When I teach a class or present a talk on teamwork, I’ll always mention the old saying, “There’s nothing but ‘I’ nor “U” in TEAM.” As clockwork does and as if it were created from the laws of physics, one person will shout, “Yah, but there is an ‘ME”!” I will then ecstatically respond, “YES!” My attentive audience member is correct, and”ME” is a word that “ME” is located within the term “TEAM,” and that’s precisely what leaders must be striving to find the “ME” within the teams they lead. The importance of encouraging”ME “ME” is acknowledging the efforts and contributions of individuals that add depth and diversity to any team activity. Each team member has their own set of talents, skills, and capabilities to the team. If they would like their teams to achieve their goals, they must promote that individuality and remember: “It’s all about the “ME!” Here are a few easy ways to help encourage your team’s “ME” and help propel your team up to the next step:
To let forth the “ME,” it’s essential that leaders establish an environment of trust and collaboration by serving their team. Members of the team should be aware that you’re with them all the way, based on the actions you take and not just your words. If we are looking for the imaginative illumination that is derived through your “ME” group members, the leaders have to display their personal. Invoking your own “ME” as an example of leadership sets the standard for others and displays the authenticity of your leadership. While letting your inhibitions go and revealing your authentic “ME” could be unwise, it’s the best method to be able to serve.
It’s not enough just to accept diversity. Leaders must accept diversity. Accept it with open arms, take it in, hug the thing, squeeze it, and don’t give it up. We should be open to all aspects of diversity. Not just the variety we observe as a result, but as well (and equally crucially) the diversity of fresh ideas and ideas. This is the essence of helping people to be the “ME.” Bring the “nay-sayers” into the group, and bring the resistance and bring them all along. They all have something to offer. The more diverse the team, the more the level of thought and actions. Be wide and deep with diversities!
While it’s important to recognize the whole team for their hard work, it’s equally crucial to reward those who have put 100% of the “ME” into the project. It’s crucial to keep in mind that there is a delicate balance that must be maintained in this endeavor. The leader must be aware of who did what, how they performed it, and how it has impacted the team, and, most importantly, make sure that they do not leave anyone “ME’s” to be left out. This is the reason that we “Serve” the group first. We are leaders of the importance of serving because we’re there. It provides us with the depth that we require to be precise and genuine when we praise. If you would like to experience it again, you need to acknowledge it!
“ME” or “ME” in a team is about investing – the leaders and team members putting their time into the process, project, and one another. It’s possible to complete the task without it; however, it doesn’t have the shine it would get when everyone puts the effort to be their “ME’s.” It’s a lot like the difference in eating packaged cookies as opposed to. Homemade. They’re good and be a great way of satisfying a craving. However, home-baked cookies have that added sweet, delicious taste that makes people come to return for more. This is the result of an investment from the individual and sharing their unique skills. It was developed by “ME.” Make sure you invest in your team today and be aware that this is all about “ME!”