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I’m going to make a bold statement, and I am sure you will agree with me. The reason we have had so much success with our teamwork program is because we have opened some eyes. I had an epiphany recently regarding leadership: how can you offer leadership training and never teach teamwork? How have most business leaders missed it? The very word leader implies you are in charge of a group of people focused on a common goal. Here is my bold statement: all leadership trainings that don’t include a teamwork strategy or technique are incomplete, shallow, and lack substance. If you’re going to be a leader in today’s marketplace, your whole challenge is leading a team effectively. Your respect doesn’t come from your Armani suit and your success doesn’t come from your haircut, slicked back hair, or St. John outfit. If you want to be respected and admired, you had better become an expert on teamwork because that is what your career hinges on. It is more challenging to lead a business today than it was five years ago. Don’t lose your lunch because you don’t know what you don’t know.

Your greatest leadership skill will require you to do two things: recruit, develop, and retain top talent. Once your team is stacked with talent, your second job is to work as a unit to grow the business together.

Success is a team sport, so your team is more important than anything you have—including you. It takes teamwork to make innovation a reality. It takes teamwork to deliver excellence to your clients consistently. It takes teamwork to solve problems, build capacity, and launch new products. Everything you want to accomplish in business and in life will require you to become an expert on teams. You can learn how to build an amazing culture by instilling pride and loyalty into your team. We all want to reach our potential according to Maslow’s hierarchy, but self-actualization requires the right environment, the right fit, and the right team. Your self-actualization will require you to become an expert on teamwork. Success is a team sport, and you are the coach. Let’s get to work. In our leadership training and programs, we don’t just teach leaders about teamwork—that is where we start because we believe any leadership training that doesn’t cover teamwork is incomplete.


Click the button below to receive a complimentary iTeam Audio Download where I teach you how to:

    • Build trust and respect between team members.
    • Collaborate and best use of each team member’s talents.
    • Ignite mutual understanding and respect.
    • Delegate tasks in a way that magnifies strength.
    • Build micro-teams and how to fix dysfunctional teams.
    • Boost employee engagement and job satisfaction.

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As we delve deeper into teamwork and you try to figure out your team, you need to figure out you. As a leader, you are the nucleus of your team, which means you must figure yourself out before you can build a high-performing team. I just got off the phone with a previous client who was looking to bring me back for an encore presentation. He said, “Walter, we heard your keynote. Do you have a new program?” He was about to retire from leading this organization for over 30 years. I told him absolutely! We have a brand new teamwork program that is taking the business world by storm. I explained each position to him: the innovator innovates, the implementer implements, the instigator instigates, the improvers improve, and the executors execute. He told me that was perfect for his group. I noticed a slight shift in his tone as he took on a melancholy mode that I could feel over the phone.

I couldn’t read what was wrong. Maybe he didn’t think our new teamwork framework was as good as I did, but he said he thought it was brilliant. As I pondered why his mood had shifted, he finally confessed. “I have been here for 30 years, and I just realized that I am an innovator, but my job required me to be an implementer. For 30 years, I have played out of position. That explains why I liked my job but never loved it.”

When we talk about employee engagement, job satisfaction, attrition, productivity, and all of the buzzwords that HR loves to throw around, it all boils down to your ability as leader to get your people in the right places so their innate attributes work in the context of their job. If you have someone playing out of position, you will never see that person at their best. I didn’t have to diagnose my retiring client because he came to his own conclusion. All I did was give him the context to understand how we are all wired and how critical our innate attributes are to fulfillment and productivity. I wonder if he will hold off retirement to allow his natural gift of innovation to operate for a few years. I am sure he will much more engaged and productive. The question for you is simple. Are you a natural innovator? Implementer? Instigator? Improver? Executor? You may be able to do a few well, but which one is primary? Once you understand yourself, the next job you have is to fill the other leadership positions with professionals that complement you.


Click the button below to receive a complimentary iTeam Audio Download where I teach you how to:

    • Build trust and respect between team members.
    • Collaborate and best use of each team member’s talents.
    • Ignite mutual understanding and respect.
    • Delegate tasks in a way that magnifies strength.
    • Build micro-teams and how to fix dysfunctional teams.
    • Boost employee engagement and job satisfaction.

[ut_button color=”turquoise” target=”_self” link=”https://dq197.infusionsoft.com/app/form/e1b4cc02568f76c08c8f5e3ee206079d” size=”large” ]Get Your Complimentary iTeam Audio Download[/ut_button]

 

To build great teams, we need to look no further than a person’s skills. Your professionals must be talented and skilled; however, we also must consider their attributes as a professional based in our iTEAM model. Your professionals’ attributes is the basis of team chemistry. There is a huge void in the organizational development space because no one really approaches the subject of teamwork quite like we do. I believe that chemistry is created if we look below surface skills and focus on innate attributes at a much deeper level.

With our iTEAM approach, you will be able to take a deeper look at how to build a team. Let’s approach it this way. Have you ever hired a person that you once thought was a perfect fit only to end up being a nightmare hire? Why were you so wrong? I’m not saying they were a bad hire because they were heavy drinkers, made inappropriate remarks, or were had character flaws. I’m talking about hires that were good people, very professional but they just didn’t fit your culture or your team didn’t get from them what you hoped. The only feedback I hear in this scenario is: “He wasn’t a good fit. She wasn’t a good fit.” The entire business world has accepted that as a good explanation without digging deeper.

Being a thought leader, I’m always asking the question, “Why?” I firmly believe that you should ask why someone was a bad fit because you don’t know if your next hire will be another bad fit. Have you accepted bad fits as the cost of doing business? What if we could give you some intelligence to protect you from ever hiring a bad fit again? Would that be valuable to you as a business leader? What if we could eliminate bad fits completely from your business experience and environment and replaced it with “great fits” “perfect fits” each and every time you on-board a new person?

Based on my 15-year experience in helping organizations build successful teams, I have learned that executives don’t have a solid framework for building teams. They just look at resumés to determine which applicant has strong credentials and extensive experience and then they roll the dice….that’s pretty much it.

Our iTEAM model will help you find a suitable candidate or a current team member by examining their innate capabilities and not just their official job title or experience. There is a much more intimate connection between job function and what a professional actually does. Ror example, I know that you have a COO in charge of operations but what does she actually do? Innovate? Implement? Instigate? Improve? Execute? Once we look deeper into their innate skills, we gain more intelligence about, and appreciation of, that professional.

And as you begin to understand each member of your team, you will be able to build a balanced team with balance through our iTEAM system. Companies make mistakes when they fill positions based solely on titles and experience. Don’t ever hire another bad fit again by using our system; better yet, you should know exactly why a person is a bad fit to the team to make sure you that you don’t make the same mistake twice.

My hope is that you hire the perfect fit each and every time. Your management team needs to have a balance of all iTEAM roles in order to perform at a high level. Bad fits can almost always be traced back to an imbalance. If your team has too many instigators, you need to hire more improvers. If you have too many innovators and not enough implementers, your next hire needs to have a great resume with great experience but he/she needs to be an implementer if you expect that person to be a good fit. You will be able to build your team’s chemistry once you our iTEAM model and build a balanced team. Almost all of your problems as a business leader can be solved by knowing how to build, repair and fix broken teams. Success is a team sport and your employees are your most valuable assets, so you always need to make sure that you get the right people appointed to the right places. And if they aren’t, we want you to know why.


Click the button below to receive a complimentary iTeam Audio Download where I teach you how to:

  • Build trust and respect between team members.
  • Collaborate and best use of each team member’s talents.
  • Ignite mutual understanding and respect.
  • Delegate tasks in a way that magnifies strength.
  • Build micro-teams and how to fix dysfunctional teams.
  • Boost employee engagement and job satisfaction.

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There is no language in the business world about what a professional does. What good is a title if we don’t understand what a professional is gifted at doing? The key to employee engagement, chemistry, and productivity is taking that next step as a leader and understanding what your talent is. There are many similarities between sports and business: competition, preparation, goal setting, and teamwork are required of both. The gap I fill is helping the business world know and benefit from what the sports world already understands. Slotting a player into a position takes about 15 minutes, but understanding what a professional does and where they fit is where the magic happens. In my 15 years as a peak performance and teamwork guru, I’ve told many people that you can’t build a team with chemistry if you don’t know what a person does innately. How can you build a team around you if you don’t know what you do?

In basketball, there are a lot of point guards, but they are all very different. Russell Westbrook, a perennial all-star and an NBA superstar, is an athletic, hard-charging, ball of energy. He plays with a relentless and reckless abandon that has grown on most basketball purists. Steph Curry, another point guard and MVP, is very different. He is an excellent shooter with amazing intelligence for the game. They are both amazing NBA point guards, but they couldn’t be more different.

If you take a look at your org chart, you have a bunch of titles in your organization. However, your task is to determine what each professional does and how each person fits. We started by asking what you do. How do you influence your organization? I know you are an executive, but what do you do? The first flaw that I saw in business leadership was that leaders weren’t perfectly secure in their own skin. How can you build a team around you if you aren’t completely sure of yourself? Once you know what you do, it’s about backfilling your organization with the right balance of abilities and strengths—not titles.

It’s a puzzle to build a team, but as a leader, you are the first piece we need to figure out. Building teamwork is no different. This puzzle has five pieces, and every department needs to have each of these pieces represented with the right balance.

Our teamwork concepts will save you the lost time and frustration of hiring the wrong person. Our teamwork principles and strategies will empower leaders with self-discovery and a new language to empower leaders to build, repair, and equip your team to thrive. The benefits are increased production, increased employee engagement, less attrition, better hires, and more.

Your job is to analyze—with our help—each person on your org chart by what they do so that each piece fits and works in harmony.

That is what makes sports so exciting: athletes express themselves differently, and the coaches and GMs make it all fit. This is a tough task, but it should be exciting to finally have some language to help you build your teams and kick some real butt.

If you are a leader, this is your job. With iTEAM, we are about to teach you a strategy that will empower you to build winning teams in your sleep—and fix broken teams too. In fact, after I am done with you, you will be able to teach HR a thing or two about teams. You can’t be an effective leader without understanding and becoming an expert on teamwork.


Click the button below to receive a complimentary iTeam Audio Download where I teach you how to:

  • Build trust and respect between team members. 
  • Collaborate and best use of each team member’s talents.
  • Ignite mutual understanding and respect. 
  • Delegate tasks in a way that magnifies strength. 
  • Build micro-teams and how to fix dysfunctional teams. 
  • Boost employee engagement and job satisfaction.

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