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Creating a Team Building Culture

Last time, we reviewed the four things  you must do to create a

Team Building Culture and they are:

  1. Assess the individual employee
  2. Assess the leader
  3. Assess the team
  4. Create a culture that values engagement

Now that you understand the individuals on the team and their leaders,  combine what you’ve learned and develop an understanding of how the team members will interact with each another.  This is when you bring them all together to assess the team dynamics.  A team workshop will help everyone see a big-picture perspective. Each employee brings unique skills, behaviors and interests to the work environment.  This process will allow everyone to understand how those qualities interact.

You will no doubt find that you’ll need to make adjustments. Clarity is easily achieved by having the results and data.  Adjustments to the current work environment become obvious and much simpler to make.  The way your team works together directly impacts on productivity and now that you have clear understanding of where strengths and weaknesses vary, managers can make intelligent adjustments to maximize efficiency.

Once a team is correctly assessed and adjusted, job satisfaction improves significantly!  This happens because with the right job fit and a well aligned team, employees feel fulfilled in their roles.  When all roles are understood and appreciated, employees feel engaged and work to their full potential.  Happy employees also encourage their peers and coworkers to achieve maximum productivity.  Better fit and better alignment creates higher engagement, better productivity and increased profits.  It is that connected!

Next time we will bring it all together when the culture of having strong teams really becomes a part of the fabric of your company’s DNA.  No longer a “flavor-of-the-month” management topic, an organization that genuinely values engagement will begin to see the fruits of their efforts through stronger branding, enhanced company identity, better retention and a leg up on the competition when recruiting.

In our final discussion, we will explore the attitudes that will keep this culture at the heart of an organization.

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light bulb team

We have been ticking down the list of the four things you must do to create a

Team Building Culture and they are:

  1. Assess the individual employee
  2. Assess the leader
  3. Assess the team
  4. Create a culture that values engagement

Today, we’ll take a look at our leaders.  Too often, folks are promoted to a position because they have proved themselves to be very good at the job they did.  There is a huge difference between being a great “Do-er” and an engaging “Lead-er”.  Since these skills often do not go hand-in-hand, appropriate assessments will tell you about the job fit of your leaders.

If employees are the foundation of a business, leaders are the essential framework as we begin building a business to a higher level.  The ability to engage others is the most essential part of every leader’s job profile and leadership skill set. The daily actions of senior leadership, managers and supervisors are the key drivers of engagement.

Appropriate assessments will tell you about the job fit of your existing leaders. This will allow you to identify top-performing and lesser-performing leaders.  The results will reveal a predictive performance pattern.  With this, you can compare the results to these benchmarks and accurately determine if your leaders are in the right jobs.  You can then decide if the gaps are because of a selection issue or if coaching and development can provide the solution.

Always begin by identifying the leadership skills that are most effective in engaging employees.When you increase the effectiveness of your leaders’ ability to engage and motivate their team, job satisfaction, productivity and better profits increase along with it. You will need feedback about each leader from his boss, peers and direct reports to accomplish this. When you have this information, you can successfully align leader’s behaviors and skills with the expectations of the organization and his boss.   Now, by the use of on-the-job coaching and performance feedback, you can begin to close the gaps in the desired skills and behaviors.

Next time, we’ll put together all the pieces of the team!

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Creating a Team Building Culture

 

Last time, we discussed “what not to do” when your mission is creating a culture that puts a high value on strong teams.  We identified the four things you must do to create a

Team Building Culture and they are:

  1. Assess the individual employee
  2. Assess the leader
  3. Assess the team
  4. Create a culture that values engagement

We begin with employees, because they are the foundation of your strong teams.  First, make sure they are in the right jobs. The average employee wants more than just a paycheck from his employer, many want training and stimulation so they can develop and promote. You can provide this opportunity using predictive performance or job matching technology. This way, you can strategically invest in your people, fully developing them for the jobs they are in, and you can tailor specific training for career advancement.

Identify your target employees, those who fit well in their current job, are fully engaged in their current role, and whose performance exceeds expectations. This is the kind of employee who achieves goals and has the ability to elevate the performance of other employees, teams, departments, and divisions. The right assessments will tell you about employees’ cognitive skills, job-related behaviors and occupational interests. You’ll need the right data for identifying your stand-out, target employees and those employees who are doing a good job but may not yet have emerged as your rising stars.

Challenge your employees! Managers may be four times more engaged than frontline employees because they have additional responsibilities. Give your employees stretch goals and let them learn from their mistakes. This will enhance the level of employee engagement.  Get their feedback as you challenge them because what you learn from them can be extremely important in helping implement solutions. Try this approach: Encourage the employee to identify: What can be improved?  What do we need here?  What can be adjusted? What should we start or stop doing?

The actions of senior leadership, managers and supervisors are the key drivers of your employee engagement. This is critical because it needs to be a vital part of every leader’s job profile and leadership skill set.  Next time, we’ll learn the value of assessing your leaders to reveal how adept they are at engaging those on their teams.  We will show you how!

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