With the relaxation of the restrictions imposed by Covid-19, it is time to brace ourselves for re-building our teams and inspire fresh motivation Has anything changed? Everything has changed! If you want to survive in this shifting world you are going to have to pivot. If you don’t pivot you are going to get punched straight in the face. Your resources are already weak – so if you want to build them fast, watch this video and get my 10 Tips on how to motivate your Team and get results.
Let’s get something straight at the outset. Teams don’t just happen, they are built. As a leader it is your responsibility to build the right foundations in order to create a motivated team that will give you and the company results. In this post today we are going to discuss ten very powerful strategies that you as a team leader should be using in order to build an unshakeable team
Related: 10 Strategies of Success
How to Rebuild Your Team to Success
#1 Your Vision and Your Mission Must Be Clear
What do you want to achieve? What are the challenging and inspiring goals that you together with your team want to reach? How would you like your clients to perceive you? How do you want people to talk about you and your business? If you were a client of your business what would you search for? How would you recommend yourself as a business?
What you need to do is get your team together and see how they perceive the business. In turn you pick their best ideas and add them to yours and then you also add your ideas. When you are all together as a team embracing the same goals, ideals and big picture – you should get all the team members involved in writing out the team vision.
Turn your vision into a mission because it will belong to everyone. The fact that everyone has contributed to the greatness of your vision – everyone will own the mission.
#2 Over-communicate with Your Team
If you want your team to feel that they belong you can only make one mistake that will destroy the team – and that is keeping them in the dark. If you have to err make sure that you err on the side of over communicating.
Your team need to know what is happening in your corporate world, what your competitors are doing. They should know when you strikea success as a team or even when you have failed at something.
Your team should know your plans for the future, especially anything that may involve or impact them personally.
Let your team know about your vision for new products, how you are planning to attract new customers, and how you would like to scale and grow your business. Your team, if you want them to put in muscle and strength should know everything including the benefits for them personally or as a team. They should know your expectations as well as any changes that you plan to implement.
The more information and knowledge that your employees have, the better that will identify as a team member and the more they will embrace the mission.
If you make a mistake, it is better that you say too much than saying too little.
If you keep your team in the dark, your team will not feel as though they belong to a team and in turn, they will not come forward with their own problems and the challenges that they will meet in the organization. This could be your downfall – because you must bear in mind that even if you are a wizard in business and in leadership – you can never solve a problem that you do not know about.
#3 You Have to Be Approachable
Make your team members feel that they are comfortable coming to you with their problems. If there is a breakdown in communication, this could easily be a death sentence to your team. As I said just a few moments ago even the best team leader will never be able to correct a problem that he or she has no idea exists.
Therefore, being approachable is extremely valuable and important. You are the source of ideas. You are the resource. And as such your team must understand that you are there to help, to be the sounding board, and to co-ordinate between the team members whenever this is going to be necessary.
As a leader with good ideas, and with a great, if you are not approachable, you will fail on all levels. How do you make yourself approachable? Simply try walking around, asking questions, showing interest and concern.
If you are going to sit in your office, with the door firmly shut, expecting team members to knock on that opaque glass, not knowing how your mood is, how busy you are and how they are going to be received, that becomes a daunting task.
You become intimidating.
So, don’t wait for your team members to come to you – but go out to them. Reach out and you will, not only find a wealth of resources available to scale and grow your business, but when problems happen, you get them when they are born and nip them at the bud. You tackle them with minimum effort before the problems become demons and they get out of hand!
#4 Build A Relationship with Your Team
Team building is like any construction. It starts with good foundations and grows. There is never a finish line. You build relationships and rapport in two ways.
First by having regular meetings. You could start off the day by having a chat about your deadlines for the day. You can have group chats, where you will inform people when anything about the business has changed or when new information arrives that could create interest. When you keep your people informed, they feel they belong to a team.
You must always make sure that your people, your team, have all the tools and the resources that they need in order to perform well in their current job. They will in turn look ahead and anticipate the excitement of future opportunities as a whole.
The second way to build a relationship with your team is to create team events outside work. When people get to know eachother, they are able to like and empathize together as a team.
The worst-case scenario in any company is when you have “the rotten apple” that divides and conquers, and therefore you lose your team because the team splits and the team startworking against each other. The only way you can ever conquer this, is by building rapport and confidence with your team. If you know that you have a rotten apple, you address the problem immediately.
Informal off-site meetings are the best way to engage and elicit the rapport even between your team members themselves. Encourage team members to enjoy themselves and get to know one another on such meetings. The value cannot be quantified.
#5 Know How to Delegate What and To Who
As a leader or the owner of your own business you may well feel that you are the expert. And this is probably true. You may feel that no one could do the job better than you, and this could also be true.
But if you are good as a leader, you will quickly be able to perceive the qualities in order that make them unique. That is how you will decide what tasks are best to channel to a particular member of your team. I am a firm believer that you give your team members responsibilities that they are naturally great at doing. Anyone who loves what he is doing because they feel comfortable to do it, or have an expertise to do, will give you much better results, than someone who would be much better at doing a different job.
A high-performance team will have members who are not afraid of taking on responsibilities, and they are able to make decisions that are good and accurate.
Therefore, when you delegate with good assessment, and not blindly, you are actually motivating your team, and you are also getting benefit from their expertise.
When you delegate the right work to the right team members and empower them to make decisions, you will actually be hitting two birds with one stone. You will be motivating them as team members, and you will be easing your own pressure.
The only way to do this is to give them the opportunity to learn by doing things. People have a great way of responding when they are given control. When asked most employees will give you suggestions on how some work aspects can be improved. This is especially so – if they are the front liners and dealing with clients directly. The more encouragement and control you give your team over their area of competence, the more they feel that they have ownership in the business. They will have a lot more interest and they will definitely work harder at their job because they feel more empowered to do so.
#6 Set the Right Example
You will need to lead by example. There is no way that you can motivate a team to feel good and empowered about their work, if you don’t feel this yourself. This also works exactly in the same way if you do not feel ownership of your work or will go the extra mile to make shit happen. Why should they bother if you don’t?
If have passion for your work, and if you show confidence in your team to do a good job, you will be leading by example, and it will be quite easy for your team to follow suit.
#7 Feedback is Essential Food for Thought
You must tell your people how they are doing. And you need to do as the progress evolves not a week later, a month later or six months later. Immediate positive, negative or moderate feedback is going to be part of your tool kit that will re-enforce your rapport and your strategies. Let your people know where they stand, so that they do not need to speculate about this.
If something is not going in the direction that you planned, when you give timely feedback, you can easily correct your course. But if you are far off course, because your feedback is late, then it is going to be a time consuming and probably an expensive exercise to do a U-Turn to get back on course. On the other hand, when you give positive feedback you are going to put sails in the wind of your team, and they will be motivated to move faster.
#8 Reward Your Team
When you acknowledge that a team is doing well, they will be motivated to do better. But when you actually share the spoils and reward a team, you will continue building strength on strength.
Praise a team generally, and if you have to mark out someone on a particular achievement, make sure that you have something else that is also good about every other person in the team. Sometimes when you single out one person, unless the team themselves have done it already, you may sow the seeds of resentment.
Keep in mind to praise your people in public and discipline them in private. If there is a particular one person that is a cut above the rest, consider giving them status of title that will clearly define that they have risen in the corporate or business echelon.
#9 Stimulate Growth Through Encouragement
We all have the potential to incredible growth. This means that every member of your team has also got their potential. You can grow in different ways, but bottom line it is always by learning something new.
You can stimulate your team to grow either by adding responsibilities gradually and giving them training on their new responsibilities and work assignments. However, team members can also benefit from seminars, workshops, courses, books and articles that you can put their way in order to fine tune their strengths and also address any weaknesses that they may have.
You must remember that your team needs the resources and the tools in order to be able to execute their work with professionalism and also see results.
#10 Celebrate Accomplishments
When the going is good, the good gets going. Share good news. Make time to have a small celebration or party. Make some noise. Let the team know if their effort has brought in a new win or reached a target.
We have all been confined in closed spaces for too long. Coming out of Covid and celebrating meeting up again is an achievement which is an event in its own right. Thank you to all the front liners and health authorities for making our health your priority.
Now it is time to meet and greet again. Let’s do it as a team.
And if you have followed so far – it means that the subject has interested you, so I am going to throw in a bonus tip.
Strategy No 11 – Be inclusive – Be Royal. Use We and not Me
If you want your team to work, make it about your team and not about yourself. When you refer to third persons on the works, goals and achievements of your business, be inclusive and always address it as We hit our goals.
We have managed our targets. It is true that your team is there to help your, but this is not about you – the business is about the Team that you have built. Leaders with Egos are failed leaders. If you want to know a lot more about this, I would recommend that you read Simon Sineck’s book – “Leaders Eat Last”.
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About the Author: Marie Ella is a finance major and entrepreneur who has built several 7 figure businesses. A Business Coach who specializes in helping women get a strategy from chaos and build their own financial freedom.