Do you remember the dodgeball games which we took part in during physical education classes? The teacher would choose two children to captain the teams.
The captains took turns selecting the players they would like to join their teams. They first picked the top athletes. Then, they picked their buddies. When they reached the final phase of their selection, they attempted to select the most desirable of the group until there was only one child left. The one who picked the last felt as if he was an outcast.
Now that we’re leaders, we’re faced with similar decisions. How do we build an effective team? Do we select our team members from loyalty? Do we select the ones with the highest qualifications?
Some have even picked the most unqualified due to the misconception that they are ministering to candidates for jobs. However, to truly help others, we must be able to count on a team of qualified individuals. When selecting the right people for your team, be sure to remember the ASK. ASK. As opposed to people who volunteer, ASK candidates are recruited due to their character abilities, knowledge, and skills, which are the three elements required for players to make a winning team.
Attitude. If we recruit people with a positive attitude, we can train them to be able to tackle any challenge. A positive attitude can assist a person in overcoming the most challenging situations. People with positive attitudes have a strong work ethic, are motivated to achieve their goals, and push through despite the obstacles. People with negative attitudes are disengaged, depressed, and self-absorbed. However talented they are, they don’t add up to anything.
William James, a 19th-century philosopher and psychologist, wrote, “The greatest discovery of any age is the fact that humans can change his life simply by changing their attitude.” People who have positive attitudes can be taught, corrected, and can be redirected. Sales managers frequently say that they’d like to recruit those who are “hungry.”
These aren’t talking about a person who has to eat. They’re talking about somebody who wants to go out there and market or be driven. They’re talking about an attitude.
Skill. If the church requires an organist, The church requires people who can play music, stay on time, and collaborate alongside another musician. However, there has to be an equilibrium between skill and attitude.
Ginger Rae and Donna Lowe, Human resource consultants, said, “We hire people for what they are, and then we dismiss them based on the person they are.” Their abilities are what they know. Their attitude is what makes them who. A teenager who’s eager to play but who is positive and optimistic will not be able to make it through Sunday mornings. Also, who would worship the sounds of music played by a master player who has a negative attitude? It is essential to find a balance.
Knowledge. A person with an excellent attitude, outstanding skills, and also vast expertise is the ideal worker or member of the team. People with knowledge and skill are able to fix the problem and then explain why it was broken initially. However, knowledge without experience is the same as a physician who can identify a condition but isn’t able to treat the condition.
Candidates who have the right balance of ASK must be asked what they’d like to accomplish. If they’re placed in jobs that don’t fit their personalities and desires, They won’t be efficient.
People are more productive when they are enthusiastic about what they do. Always make an effort to place people in positions that they are passionate about. Naturally, the best way to do this is to be familiar with them and be aware of their motivations.
Know Your Team
Once a team has been selected to join, you should spend some time learning about the team members as individuals. Mainly, take a look at the following four A’s:
Attitudes. They are who they are. Learn more about the person they are by analyzing the way they view their jobs and those surrounding them.
Affinities. What are they interested in? What do they enjoy? A few team members might be a fan of the previous leader. Knowing that those relationships are still in place can aid the current leaders in achieving an easy transition.
Anxieties. What triggers them? Who is the person who causes stress? If a specific executive is responsible for creating stress in the workplace, running interruptions could help them focus on their job. If the monthly report keeps them awake in the night, switching the report to a quarterly one will help them become more efficient.
Animosities. What exactly is it, and who are they that they do not like? Perhaps the previous bosses eliminated long lunches to allow employees to leave early. However, if employees don’t like this new policy since lunchtime is the time they usually run personal errands, a small change can make them more comfortable. Recognizing their anger will allow us to implement changes.
Leaders will only respond to the news if they are first aware of the information. Therefore, take the time to know your team.
Team Members Know
Team members are aware of who’s working and who’s not. If they are asked, they’ll make assessments on which employees do their job and those who do exceptionally effectively. A person who is underperforming within a team can lead to unwholesome conflicts. Knowing the situation from the viewpoint of the team members lets us make informed choices.
The team members know who the people who are toxic are. They are able to identify the person with the negative attitude or the one who seems to be constantly angry and the person who makes their life miserable. Removing them with positive and inspirational team members will make the whole organization work more effectively. They could even assist the team in reaching an extent they were previously unable to achieve.
Think about the fact that, while John The Baptist was still inside Elizabeth’s womb at the time, he didn’t leap at the sight of people who were not even in the presence. It was only when Mary visited with the baby who was miraculously inside her that John leaped inside Elizabeth’s womb. The lesson? Good things that are in the pipeline could cause your team to fly and leap.
Check out this quote from Charlie Crystle, founder of Chili! Soft One factor you must understand about starting a business is that people who are mediocre affect the top performers-they’re cancerous and must be get rid of them as soon as you can. Don’t be concerned about creating holes in your organization-excellent employees can be more productive if they are eliminated from their surroundings. The problem isn’t that we do not have enough people in the team, but rather that we don’t have enough people on the
Crystle, according to Crystle, we don’t have enough people on our team. If we inquire about our employees to tell us, they’ll be able to identify what the issue is.
We can get valuable information from our employees throughout the year. However, perhaps the best moment to do this is at the time of their annual reviews. They are able to use this time to provide us with feedback on the way things are going, and we can also take the time to address their issues. It is also when you have to make a decision on whether you want to keep, change, change the assignment, or let go of an individual team member.
Always hire slowly, but fire quickly. Many leaders regret not having dismissed people at the first moment they considered it instead of continuing to let a situation go on. I’ve never had a conversation with anyone who stated, “Gee, I wish I’d let him remain for a bit longer.” Most of the time, it’s the reverse. “Wow, I’m so glad that she’s gone. I wish I’d done that earlier.” Why do we continue to tolerate poor employees? When you first think about firing someone is the perfect moment to take action.
In the end, the annual evaluation gives us the chance to assess the entire team. Does our team have the group that we require to complete the task? Do we have a leader who can help us? Do we have the leaders we need to support us?
The leaders who brought us here could not be the leaders we’re looking for to make the most of the opportunities that are coming up. This is why choosing the right leader is crucial to the future.
Selecting Your Leaders
The most crucial decision we take is to choose the leaders to be part of our team. When we look for leaders, there are two traits that can be observed in the employees who are employed by us. They either behave and think like managers or behave and think like leaders. Leaders are able to think about the future, but they also look towards the present while they make decisions about what to do. They might think, “In the future, we must do this, and we’d best start by doing this now.” They are focused on the bigger image. They enjoy the idea of thinking in a new way and are frequently filled with big ideas. They are energized by change and can move swiftly after they have discovered new opportunities. They are leaders.
Open to taking the risk. They are people and ideas focused, and although they want people to enjoy their work, they don’t need to be able to get personal approval in order to perform their job.
Contrast this with a management mindset. Managers develop plans by working through the years to reach the current. They may say things like, “This is how we’ve always done it.” They take a micro-perspective of circumstances and look at the events as snapshots. They prefer routine thinking and protection of the status of the game. Contrary to leaders, they focus on what and when rather than the why and what. Managers have the power to control and direct and are affianced by the effects of change. If this happens, they take their time identifying obstacles to their path. They stay clear of risks, and their actions are limited to available resources. They are planning and system-focused, and they often require the approval of the people they work with and with.
When I say manager, I’m not referring to the word in reference to a job title. The people who hold the title of manager may behave as leaders or managers. The main difference is that managers are able to get the most from their own employees while leaders draw the most from others. That’s why great leaders are crucial. They are able to influence the entire organization at every level. If we can, we should recruit individuals with leadership qualities.
In my book”Who’s Holding Your Leash? The Most Important
The decision was made, and I went over the five most important qualities needed. The leaders (or the ladder holders) must possess the following qualities:
O Strong: They are able to manage instruction and correction.
Aware Pay attention: These people pay close attention to their surroundings and can learn quickly.
They are Faithful: They believe in their leadership.
Firm: Manipulative individuals are not able to blow them around.
A Loyal: They don’t challenge their leader’s motives simply because they disagree with his approach.
These characteristics are crucial since the individuals chosen for leadership positions will be in charge of the ladder. If they’re not quality individuals that are proficient in what they do, the ladder will start flapping in the breeze. We won’t be able to reach the highest point. However, if they’re the best ladder holders, then we won’t be afraid of climbing up as well as standing at the top level because we are confident that they’ll keep this ladder safe from shaking.
The most effective leaders do not need to be constantly reminded. They are deliberate in the way they conduct their tasks. They adhere to the goals of the company. They aren’t seeking out if there’s a better option out there. They are building our company instead of creating their resumes. To achieve that sort of performance that is reliable, Leaders must be trained. Only a few people are ladder holders that are certified and
trained. In the majority of companies, there are lots of followers and some leaders. This is why it’s vital to guide and build the potential of future leaders.