Building a team involves creating a positive atmosphere of mutual respect and support. One method for achieving this is based upon the acronym WELL DONE! See below to see what these letters represent.
If you want to gain the most out of your team then you need to understand what motivates them. Aim to find out what they like and don’t like. Identify their strengths and weaknesses. Always aim to build upon people’s strengths and then coach to minimise their weaknesses.
You staff will do more for you if they know that you are interested in them. Don’t just listen to them, make sure you hear what is being said.
Laud (Praise) Progress
Do remember to say thank you. Never presume that someone who works with you knows that they did a good job. You don’t have to overdo this, but do remember to use praise appropriately.
Learn How To Redirect The Negative
Avoid focusing on the negative. Concentrating on strengths will help your people overcome their weaknesses.
Don’t Place Blame
Take an approach where you assume blame rather than blaming your team. For example say, ‘I don’t appear to have explained myself properly’ rather than ‘You don’t understand’. The language you use can be crucial to building a strong, trustworthy team. Listen, before judging!
Openly Trust – Be Sincere, Honest, Patient
Follow through with your promises. If you can’t deliver, don’t promise! Again, make sure you hear your employees.
This is so very important to building a positive atmosphere. You want to make sure you can help build trusting bonds between you and your staff and between each other.
Enjoy Your Work!
Enthusiasm is contagious. If you show your employees that you enjoy what you do, they will be able to enjoy their work too. Happy people smile and care. This will have a direct effect on how they serve their customers – external or internal.
Using a positive approach to leading your team will encourage people to work together and help each other.
Head of Training
MTD Training | Image courtesy by David Castillo Dominici of FreeDigitalPhotos.Net
Updated on: 3 July, 2013
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