Modern Leadership: Embrace Collaboration and Focus on Core Value

1. Encourage Team Collaboration and Flexibility: Create a safe space for the team to experiment and adapt to changes. For example, if a major partnership fails, brainstorm new strategies together, assess risks, and choose a fresh plan of action.

2. Focus on Core Value Delivery: Understand and communicate the core value your business provides. For instance, if you offer internet services, emphasize how it helps customers with tasks like scheduling appointments or ordering food. This helps the team see their role in delivering this value.

By GREG DAVIS | JUL 23, 2024
Read the original article at ENTREPRENEUR

News

Boosting Productivity: Effective Team Management Strategies

1. Identify High-Value Activities: Focus on tasks that directly drive growth and success. For example, strategic planning and product development are high-value activities. Use tools like the Time Value Matrix to categorize tasks and prioritize the highest-value ones.

2. Communicate Priorities Clearly:: Ensure everyone knows their roles and how their work contributes to the company’s goals. For instance, set clear, measurable goals for team members and maintain regular communication to keep everyone aligned and focused on important tasks.

By David Finkel | JUL 27, 2024
Read the original article at Inc.

Maximizing Team Success: Setting Clear and Focused KPIs

1. Set Clear, Actionable KPIs: Define specific targets for your KPIs and act on trends. Example: If a sales rep consistently misses the 50 calls per day target, address the issue or, if they exceed it, share their successful strategies.

2. Focus on What Matters: Limit KPIs to 3-5 core indicators to keep your team focused. Example: Instead of tracking every minor activity, focus on key goals like increasing customer satisfaction or reducing costs.

By Andrew Davidson | AUG 7, 2024
Read the original article at FORBES

Beyond the Usual: Unique Hiring Tactics Every CEO Should Know

A VP assumed that sending an employee abroad would strain them, but the employee actually loved the challenge and autonomy. By becoming more externally self-aware, the VP learned to offer more high-risk projects, which increased engagement and trust. This shows how challenging assumptions about employee experiences can unlock hidden strengths.

A Babson College professor tested his external self-awareness by predicting his children’s favorite Disney moments, only to find out they valued simple activities like swimming. Similarly, many leaders misjudge how their teams experience decisions. Learning to ask and listen can help leaders better align actions with team values.

By Richard Triggs | SEP 24, 2024
Read the original article at FAST COMPANY

Related Posts