About Charlie Breeding Expertise I can help you with Team Building, and the many ways by which you can achieve greater team building outcomes. What's your first question?
Experience Fifteen wonderful years with Dale Carnegie Training as a Trainer, Center of Excellence Director/VP reporting to CEO, and Franchisee. I've also worked for Dr. Steven Covey at FranklinCovey. I've been conducting Team Building workshops and interventions for over 22 years with superior, proven and long-lasting results.
Organizations ASTD, ISPI, SHRM, and others...
Publications Over 25 publications, & more information at www.thepepcoach.com
Education/Credentials BS in Engineering from West Point
Awards and Honors Too many to list here, but go to www.breedingtrust.com to learn more.
Expert: Charlie Breeding Date: 6/24/2008 Subject: Team Building
Question Hi Sir,Myself Rajat Sharma From India.IActually I would Loke To ask A quesyion Rregarding THt iF i Handle a TEam Then What Are The Motivating Factors I can Consider For My Team.hOW can I Motivate People in my Team To Work Littile Bit Extra ?How Can I gain theier Confidence ?If There Is Any Conflict In MY team then How Should i handle?Conflict Regarding our Tl Is Not Supportive Or He Is Very Autocrat..pLease Sir Give Me answers TO mY qusetions...?Please Please
Answer Rajat,
You ask a common question: motivation means to spring from within, meaning that your focus should be on creating the environment, atmosphere and culture that allows motivation to come forth.
Yes, you can motivate your people, also with the tips below but concentrate on the culture (norms, values, virtues):
- get to know each and every one of your people; each one is unique in what motivates them
- get conflict out in the open, and be slow to come to conclusions until you feel intuitively that there's basis for the comments, complaints or criticisms, get the facts: "In God We Trust, everyone else bring data."
- to gain their confidence, build your competence. To gain their confidence, give them confidence by delegating many and lots of tasks and responsibilities (see http://www.mcssl.com/SecureCart/ViewCart.aspx?sctoken=0d952debcb9c4933bc3c05734b... for 9-page BIG THREE: Focus, Execution & Me (intelligently 'letting go' & delegation tips)
The best way to handle disgruntled team members on your team would be to do several things:
- involve them as much as possible for their opinions in decisions. Involvement = attitudinal buy-in.
- let them know how important they are, how their contributions fit in to your team's success
- ask them their advice, their guidance or counsel in certain situations
You need to build your competence to continue to build their trust -- get specific knowledge particular to your industry or team's role. Give trust and you will receive more trust over time.
Do something special for them every 90 days - bring in bagels, take a few to lunch or better, have lunch brought in for the team - AND provide them meaningful opportunities for training and development. Take 3% of your payroll and budget and use those monies in your people: human capital development is KEY!
Be slow to make promises unless you can keep them. Make sure your "walk is matching your talk" in behavior and actions.
If you have a really disgruntled employee whose attitude seems to bring everyone else down, deal with it immediately. Don't tolerate that situation, and in fact, it might be best for the person and team if that person found a job better matched and fit to them. See my post for the answer to the gentleman who has a disgruntled employee for suggestions there.
Your autocratic boss? Read the #2 non-fiction best-selling book, How to Win Friends & Influence People by Dale Carnegie. Every supervisor, manager, leader or executive has read it or should read it.
Hope this helps, and thanks for your question --
Charlie
www.breedingtrust.com or
www.thepepcoach.com
