Just because some team members aren’t in the office doesn’t mean it’s impossible to create a strong team. There are many methods a team leader can use to create team cohesiveness and ensure peak performance [...]
Nobody likes giving negative feedback. Perhaps that’s why most of us are so bad at it. We don’t like delivering bad news or making someone feel bad about their performance.
How often do you provide positive feedback compared to negative feedback? And in what way do you provide that feedback? When it comes to team development, delivering feedback can make the difference between a team that just does their jobs vs. a team that is excited to excel.
One of the most terrifying words in the team development dictionary is “conflict.” Believe me when I say that conflict can be a good thing.
How do you want to be remembered as a team leader? That seems like an odd question, yet the truth is that we carry memories of the people we work with throughout our lives. What do we remember them for? Do we remember them for their ability to turn in reports on time? Or for something more? How many of them could have been the best boss ever?
For a team leader, feedback is an essential team development skill and key to understanding what’s really going on with the team. It’s important to build trust and vulnerability between all members of the team, including yourself.
One of the most powerful tools – for good or evil – in the team leader’s arsenal is feedback. It can be one of the most precise ways to measure the overall health of your team, identify problem areas, and find out if remedies are actually working. Used incorrectly, feedback can plant seeds of resentment among team members that may ultimately set everyone back.
One of the toughest team development tasks a team leader faces is motivating their team. Whether it’s hitting a stretch goal, meeting a tough benchmark or solving a difficult problem, a team that isn’t motivated to achieve or overcome obstacles can slow down everything.
There are eight team development factors that team leaders need to consider when evaluating the capabilities and readiness of a team. I call this the CR Factor.
Are you a new team leader or a leader who was recently assigned a team? Do you have a good team already and know that a challenging new project is coming up? Now is a perfect time to assess your team's development, their capabilities, and their readiness level.