GROWING GREAT TEAMS – PART 2

 

This is the second in a series of blogs on Growing Great Teams.  If you missed the first one you can find it here.

 

Design a culture that attracts and nurtures the right people.

There are 6 key steps to building and retaining a great team.

 

1.     THE WHY. 

It starts with the WHY – in the words of Simon Sinek – “people don’t buy what you do, they buy why you do it”.

This means knowing and being able to articulate the purpose beyond the purpose of the business – why does it exist and what does it enable?

For example, a work place health and safety business exists to save lives – they believe that everyone should know how to save a life should they ever be in the position to need to do so.  They are passionate about educating people in first aid to enable them to save lives.  They don’t make sales – they save lives – very powerful.

People who believe this will be attracted to this organisation.

 

2.     THE VISION. 

What will the business look like in the future – say in 6 to 9 years’ time and in terms of sales, profit, value, products, people, customers, locations, the owners’ role?  Having real clarity around the vision for the business means that it can be shared with the team in a passionate and articulate way.

In the context of the example of the work place health and safety business, not only does the team believe in the WHY, but they are excited about the future of the business and want to be part of enabling even more lives to be saved.

 

3.     THE VALUES. 

Given the WHY and your Vision – what are the non-negotiable values that will drive the desired behaviour in the organisation?  The value as a single word should be accompanied with “and what that means is” and further extended with “and this is how it plays out in our organisation.”  This helps reinforce the meaning of the value as it applies to this particular culture, to this team, and their interaction with others.

People whose personal values align with the corporate values will feel comfortable and connected in this environment which is conducive to their growth and development.

 

4.     THE NEEDS. 

How will the business environment meet the human needs of the team?  How will it provide certainty, variety, a sense of connection, significance and growth, and how will it enable the team to make a contribution beyond themselves?

When human needs are met at a high level people are more likely to stay than to leave – they are more likely to excel than to stagnate.

The WHY, Vision, Values and the Needs come together to create the culture of the organisation – it is this environment of intangibles – the energy of the place – that feels right to the right people.

 

5.     THE SKILLS. 

What skill sets are needed now and into the future?  What skills will be bought and which will be taught?  This proactive (as opposed to ad hoc) process of recruitment requires that there is a business plan to support the VISION, a growth plan to enable the business plan and a people plan to support the planned growth.  A people plan developed 3 to 6 years ahead will highlight the skill sets needed to do the jobs now, and/or with training and development, the jobs of the future.

This approach means that the recruitment process attracts people who believe in the WHY, whose VALUES are aligned, who will fit the culture and who have the skill sets that will suit an organisation growing into its VISION.

 

6.     WALKING THE TALK. 

There must then be an ongoing process of walking the talk.  If people are attracted to the organisation because of the WHY, VALUES, NEEDS, and culture, then any dilution of these or any loss of clarity around the vision and the opportunities it brings, either real or perceived, will be the precursor for potential attrition.  There can be no confusion – a confused team will not commit, they will limit the amount of skin they put in the game.  What is published and asserted must be validated by what is actually done.

Culture is caught not taught.  The culture that is loudest will prevail.  This means that there must be a continual and consistent promotion of the chosen culture and KPI’s that reward those who embrace it.  Behaviours that are off-culture must be addressed immediately and without exception.

The culture of an organisation that encompasses the WHY, VISION, VALUES and NEEDS must always be front of mind.  Install a culture champion(s) – someone whose charter it is to ensure that culture gets the focus it deserves, who has the ability to identify behaviour that is on and off culture and who is mindful of the changing needs of people in an ever-changing fast paced business environment.

If you need help creating an environment that will attract and retain great people, we can help you – our CULTURE COLLABORATIVE workshops are designed to do just that.

 

Part 3 of this blog series considers the distinction between a high performing team and a team of high performers – how do you promote a sense of team while at the same time valuing the individual.  Click Here to read Part 3 of this series.

We believe you have everything you need to play your bigger game!  We work with people every day helping them to transform their thinking and vision, to breakthrough their comfort zones, to live their potential daily.

So, what is your bigger game?  What is your vision for you?  Are you in the game or watching from the sidelines?

The reason so many people choose a vision that is less than their potential, is that they ask the wrong question.  Yes, it is as simple as that!

When asked to visualise a future, which is significantly different to where you currently are – don’t ask how.  It is too soon in the process.  When you have no idea how to achieve this amazing vision, you will initially think it is impossible for you – you will see it as unbelievable.  In any case, if you did know how to bring your vision to reality, you would or could have already done it!

When you are suffering from “impossibility thinking”, this is when you ask ‘What if?” – what would be different for you, your loved ones, your friends, your team members, your customers, your community, if you achieved this outcome?  How would your journey change for the better?  As you answer these questions you begin to move from impossible to imagining the possibilities – a big shift in your thinking.  And as the “what if’s” become more vivid and inviting, you begin to become even more attached to the vision.  It is now a possibility.  You can see yourself as part of it – you are in the picture.

Now, that your vision is a possibility – it is time to ask “How?” The How is the plan.  Once you have a plan the vision becomes probable. It is even more likely to become your reality.

And then once you start to implement your plan your vision becomes more certain.  As the results come, your thinking moves organically towards certainty.

So you can see how an amazing vision can be extinguished at the first gate – simply because of impossibility thinking.  The right questions at the right time and executed planned actions will take the impossible to certainty.

The key to believing that you are capable of playing your bigger game – of living your potential – is this process of transforming your thinking from impossible to certain.

 

 IMPOSSIBLE  —> POSSIBLE —>  PROBABLE —>  CERTAIN

 

This is a great tool for living life to the fullest.  You are what you think and impossibility thinking is so very restrictive!  This is just one of the processes we use at our LIFE by DESIGN Programs as we work together to design a truly bespoke life for you.

 

Consider this… you are the CEO of YOU INC – you are leading you, the corporation.

YOU INC will have a vision, which will provide clarity and direction for you, the CEO who is leading the way.  You will be clear on where you want YOU INC to be in the future so that you have the right focus.  The vision will reflect the purpose of YOU INC – your WHY.  You would be clear on why you do what you do and what YOU INC‘s role is in that.  This WHY will be way bigger than what you do or how you do it.  This WHY will generate the passion, purpose and energy required for you to create a successful and sustainable YOU INC.  You feel aligned and you are not at cross-purposes.

You will have created a culture that mirrors your values, ideals and beliefs – a culture which supports the very essence of you and YOU INC.

The YOU INC brand will reflect the culture, the vision, the why or purpose so that it attracts those who you want to connect with, who will support you and YOU INC.  You will nurture those relationships and build a strong community and counsel.

You will have goals and strategies that will take YOU INC towards the vision you have planned.  There will be actions and timelines and measures in place to keep you accountable.

You will understand that YOU INC will never outperform you as the leader and so you participate in personal growth programs and continued learning.  You will understand what it takes to be a great leader.

You will know your strengths and your position description will reflect them – you will spend most of your time doing what you do really well.

And we could go on and on…

From a business’ point of view this all makes sense – it is simply good business practice that any successful CEO would employ.

 

So my questions are…

• Do you have a vision for you and your life?

• Do you know what your purpose in life is – why you do what you do?

• And your culture – could you clearly identify the values and beliefs that are non-negotiable to you?

• Have you considered whether your behaviours align with your culture?

• And who are you attracting into your life, what is your brand?

• How strong is your community and do you have your counsel – those people you turn to, who have got your back, who encourage you?

• Do you have goals, strategies and actions – and timelines to ensure that you can look back on a life well lived, a life you aspire to?

• And who will support you and keep you accountable?

• Are you practicing self-leadership?

• What are you doing about lifelong learning, what interests you and what will add value to you and yours?

• What are your strengths?

• And who on earth are you?

 

How many of these questions could you write down the answers to, without any forethought, straight off the cuff?

Too often we pay more attention to our businesses, our life roles, our jobs, our careers – what we do – than to ourselves, who we are and who we want to be.  We have an outward looking focus – noticing more about what others are doing and thinking, or what is happening in our environment – rather than taking time to get to know ourselves well enough to answer these questions.

We are the CEO’s of our lives – we are in charge!  It is our responsibility to design our own life’s journey – this is not something we can delegate or abrogate.

Our LIFE by DESIGN Programs provide you with the tools, strategies and insights along with the time and support you will need to come up with the answers to these questions and many more.

Find out more about our upcoming LIFE by DESIGN Programs – don’t delay – take this opportunity to design your life’s journey – take charge and lead your way.

 

 

[vc_row][vc_column][vc_column_text]How often, when you first meet someone and by way of starting conversation, you ask, “ What do you do?”  And how often, is the reply a story about their business and their role in it?

The thing is… many business owners don’t see themselves as an entity or being separate from their business.  The business defines them.  Without the business – who on earth are they – there is nothing else?  Over time they have dissolved into the whirlpool of business, spinning endlessly with not a skerrick of control.  The more you hand control of your life over to your business, the more you do and the more time the business demands.  If you are your business, then so it must be.  Or so it seems.

This is not sustainable.  The inevitable outcome is a complete disconnection from the business or from life.  Sustainability in business requires the owner to retain a separate existence – to see the business for what it is… a vehicle which serves your life – one avenue (one of many) through which you meet your human needs.  There is no need to lose in life to win in business.  In fact you must win in life to have a business that is winning in a sustainable way.

Take heart – there is another way – a better way.  If it is possible for me it is possible for you … it is just a matter of knowing how.

The first step to finding out how, is to complete our BUSINESS FITNESS ASSESSMENT.  Find out how FIT your business actually is, instantly.  Try it now – it’s Free!