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Now that you have brainstormed with key employees and other stakeholders to prepare your SWOT analysis, it’s time to cascade your goals along with its

importance to business growth and need for change.

State your vision, mission, expectations and share the importance of team collaboration. Be clear with what you will “need” from your team to achieve the new world order!

You can assign an individual goal with an overarching team goal. Depending upon that goal, you may need to inspect what you expect daily, weekly or monthly. However, always keep the team excited and up-to-date on the goal attainment. Once all of you are in a solid rhythm, challenge them!

Every job comes with less-than-glamorous responsibilities. But it’s important to balance out that grunt work with challenging assignments, too. When you only dole out repetitive tasks (or tasks beneath someone’s skill level), you’re conveying that you don’t really need his or her specific, individual talents. (Come on, anyone could update a client information spreadsheet!)

On the other hand, when you assign an employee a challenging task and actually put your trust in him or her to see it through, what you’re saying is, “I know you’re capable of this, and I trust you to do a great job.”

I’ve found that it’s important to consistently find new ways to challenge an employee; whether that means developing new projects specifically for their talents or just being more aware of what each person does best and assigning tasks accordingly. In addition, carefully select employees for the task of training new hires. Giving people this responsibility conveys that you not only think they’re doing a good job in their everyday work, but that you want incoming employees to develop their same habits, skills, and attitude.

Also pay attention when a client sends you an email to share the amazing experience she had with an employee or when someone from another department lets you know “Jane helped me find the marketing strategy I needed, she’s great!” Then, share it.

Whether you do it privately (via a one-on-one conversation or email) or in public (on a company message board or during a team meeting), you’ll let your employees know that they’re making an impact on clients and co-workers and they’ll be reminded just how important their work is.

Recognition, Recognition, Recognition

To boost team morale, it’s great to do something for your entire team, like catering lunch or bringing in donuts. But if you’re aiming to show your appreciation for an individual, it can easily get lost in these types of group celebrations.

In one fell swoop, your top salesperson and newbie intern have just been rewarded with the same exact thing: a slice of pizza. Guess how valued your top employee is going to feel?

Recognizing Individuals

To truly make individual employees feel valued, it’s OK to single them out and reward them according to their accomplishments… and with something that the rest of the team won’t necessarily get.

For example, if an employee’s gone above and beyond developing an internship program for the summer, let him or her skip out on a day of work to attend a recruiting event at a nearby college. Or, pinpoint an employee to attend a conference on your behalf. I’ve found that even simple, small gestures go a long way: If I have an employee who’s done something exceptional during the week, I’ll pull her to the side and let her leave work an hour or two early on a Friday afternoon.

Of course, you don’t want to snub the rest of your team, and you certainly don’t want to play favorites although, it’s important to pay attention and actively look for opportunities to reward all the members of your team.

However, individually recognizing your employees for their specific achievements will spell it out, loud and clear: They really make a difference to you and your business.

Lack Luster Trends

Even if your team is trending slowly toward their goal, be positive and encourage them to proceed with creative vigor. You are their coach, so you must become an inspirational leader and a leader that your team will triumph for.

Once the message of the “New World Order” has been delivered, observe and acknowledge the behaviors that you would like to see more of, and encourage the team members that may be challenged.

One last thought, Get Out Of The Way!!! Check-in with your various teams however, nobody likes to be micro-managed. Allow them the creative energy to make a difference with you as their coach!