CREATING AND MANAGING EFFECTIVE TEAMS: We know how to talk to our Team, but do we know how to communicate with them?

Creating and Managing Effective Teams

with Dave Muraco

Often times we say we know how to communicate, with our co-workers and team members. The truth is we know how to talk a lot, not really how to communicate. There are many different ideas, and the research done on this topic shows information that is truly shocking when you look at the numbers.

• 55% of impact is determined by body language—postures, gestures, and eye contact.

• 38% by the tone of our voice.

• 7% is the spoken word.

This breakdown can bring new light to the way we communicate on so many levels with our teams. Whether we are the CEO, a department head or manager, communicating effectively will either lead or destroy the team. How many times have you felt misunderstood and could not figure out why. Maybe the reason is that when you said whatever it is you said, you were portraying some type of body language that made the other person you were talking to think something totally different. Or you are trying to talk with someone when on the phone with someone else. The list goes on and on, and until you stop and take a good hard long look at this issue, you will be talking and never communicating. In order for you to work more on communication you need to apply these few simple steps:

1. Listen – you can never truly communicate with someone if you do not hear them talking to you.

2. Process - take time to reflect on the information before answering the questions

3. Discuss - make sure your co-workers and teammates have the opportunity to be able to talk to you about anything.

4. Follow through – is everything, when you deliver on your promises you are saying you are someone of integrity and character and that goes along way in Team Building.

5. Come from the heart – when it is your time to communicate back to someone nothing is more powerful than speaking from your heart. It allows you the opportunity to build trust and show them you really mean business.

Bottom line to all of this is quite interesting: People don't care how much you know, they want to know how much you care. Communication is the key element that allows you to build that winning team.

Remember be positive, be real and live your life In The Zone.

For more information, please visit Dave's TNNW Bio.





Published by THE NATIONAL NETWORKER Newsletter. All rights reserved. Subscribe Free For Your TNNW Newsletter and THE BLUE MONDAY REPORT! - Click HERE.
The National Networker Companies
Forward/Share This Article With Colleagues And Social Media:

CREATING AND MANAGING EFFECTIVE TEAMS: We know how to talk to our Team, but do we know how to communicate with them?

CREATING AND MANAGING EFFECTIVE TEAMS: Chemistry creates your Teams Destiny.

Creating and Managing Effective Teams
with David Muraco, CPCC

When major sport franchises set out to put together a winning team there are many factors that go into the decision making process. No different than in any major company or for that matter any size business. Let's take for example the most storied franchise in sports history The New York Yankees. With all opinions aside, let's look at the way they put their teams together shall we? In the late 90's they were a team comprised of a core group of players developed in their farm system coupled with a select group of players from other teams. The question is were they the most talented team on the field in every position? The answer is quite simple No. From position to position they clearly were not. Building an organization is a lot like building a baseball team, when each individual does his job well, the team has tremendous success. The pitcher cannot make the play at shortstop and the catcher cannot run out to center field to make the catch. No different than in the board room; each person focusing on what they can control leads the team to their greatest success.

Finding the right balance is critical in building a winning team. During the late 90's The Yankees were fortunate to keep most of those players together and the results were 4 World Championships in 5 years. But then a funny thing happened (I have seen it, time and time again not only in major sports but in all types of different organization trying to build the best team) they think in order to keep winning they need to bring in the most talented individuals instead of finding what is the best fit for the team. So the The New York Yankees spent the most money every year for the next 9 years before they won again. How does that happen? They had the most talent and the highest payroll. The answer is simple but one that no executive wants to face, the best talent does not always equal the best team. Even though The Yankees brought in some extremely high priced talent; it did not serve in the best interest of the team. Flash forward to 2009; they once again spent the most money and brought in more talent, but it really was not the new talent that put The Yankees over the top. It was the same core unit that has been with them the longest as well as some key players that were not even suppose to be on the team this year. Showing us without a shadow of a doubt that chemistry is the key component when building a winning team.

After it was over every player interviewed said just about the same thing. “You have no idea how hard it is to get here, no idea what it takes.” Well by know we should know what it takes.. It takes a group of individuals with the same mindset empowering each other, challenging each other and pushing each other to the limit. Willing to do their jobs to the best of their ability no matter their talent level so the team can reap the greatest rewards. The greatest players in the world are simple that Players. The greatest teams in the world are remembered FOREVER!!!

David Muraco, CPCC


For more information, please visit David's TNNW Bio.


Published by THE NATIONAL NETWORKER Newsletter. All rights reserved. Subscribe Free For Your TNNW Newsletter and THE BLUE MONDAY REPORT! - Click HERE.
The National Networker Companies
Forward/Share This Article With Colleagues And Social Media:

CREATING AND MANAGING EFFECTIVE TEAMS: Chemistry creates your Teams Destiny.

WORKING WITHIN: Five Blinding Flashes of the Obvious

Working Within with Leanne Hoagland-Smith

Of the 130 plus million U.S. labor force, one third of them are baby boomers and represent the largest demographic within this labor market. As these soon to be retired workers leave employment, most businesses will be facing a critical human capital talent gap. #1 Blinding Flash of the Obvious

Looking at the K-16 educational experience, there is far more focus on acquiring knowledge and skills than developing good attitudes and habits. This focus continues in corporate America where training is still about technical skills while people or soft skills have perceived little to no value based upon the emphasis within existing training curriculum and budgets. Yet when analyzing performance failure such as in sales, customer service or management, the question to be asked is not “Do they (employees) know it, but rather do they want to do it?” #2 Blinding Flash of the Obvious

President Teddy Roosevelt was quoted as saying “No one cares how much you know until they know how much you care.” #3 Blinding Flash of the Obvious

Business research continues to indicate that people leave managers and not companies. #4 Blinding Flash of the Obvious

Additional research by the HayGroup suggested that worldwide one-third of the workforce was thinking of jumping ship to work somewhere else given the first four Blinding Flashes of the Obvious. #5 Blinding Flash of the Obvious

All of these Blinding Flashes of the Obvious can be traced back in many cases to failed internal networking where mutually beneficial relationships have not been maintained. From the top down to the bottom up, many individuals feel devalued and disconnected from the organization. These feelings create distrust and distrust breeds fear. Fear creates uncertainty resulting in people leaving the organizations. This migration or what others call turnover costs billions of dollars annually including:

• New hiring costs estimated at 1 to 3 times the annual salary
• New training costs estimated at $750 to $1,500 per person per year
• Additional costs such as unemployment taxes, etc.
• Lost customers to lost productivity
• Lot more stress increasing health care costs, absenteeism, etc.

Within many small to large organizations, silos (think turfs) are created. Everyone is concerned about his or her immediate turf area and cannot see the entire football field so to speak. For example, the inside sales manager for a 15 person industrial wholesaler cannot get the Warehouse manager to make a delivery because it would mean overtime. Yet the client who needs the material is a significant long-term customer with a pending multi-million dollar contract. The salesman does not want to be disturbed because it is not his job and it’s the responsibility of the warehouse manager. Everyone is protecting her or his turf and bottom line the company loses so everyone loses.

One of the activities I share with CEOs to department managers to small business owners is to ask them about their employees. The purpose of this activity is to illustrate how well the employees are known by management. If you, as the owner or manager do not know simple information about your employees, how can you create mutually beneficial relationships?

Years ago, many companies provided opportunities to know fellow co-workers a little better. These events usually happened in the summer and in many cases involved picnics with associated team activities including: baseball, horseshoes and volleyball. By having these internal networking events, employees had time to play together and learn a little more about who they were working with.

Now is the time to invest in your internal customers (a.k.a. employees) before they leave you for greener pastures. Through internal networking and creating opportunities for your team (employment force) to interact will only strengthen your organization, create a culture of mutual trust and keep you from having one of these Five Blinding Flashes of the Obvious.


For more information, please visit Leanne's TNNW Bio.


*******
Posted to THE NATIONAL NETWORKER (TNNW). All rights reserved.

To subscribe for your free TNNW Newsletter, go to http://www.thenationalnetworker.com/ For the complete National Networker (TNNW) Relationship Capital Toolkit and a free continuous RSS feed (available either by traditional RSS or by direct email), go to: http://thenationalnetworkerweblog.blogspot.com/

You are also invited to click our buttons:




-------
Forward/Share This Article With Colleagues And Social Media:

WORKING WITHIN: Five Blinding Flashes of the Obvious