How To Be An Expert At Building A Team
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Finding team members can be tricky, but it is totally worth your time! Even if you are hiring directly through employers or via third party staffing agencies, there are ways to maximize your chances of success.
As cliché as this may sound, investing in relationships is the most important thing for business owners. People are the fuel that drives growth.
Businesses survive because of people- not the other way around. This isn’t an easy truth to swallow, but necessary one nonetheless.
Many entrepreneurs don’t take good relationships seriously which is why they keep suffering repeated failure. It’s like eating fast food every day and expecting to gain weight – sure, you won’t get very far that way, but you’ll stay healthy and probably enjoy it more than better alternatives.
Here are some tips for building strong internal relationships at your company. Then, we will look at how to effectively use external resources to boost productivity.
As mentioned earlier, one of the biggest reasons why your team will not work is due to poor communication. Teams that are successful do it because they communicate well, and they make sure everyone knows what each other is doing.
This creates an open environment where people feel comfortable sharing information and ideas. It also helps keep individuals aware of how their colleagues are performing so that they can help them when needed.
As a leader, you must create an efficient system for communicating. Use technology to facilitate conversations and understanding. An easy way to do this is through Slack or Discord.
These applications have channels which can be used to talk about specific projects or things and then there are direct messages (DM) which are just personal conversation.
Make use of these tools to improve teamwork!
General tips: Do not assume anything- ask questions! When having a meeting or discussion, take notes to understand everything fully. This way you will remember more details and nothing gets left out.
Also, say only what you should – silence is a powerful tool. Make sure your words have meaning and stay within bounds, but do not overdo it otherwise people may not trust you anymore.
Above all, be honest and straightforward. If someone has done something wrong, let them know immediately without beating around the bush.
Be a good listener
Being a great leader is more than just giving orders, it’s listening to what people have to say and acting on their advice. As a manager, you will need to do this constantly!
As a team member, your colleagues will be telling each other things about how to perform their job and why that is bad or wrong. They may even contradict themselves by saying one thing in a meeting and something different at another time.
By being a good listener, you show those who work for you that they are important to you and that you trust them. This creates an environment where people feel comfortable sharing everything – not because you told them to, but because they want to tell you.
It also helps you get the best out of everyone else. When someone feels heard and valued, they will try harder to meet their responsibilities.
Good listeners are not only nice people, they make effective leaders. You can’t take command unless you know what needs doing first, so becoming more aware and conscious of what others have to say is a very valuable skill.
As mentioned before, being a leader is not just about giving orders and waiting for people to follow them, it is also about setting an example and showing others how to perform their jobs. You can be very direct with your leadership, but at the same time, you must understand that some things will always require more indirect ways of approach.
As a leader, you should never put too much pressure on someone to do their job well. If they feel overburdened by the work, there is a good chance that they will not fulfill their responsibilities which could hurt the project or company down the road.
Likewise, as a leader, you cannot assume everyone in your department knows what needs to get done next. Help these individuals out by offering advice and constructive criticism when needed, and make sure they know who they are supposed to talk to if anyone doesn’t seem to agree with a plan of action.
If someone does not seem to care about their job, try talking to them about other opportunities within the organization so that they can feel more motivated.
Make them feel important
As a leader, you will spend a lot of time working with people. You can’t control what everyone else does, but you are in charge of how you respond to those things. People may do things that make you uncomfortable, but your job is to quickly figure out why they did it and if there is something you can do to prevent it from happening again.
This happens at least once per employee. If someone does something bad, take some time to reflect on why it happened and try to understand their side of the story.
Then, address the issue and see whether there is anything more you can do to avoid having this happen in the future. If there is, great! But if not, you will have to work through that.
Your success as a leader depends on your ability to manage relationships, so don’t worry about being too hard on anyone – instead, focus on helping them succeed and keep them motivated.
Ask them how they are
As you begin to gather information about someone’s career, work experiences, hobbies, etc., there is one important question that you must ask. What makes this person succeed? More than what traits people have, what helps their colleagues, superiors, and themselves be successful is motivation.
It is impossible to tell whether or not someone will do well in their job if you don’t know what qualities they want to achieve. If you can’t determine that, then it is probably best to look for someone else with those same qualities.
In his famous book The No-Fail Strategy, Brian Tracy calls it “Why I Am Successful.” His argument is simple: we become more motivated by the things we put effort into.
If you want to see why other people succeed, find out what made them feel successful before and try to replicate that.
Ask how they are doing
It’s easy to get distracted at work by all of the different things you have to do, so it can be hard to take time to talk with your colleagues about something other than work.
But this is one of the most important things you can do as a manager or leader — ask how their day was, what they were working on, whether there’s anything they need from you, etc.
This doesn’t mean interrupt them when they’re talking about something else – instead, make an effort to stop by their desk every few minutes and check in. Or set up a meeting for a certain topic that you know they’re interested in, then just keep checking in during the rest of the day.
By taking some time out of your schedule to speak to your colleagues, you’ll not only help promote teamwork, but also improve communication skills and leadership qualities.
Make time for them
As mentioned before, one of the biggest causes of team dysfunction is when members don’t feel that their opinions are being heard or valued.
If you’re in a leadership position, make it a habit to listen to what people have to say. Ask questions and really try to understand their points.
Don’t just agree with what they say, however – add some value to the conversation.
Give your colleagues feedback and ask if there’s anything else they could do to help others get the job done.
By doing these things, you’ll develop trust in your employees and they’ll feel more inclined to share ideas with you.
Teamwork doesn’t happen overnight but by making an effort to be accessible, you’ll set a great example and give your staff someone they can turn to.
Ensure there are no personal conflicts
As mentioned earlier, your team will not be able to work effectively when there is a constant argument or dispute between individuals. When you find yourself in this situation, it’s important to take a step back and consider whether this is really necessary.
It can sometimes seem like people around you don’t agree with what you want for your career, and that isn’t necessarily a bad thing unless they start acting on their own behalf and against you.
If someone else doesn’t think you deserve this promotion then maybe it’s time to re-evaluate your leadership skills. If another person doesn’t believe that company X is the best choice of investment strategy then perhaps investing is not your talent after all!
In these cases, an internal struggle has become an external one, which could have serious consequences. So if you need help promoting yourself, try looking outside your professional circle first.