Thank you for your interest in supporting the Homes of Hope Build our family will be participating in from July 5 – 8, 2024.
Below are a few videos to give you some vision for the experience.
Click the button if you would like to partner with us financially for this experience. We are raising $4,108 to help provide two houses to families in Ensada, Mexico. Thank you for praying and considering partnering with us.
You are running hard, maybe even burning the candle at both ends. The pressure of work and life is getting to you and you feel it crushing in. What do you do?
Leading is not easy and there is stress at work, but then life happens and amplifies the pressure. You start to feel frustrated with work. Are you experiencing burnout?
Let me help you answer the first question by pulling from the expertise of those at the Mayo Clinic. Look at the following questions to explore if you are on the verge of job burnout. After that I’ll provide a few simple ideas on how to counteract this challenge.
Symptoms of Burnout1
Are you questioning the value of your work?
Are you having a hard time getting motivated to do your work?
Are you lacking energy to do your job well?
Do you not feel much satisfaction when you get something done?
Has your sleep changed?
Are you using food, drugs or alcohol to feel better or numb your feelings?
According to the Mayo Clinic if you said yes to any of these questions you may have job burnout or possibly other health conditions. Talking to a health care professional or mental health expert may be your best next step.
Maybe you just are sensing the beginning of some of these symptoms and some minor adjustments could help you. I know I would answer yes to some of these at times when I am in a phase of running hard and/or life has hit. Here are a few ideas that may help you get back to a better state.
Unplug
This first one can be the most difficult. Simply shut it all down. Don’t check e-mail, text, or any other form of communication. Turn off the computer and simply sit. I am a doer and I like getting stuff done. I find, though, if I never unplug I start getting more frustrated by the overwhelm of the “to dos.”
Think of where you could unplug and set a regular time to disconnect and slow down. The challenge with unplugging is many of us then still want to “do” something so these next two ideas may help you fill the vacuum and help light the fire.
Exercise
This may be a bad or guilt-inducing word for you. I am not talking about some huge exercise routine five days a week for an hour. Some research has shown that regular exercise can positively affect how we respond to stress.2 This regular exercise could be as simple as a walk around the office for a few minutes or a longer daily walk at lunch.
Exercise helps me free up my mind to wander and get new ideas as well as challenge myself. Although the work itself may not feel enjoyable during, I always feel better emotionally and the energy I have afterward. Find some type of exercise you enjoy and build a time to do it in your schedule. I could be walking, golfing, pickleball, strength training, or any number of activities. Do something and see how it helps your mindset.
Recharge
We have unplugged, but we eventually need to plug back in. Ultimately the desire is to be more energized afterward. What recharges you? Maybe it is exercise or sports activities which help you care for yourself physically and mentally. It could be a hobby such as woodworking or knitting. Maybe doing tasks around the house such as cleaning, landscaping, mowing the lawn or something else gives you a sense of accomplishment and energizes you.
During this unplugged time use the time to re-energize yourself. A nap, read a book, spend time with family, exercise, talk with friends. At times we have to grind through, but even amidst the grind we have to find ways to recharge or we become less effective.
Which of these do you need to focus on to prevent burnout? Take time today to create a plan and put it in your schedule so you can lead yourself and others more effectively. Need help creating your plan? Contact me for a no cost to you coaching session to help you think into your personal vision and growth. Lead Well.
I first heard the above quote while listening to leadership expert John C. Maxwell. As I have had the opportunity to work with different leaders and also in my own life I have realized the truth in this statement.
Recently I read Pour Your Heart Into It by Howard Shultz, the founder of Starbucks. As he shares his journey leading Starbucks, he highlights ways he has had to evolve as a leader. As you read the four phases of his evolution as a leader, take time to evaluate where you are in your leadership journey.
Dreamer
In his classic book Think and Grow Rich Napoleon Hill highlights how he found the successful people he studied had a burning desire to accomplish their goal. In the beginning of anything we want to lead we have an idea or dream we are pursuing.
Shultz saw the dream of what could be in cafes in Milan, Italy and returned to Seattle to propose his idea to the owners of the original Starbucks. In the beginning you have a dream and must fight for that dream to help make it become a reality.
Entrepreneur
The dream has rooted and is exiting the start-up phase that requires great amounts of hustle from you as the leader. Now it is starting to develop a life of its own. As an entrepreneurial leader, you are constantly testing new ideas, failing, adjusting the plan and re-entering the process.
Leading from this stage requires courage and flexibility. Courage to try new things and flexibility to adjust plans quickly. This is the second growth stage.
Professional Manager
The organization is now entering another growth stage requiring systems and processes to enable it to scale to the next level. As a professional manager leader you create systems and processes and work through other people to accomplish the vision. Leaders in this stage may have to face a big mental hurdle: letting go of control.
As a leader in this stage you do not have the capacity to be involved in every aspect of the business. Because of this you either develop systems or hire people to complete certain tasks. In this stage you still have a strong sense of the daily operations, but cannot implement all the work and begin to be more strategic in creative innovations.
Leader
As Starbucks scaled into a diversified international organization Shultz realized he had to evolve again. This change was him becoming the leader. He already was leading at each stage, but he had to become the visionary of the organization and depend on his team to inform his decisions.
As a leader in this stage you focus on thinking about future opportunities and coming alongside your team to overcome major organizational obstacles. When your organization has grown to this level, develop a team of people around you smarter than you in the area they lead who inform you. Then together you will make good decisions on what is best for the organization.
As you look at these four stages, which stage are you in now? Do you need to grow into a new stage? If so, which one? Need help to grow your leadership? Contact me for a no-cost discovery call to explore ways I may be able to help you or your team evolve as leaders. Lead Well.
Unveiling the Truth: How to Turn a Dysfunctional Team into a High-Performing and Unified Force – Without
If you want to become an effective team leader, it’s crucial that you set clear goals and expectations for your team. But here’s the thing – if you don’t know how to inspire trust and your team morale is low, it’s going to be a huge problem. Imagine trying to lead a team that consistently achieves its objectives, but sacrificing team morale and cohesion in the process. That’s the bleak reality you’re facing if you don’t address the issue of low team morale now. Without a healthy team dynamic, it’s going to be an uphill battle to achieve any kind of success as a team leader.
If you can’t get your team to trust you and they’re all feeling down, you’re going to be in big trouble.
To make things even worse…
Here’s what most team leaders think will solve the problem, but it won’t…
1. Increasing team building activities
2. Implementing strict rules and regulations
3. Providing incentives for high performance
Now, let’s explain why those usual solutions do not work:
1. Increase team building activities: Team building exercises are beneficial, but simply increasing the frequency of these activities may not address the root causes of an unhealthy team. Some team members may see these activities as forced and insincere, leading to further disengagement and resentment.
2. Implement strict rules and regulations: While it’s important to have guidelines in place, excessively strict rules and regulations can stifle creativity and autonomy within the team. This approach can lead to increased resistance and a lack of motivation among team members, ultimately hindering progress rather than promoting a healthy team dynamic.
3. Provide incentives for high performance: While incentives can be effective in motivating team members, using them as the sole method for encouraging productivity and cohesiveness may create a culture of competition and individualism rather than collaboration. Incentives also do not address underlying issues within the team that may be contributing to its unhealthy dynamics.
Luckily for you, there’s now a solution…
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Lead a team that consistently achieves its objectives, unlocking your team’s full potential and driving success.
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Improve team connection and productivity: By understanding the team members’ preferred working styles and accommodating them, we can create a cohesive and productive unit.
Inspire trust: Prioritizing tasks effectively and meeting deadlines and targets will build trust within the team.
Prioritize tasks effectively: By focusing on team building and development, we can lead a consistently high performing and productive team.
Meet deadlines and targets: Transform an unhealthy team into a highly productive unit by prioritizing tasks effectively and accommodating the team members’ preferred working styles.
Preferred working styles: By understanding the team members’ preferred working styles and accommodating them, we can improve team connection and productivity.
Time for team building: By focusing on effective and strategic team building and development, we can lead a consistently high-performing and productive team.
Now, that’s a tall promise, and at this point you might be asking…
Who Is Randy Wheeler And Why Should I Listen To Him?
As a seasoned team leader, I understand the challenges of transforming either an unhealthy team or a group of strongly independent individuals into a highly productive and cohesive unit. With over 20 years of experience in training leaders and building teams within organizations of all sizes, I have the expertise and insights to guide you through the process. My Masters in Organizational Leadership equips me with the knowledge and tools to help you effectively transform your team. Let’s work together to create a thriving and successful team.
But don’t just take my word for it…
Take A Look At How He Has Helped Others
“I’ve thoroughly enjoyed each and every coaching session I’ve had with Randy. He holds space for me to talk and think, asks insightful questions and allows me to find the answers I already knew I had. My growth both personally and professionally with Randy has been remarkable.”
Dr. Cole Blume Owner, Upgraded Life Chiropractic
“If you don’t have a coach and are looking for someone keep you accountable. Randy is your man! I highly recommend him! He has provided much needed focus for me.”
Scott Wenclewicz, Owner Scott Wenclewicz Insurance
“Our Chamber of Commerce has engaged Randy in a variety of exercises to help in the direction of our organization. He has been a consummate professional, helping us by . . . building out our board of directors, and engaging our team with the Leadership Game. . . . I can highly recommend Randy Wheeler without question.”
Dave Moravec, President Colerain Chamber of Commerce
Here’s Exactly What You’re Going To Get With The “Build Engage Lead Masterclass”
Build Engage Lead Masterclass($197 Value)
This digital course makes it simple for you to learn five steps to build a healthy and effective team, eliminate the frustrating drama of an unhealthy team, and experience results.
Get easy to watch videos on each topic
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This e-book makes it simple for you to learn five steps to build a health and effective team.
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Includes Frequently Asked Questions
Examples of multiple activities you can use with your team
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This digital course gives you the secret to learn how to lead yourself more effectively.
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Relationships are difficult, and they can be even more difficult in the workplace. Communication is one of the biggest challenges faced by organizations and teams. When I want to grow a relationship, one of the early questions I ask others is what communication format they prefer and use most often.
Effective communication within your team is crucial for success as a leader. Because of technology, numerous tools and platforms are available to facilitate communication. Let’s explore leveraging technology to communicate effectively within your organization.
Chat and Messaging Apps
One of the easiest and most effective ways to communicate within your team is through chat and messaging apps. These platforms provide quick and immediate communication, making it easier for your team to stay connected and collaborate in real-time. Apps like Slack, Microsoft Teams, or even WhatsApp provide a centralized location for team members to engage in discussions, share files, and provide updates on project progress.
These tools are also a resource on social media platforms such as LinkedIn. When interacting with people outside your team through one of these methods, ensure they are familiar with and use this platform. Using these platforms will streamline communication for your team and ensure everyone stays informed and connected, no matter where they are located.
Project Management Tools
Keeping track of various tasks and projects within your team can be difficult, especially if you have team members working remotely. Consider implementing project management tools such as Asana or Trello to address this challenge. These platforms allow you to create and assign tasks, set deadlines, and monitor project progress in real-time.
Project management tools can also facilitate effective communication by providing a central hub for team members to share updates, ask questions, and provide feedback on ongoing projects. If your team does not yet need something as intricate, create a shared calendar such as Google Calendar and provide team deadlines and meetings. Utilizing these tools ensures that all team members are on the same page and working towards common goals.
Video Conferencing
Since the pandemic, virtual meetings have become more common for many businesses. Tools like Zoom, Microsoft Teams, or Google Meet allow for face-to-face communication, even when team members are not physically present in the same location. If the communication would best be done face to face, but time and travel prevent it then this is your best tool.
Virtual meetings can be an effective way to discuss important issues, brainstorm ideas, and collaborate on projects. They also offer the opportunity for team members to engage in non-verbal communication, such as facial expressions and body language, which can be important for building rapport and understanding and increasing trust within your team.
Foster an Open Communication Culture
While technology plays a crucial role in facilitating communication, fostering an open communication culture within your team is equally important. Encourage team members to share their thoughts, ideas, and concerns openly, and provide a platform for them to do so. Knowing some of the abovementioned options can help you consider how to best connect with your team.
Whether through regular team meetings, open forums, or anonymous feedback tools, creating an environment where everyone feels comfortable expressing themselves will lead to more effective communication and better teamwork.
These were just a few technological tools available to help you communicate. As you consider your team and their preferences, which tool would help you communicate and, more importantly, connect with your team to increase trust and keep communication open? How will you implement it? Need help thinking into this? Contact me for a no cost to you coaching session to help you think into your business. Lead well!
You have just been put in charge of a team. You have a clear vision of what the team needs to accomplish and the timeline it needs to be completed, but you don’t know the team very well. You need to determine the best spot for each team member. Jim Collins refers to this idea in his book Good to Great as finding the right seat on the bus.
Let’s imagine you are leading a sports team. The first thing you will do is assess skills in order to determine the best position for each team member. As a leader in an organization a few tips may help you in determining the best role for your team members.
Personality
Many personality tools exist. My personal favorite is the Maxwell DISC Personality Indicator which I use in workshops. This tool is easy to use, understand, and apply in a team setting. How does this help you determine the best position?
We are all different, but we are predictably different. When you understand each team members individual behavior style you can more effectively communicate with them. At times we may be frustrated by a team member but can’t identify why. It may not be their behavior or performance, but their personality may aggravate us.
When we understand the difference between each personality, we can understand what role may be the best fit. For example, a reserved person may not seem like a strong salesperson when in reality the clients they attract are very faithful. An extremely outgoing person may seem lazy because they don’t complete paperwork, but they may require more systems or support.
Work Strengths
Just as we are predictably different, we are all unique in the strengths we bring to the team. Some of us are more visionary while others are more naturally bent toward execution. How do we determine team member’s strengths?
Observe
Take time to watch and see what comes naturally for the team members. Also, listen to what others say a team member does easily. This is a sign of a strength they may have. As the leader you can also provide opportunities to help them grow and develop. If it comes easily for them then it may be a strength.
Assess
I often use Working Genius, a tool I have found helpful for objectively understanding an individual’s work strengths. This tool helps individuals understand what type of work provides them the most energy and fulfillment. Understanding this will help you clarify roles and responsibilities to match fulfillment and, therefore, improve results.
Skills
What is the difference between strengths and skills you may be wondering? Unlike a strength, a skill may be something a person has learned over time and may not always be natural for them. For example, some people are natural and comfortable communicators. On the other hand, some people appear that way because they have worked on their skills.
Take time to ask a person what they have done in the past to learn their skills. Keep in mind that just because they can do it does not mean they want to do it all the time. When we put someone in a seat who has the skills but not the passion it will lead to burnout. Observe where people have the skills and are energized and you will find a good seat.
If they have the energy, but not the skills and are willing to learn. Take the time to train them and you will have a person that learns how to fit into that seat and thrive.
Take some time and look at your team members’ personalities, skills, and strengths to determine where you can put them to get the best results. Need tools or help assessing your team members? Contact me to discover how I could serve your team and provide resources to help them grow to their full potential. Lead Well.
Not long ago, I was watching a movie about Jeff Bezos and his story of starting Amazon. In one specific scene, he is at the library meeting with the CEO of Barnes and Noble at the time.
During the meeting the CEO describes himself as a conqueror while making a significant offer to Bezos to buy his idea. Toward the end of the conversation, Bezos replies that he is not trying to be a conqueror, but an explorer.
So, what does it mean to lead like an explorer and not simply try to conquer? Imagine leading like an explorer, forging new paths and constantly seeking new opportunities. Whether you lead a team at work, a group of volunteers, or just your family, you can adopt the mindset and approach of an explorer to take your leadership abilities to the next level.
Curiosity
Bezos had an idea of how to leverage the growth of online commerce, and according to the movie, he brought it to his boss at the time to use to grow their business. His idea was not embraced. He became curious about what he could do to take advantage of this opportunity he saw.
Leading like an explorer requires a sense of curiosity and a hunger for discovery. Explorers are always seeking new knowledge and understanding, and as a leader, you should encourage your team to do the same. Embrace the unknown and encourage innovation and creativity. As an explorer, you are unafraid to take risks and try new things. Encourage your team to leave their comfort zones and pursue new opportunities.
Resilience
As Bezos stood in his kitchen discussing the possibilities with his wife he made a decision. He was going to quit his safe, stable, and profitable job to start a business that he had no idea whether it would succeed.
As he made multiple phone calls to friends he was rejected. People did not understand or possibly believe in the idea so they were not willing to invest. This did not deter him. He continued to pursue the idea.
A leader who has an explorer’s mindset understands the journey is not always easy, and they are prepared to face challenges head-on. As a leader, it is important to instill a sense of resilience in your team. Encourage them to persevere in the face of adversity and adapt to changing circumstances. When you lead by example and show resilience in your actions, you can inspire your team to do the same.
Communicate Effectively
According to the movie, Bezos was in the library, where he got the idea for the name Amazon. As he met with this high-powered CEO Bezos made it clear he could not be bought. Shortly after returning to the garage home office, he communicated the vision and the plan for the future to his small team.
Explorers must communicate effectively. When you lead like an explorer you are in unknown territory and have often inspired some others to join you on the journey. Explorers often work in teams, relying on each other’s strengths and expertise to navigate through this unfamiliar territory.
When leading like an explorer, foster a culture of collaboration and open communication within your team. Encourage the sharing of ideas, active listening, and mutual support. When you communicate effectively, you build a strong and cohesive team that can overcome any obstacles coming your way.
As a leader, you may be in a stage where you need to lead like an explorer. Maybe you need to take your team into uncharted territory to grow. Perhaps you are starting something brand new. Which of these areas do you need to succeed in? Need help thinking into any of these areas? Contact me to experience a powerful coaching session at no cost to you. Lead well!
Recently I was at the Maxwell Leadership conference and was listening to John Maxwell. During one of the sessions he said “quit chasing easy.” As I reflect on that statement and Frost’s poem above let’s look at how both are important.
The Easy Road
This is the road Frost did not take in his poem. This is the path of comfort, security and the status quo. This is not the road to STAY on, but a necessary road.
When we begin something we have never done such as learn a new skill we need easy wins. For example, if I am learning to hit a baseball the difficult task is a home run. On the other hand, the easy task is getting contact and then getting a base hit.
The easy road grows our confidence. The easy road gets us started. When we stay too long on the easy road though, we get stuck. And stuck stinks!
The Hard Road
This is the road that Frost referred to as the one less traveled by. This road requires risk and challenge and stress and an uphill climb. This road also is where great success and significance can lie.
Mother Teresa left the easy road to serve lepers in India. She dedicated her life to the poorest of poor and lived a life of tremendous significance.
Martin Luther King Jr. could have remained quiet and stuck to serving the people in his community, but he saw something bigger. He saw a greater need. He also experienced the hard path.
This is the path of growth. This is the path where individuals become “overnight successes”. . . . after twenty years. This is the path where you build something great as a leader.
Managing the Tension
Both paths are necessary, but it becomes a question of timing. What stage is your life and your work in? If a business is in the startup stage, they are managing both the hard path and the easy. They are trying to get off the ground and become profitable . . . hard. On the other hand, they are trying to get the easy wins to keep the doors open.
We each need to search within to determine if there is something hard we know we should be pursuing, but are not because we are afraid. When we “chase easy” then we choose comfort and choose a path that is less than our full potential.
Take a minute and ask yourself: where do I need to start chasing hard so I can grow into my full potential and help those around me do the same? Need help thinking into this? Contact me for a no cost to you powerful coaching session. Chase hard and lead well!
Many years ago I was visiting with the strength and conditioning coaches of a very successful professional football team. I had one goal in mind: to understand how they motivate their athletes.
I was talking with the head strength coach ready for some wisdom on how they motivate their athletes. Guess what he said.
“We don’t.”
Needless to say, I was a little deflated at that point and also curious why. Many years later I have heard other leaders in the business world say similar things. So, what does a leader do if we don’t motivate our team members?
I am going to suggest we create an environment that inspires them. We may not be motivating them because we hired them to do a job and don’t feel we should have to. Could it be we have a responsibility to create an inspiring environment? Allow me to provide three ideas on creating that environment for your team.
Understand Their Style
Every one of us is different. We are predictably different though. I have a file on my desk with the results of multiple assessments I have taken to understand myself. One of my favorite, which I use in trainings with organizations, is the DISC assessment.
This tool helps you understand an individual’s personal behavior style. How does this help you create an inspiring culture? Each person is inspired a little differently. Some are inspired by a goal and challenge, some by relationships, some by being a part of a team, and some by precision. When we understand the individual and collective style of our team, we can then create an environment that brings out the best in the team and each individual.
As we speak their style, we connect more effectively and inspire more powerfully.
Sort Out Their Strengths
The human experience can cause us to focus on our weak areas and how to improve them. What if we flip this, focus on our strengths, and use them more frequently? When we position people on our team so that they are working in their areas of strength, we get improved results.
People who work in their strengths will be in flow, enjoy their work, and perform at a higher level. The Maxwell DISC Personality Indicator has helped me understand individual leadership strengths, but I have also used another tool. The Working Genius helps individuals see their work performance preferences and what gives them the most fulfillment.
As a leader who understands these two areas, you will begin to be equipped to create a more inspiring environment.
What is Their Why?
Of the three, this is the most important. When facilitating an ongoing leadership academy I continually remind the leaders in the room to “align the whys.” The team you lead has a purpose, why it exists. Each individual also has a purpose, why they are on your team.
As the leader your job is to understand each individual’s “why” and align it with the teams. For example, if they work to provide for their family and the organization offers more money with increased results then you can remind that individual how their performance helps both the organization and them accomplish their purpose.
As you look at these three areas, which do you need to work on with your team? Need help understanding your team member’s style and strengths? Contact me to discuss how I may serve your team and help you strengthen them and partner with you in building an inspiring culture. Lead Well!
I have a family of five. Sometimes we have gone into the city to help at a homeless shelter. This is a great experience but it is limited if only a couple of us go. When all five go, we serve more people faster.
Similarly, as a business leader, one of the most important factors in your success is the team you surround yourself with. Building a healthy, efficient team is essential for the success and growth of your company. You may be faster alone, but you will go farther with a healthy team.
Let’s look at some areas to consider when building your team.
Right People
First, it’s essential to hire the right people. Look for individuals who not only have the required skills and experience, but also align with the values and culture of your company. These individuals will help drive your business forward and contribute to its success. When values align this ensures your culture will not become tainted.
Team Environment
Once you’ve brought the right people on board, it’s crucial to create an environment that fosters teamwork and collaboration. Encourage open communication and create opportunities for team members to collaborate on projects and tasks. A healthy team supports each other and works towards a common goal.
Develop Them
Provide your team with ongoing training and development opportunities. This not only helps them grow and improve their skills, but it also shows that you value and invest in your employees. By investing in your team, you’re investing in the future success of your company.
You may ask, “what if I train them and they leave?” What if you don’t and they stay? Helping them grow and encouraging them to help others grow will only benefit everyone on the team.
Positive Culture
Early on I did not realize the power of culture. The reality is culture will eat your leadership for lunch. Team members who feel valued, respected, and appreciated will provide much better effort and pass this on. A positive company culture not only leads to higher employee satisfaction, but also increased productivity and performance. (There is much more that could be said about this so I have included some past blogs and additional reading on the topic at the end of this post.)
Example
Finally, it’s important to lead by example. As the leader, your actions and behavior set the tone for the rest of the team. Demonstrate integrity, accountability, and a strong work ethic. By leading by example, you’ll inspire your team to do the same and create a healthy, positive work environment.
Building a healthy team takes time, effort, and dedication, but the rewards are well worth it. A strong, efficient team is essential for the success and growth of your business. Which of these areas do you need to focus on during the next week or month? Need help with developing your culture? Contact me to discover ways to help strengthen your culture and grow your team at the same time. Lead Well!
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