work style and what motivates them is quickly revealed in the DiSC assessment. You will no longer need to group your employees into categories like the ones listed above; simply evaluate for job fit, and compare prospective and existing candidates to those top performers in your organization.

Take a free demo from our specialists at SmartMoves to learn more!

How To Train a Remote Employee

Getting engagement from your team in a meeting room can be challenging. Getting engagement when they are across the country, and around the world, the task can seem impossible. This new infographic offers tips on how you can train your remote staff and keep them engaged with your organization.


Free and Easy - So Why Not Use Recognition for Employee Motivation?

Free 1Posted by Aoife Gorey 

The theory of recognition for employee motivation and engagement has been around for over 2500 years. In today’s business world, however, because it is free to do and well known that you should do it, most people - especially those in management positions - do not do it as often as they should. People are constantly looking for the next best thing, forgetting about the tried and proven theories for employee motivation that have worked well in recent centuries.

Motivation comes from more than dollar signs and fat paychecks. In fact, employee recognition is essential to keeping employees happy, engaged, and motivated.

You need to go out of your way to catch your people doing something right. “Giving employee recognition” is a topic that is significantly popular among the world’s top business blogs, authors, and development coaches. What you don’t read about as often is why and how it actually works.

2 reasons to start recognizing people today:

1. A physical feel-good

Free 2When someone gives you feedback for something you’ve done well, that you know is warranted (in other words, not flattery) stating, “Oh, you did a good job there,”  it should be more like: “You did a good job, and the reason I say that is because our client John Doe emailed me to tell me how your work has impacted their business, they’ve increased their ROI by 40 percent, and they attribute it to you and your efforts.”

When you give someone good feedback and authentic recognition, it causes a chemical reaction in the brain. It releases dopamine and serotonin: the feel-good chemicals. They are same chemicals released when you exercise, or eat your favorite treat like chocolate or ice cream. When you give someone recognition, you give them a genuinely good feeling in their brain.

But, here’s what happens subconsciously; a little voice in the back of their head says, “Whatever you did there, do it again… that felt good.” So, the behavior that prompted that feedback in the first place is reinforced. Think of your own experience, the last time someone gave you some genuine recognition.

For example, I work on creating eBooks and marketing content for our team at SmartMoves. A colleague recently communicated to me just how much our assets are helping them achieve their goals, and that we’re helping them to help their clients. That’s the kind of support they need from us.

This made me feel fantastic. Not only did I smile, feel great about myself and my hard work, but I also passed it on. I shared the positive recognition to every other member of my team who had worked on the projects. I, in turn, just created that same, positive chemical reaction for them. It’s how we’re wired as humans.

2. What goes around comes around

Free 3That’s just the physical side of employee recognition. The second thing is the psychological aspect. There’s a thing psychologists call the norm of reciprocity. When you do someone a favor or give them something - even if they didn’t ask, don’t want it, or the favor has no great value to them (and even if they don’t like you) - they’re inclined to reciprocate. They want to give it back. So when you give someone recognition, along with that slight dose of dopamine and serotonin, they feel better about themselves momentarily. It triggers that norm of reciprocity; those people now want to think of what they can do for you. Recognition creates an environment where people become engaged with each other and the people who are managing them. This is why it providing positive feedback is so powerful!

If it is so easy to do, why aren’t you doing it in your business?

No one said you have to be the leader or manager to recognize others. Employee motivation and engagement is an astonishing thing. Make sure you know how to integrate it in your business, regardless of your title, level, or rank.

If you’re a team member or manager, make sure you recognize your coworkers, when you genuinely believe they deserve it. If you’re an executive or HR director, make sure this is a prominent part of your company culture.