I have already talked about leading a team meeting at my best, is like a finely tuned orchestra. Today we are talking about needs to happen for that to happen?
You have to be at your best.
- Do you fully understand your own requirements and needs to be at your best?
If not this is a great place to start, my metaphor for performing at my best is:
I am like a F1 driver, with regular pit stops and team of support behind me.(not necessarily my team but a group that support me as a leader, peer support, mentors and colleagues)
- Where does your support come from?
Leadership support is a subject we can explore in another article, let me know if you would like to know more about where my support comes from and how I filter out all the advice people give me, whether asked for or not.
- What else happens before a team meeting can be at it’s best?
You have to ensure your team members understand what they need to be at their best.
- Checking where do they need to be within the team to be at their best?
What do you need and what do they need from others, for the meeting to be just the way you would like it to be?
- What is happening when your team meeting is at it’s best?
- Do you understand what they require from you?
- Can you and they articulate what they require?
Often when we start working with a team they don’t know the answer to these questions either because they have never taken the time to think about it.
We invite you now to take a minute to consider each member of your team.
Who is working at their best?
How do you know?
What do you hear or see or feel that tells you that?
Who isn’t and how do you know?
You employed them for a reason, their was a quality about them that resonated with the business. There was also something about the company and/or you that resonated for them to feel they could work there.
When I talk to leaders today they say they recognise that they should spend more time with their staff, that their should be time to connect and talk about ‘dribble’ but they simply don’t have the time.
Well I have to say income is key and sales are the most important thing however your teams are the ones you are depending to achieve it so how can they work at their best all of the time.
I have not yet met a human being that can turn up to a place be ignored all day and still leave fully motivated and if they do I suspect they are not the kind of team player/team we have in mind.
Consider these questions:
What happened in between working and not working?
If there was a point when it was all going great and now it is not so or vice versa it is great now but before it was not so.
What happened in between?
This a question worth taking sometime to consider your response, it amazes me to this day how many team leaders say; “well we use to have more meetings/discussions, I was less stressed, so I chatted or before we would go to lunch together or have a cigarette break.”
They acknowledge that more time was available to connect and communicate as humans about stuff. Not just business.
If you are not at your best then it will and does impact others.
If they are not at their best it impacts you and others.
It is the individuals own responsibility to perform at their best, and yet if you were to ask yourself the questions above, the chances are you would have to take a moment now to consider them and it is therefore likely, so will they.
This time is best spent exploring this as a team, encouraging each other to fully understand the model for each and every member of the team. It very soon becomes apparent how unique we all are and the impact our own learning/managing style is having on others.
In our experience many teams are evaluating performance on results unless you know ‘exactly’ what happened in between how will you achieve it again and again. And of course people change, they mature, they grow and they develop what worked before can work again but do they want it to?
Here is a case study about Corporate Metaphor achieved by Caitlin Walker at Training Attention a company that also uses Clean Language to elicit a team metaphor the results; meetings are shorter, more constructive and we reach a common understanding quicker.
I will leave you with those questions to consider.
I look forward to hearing what happens next?
Thank you for listening
We are currently developing a FREE 6 day tutorial with a report followed by 5 or 6 short videos sharing how to ask the questions to get results, the importance of tone and pace, why using the other persons words matters. the power of metaphor and the importance of space. Please leave your details below if you would like to receive the FREE report and the daily tutorials for 6 days.