According to Nadler, the main reason that executives fail in their leadership role is due to their inability to properly build and lead a team. To illustrate this point, the author features Paulette Jones, Director of Technical and Strategic Business Development of NMB Technologies Corporation and a star performer and leader in teamwork and collaboration. She shares 10 Secrets & Current Practices:
1. Start the Day with “An Attitude of Gratitude.” Jones suggests making a mental list of everything that an individual is grateful for and doing this in the morning. Then, arrive at work feeling uplifted.
2. Focused Greeting of People. Jones always greets people by making them feel she is glad to see them and views them as important.
3. Communication. Everyone on her teams is aware of goals and has accurate and up-to-date information at all times. This creates an atmosphere of ownership and common vision.
4. Red Flag Meetings. All team members attend these short meetings daily. Red flags are identified and resources are quickly allocated to address the concerns.
5. Revenue Gap Meetings. These meetings are meant to identify the current revenue for each customer, the individual customer forecast for that month, and any specific actions needed to close the ‘gap’.
6. BAT Team Meetings (Business Acquisition Teams). Each team of four or five members from different departments is assigned a major strategic account and charged with creating a comprehensive profile and specific actions. The intent is give team members who usually do not deal with sales a sense of ownership and a beneficial learning experience.
7. Team Meetings. These meetings are mandatory for all team members and are held twice monthly to foster collaboration and new learning experiences outside the realm of daily work demands.
8. Continual Process Review. Processes across the company and within departments are documented and subject to continual review and refinement. Teams of employees dealing with a particular process are established when a problem is identified and adjustments are needed.
9. Valuing Staff. Jones believes “in the value of each individual on the team.” She makes it a habit to check in with each member of the team on a regular basis to reinforce the fact that she cares and values each member’s efforts.
10. Humor. Humor relieves stress and creates group cohesiveness.
The author asserts that building teams takes a dedicated leader along with discipline, planning, and practice.
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