Recognizing outcomes—good and bad

Posted on Dec 23, 2013 | Tags: , | No Comments

Some teams rationalize and try to cover up missed milestones. Other teams forget to celebrate victories. Make sure you publically acknowledge both—it could be a victory dinner for a win or a learning lunch for a miss.

Do a belief gut check

Posted on Dec 17, 2013 | Tags: , | No Comments

As a manager, your job is to continually keep the team motivated by building belief in the work at hand. To do this, we recommend regularly taking the pulse of the team: Where is belief strong and where is it weak? What do people need to see to feel a deeper conviction?

Empathy can get you unstuck

Posted on Dec 9, 2013 | Tags: , | No Comments

When your team is experiencing someone as a roadblock, try explaining the situation from his or her perspective. It opens up new ways of thinking about the problem and can help you generate new solutions.

Find the sweet spot for team size

Posted on Dec 4, 2013 | Tags: | No Comments

What’s the best size for most teams? Usually from five to eight members. If your team is larger than that, you should have a good reason why—and a clear idea of the unique contribution each person makes.

Make decisions visible to all

Posted on Dec 2, 2013 | Tags: , | No Comments

Does your team struggle with keeping everyone informed about decisions? Consider making a decision board in your shared workspace—a place where you can jot down what the key decisions were and why you made them.

Grant trust before it’s earned

Posted on Nov 25, 2013 | Tags: , | No Comments

Want to forge a strong duo with someone right off the bat? Don’t wait for the person to earn your trust. When you first begin working with a new person, bring the same tone and warmth you’d use with a trusted collaborator. Doing this in the beginning of the relationship usually creates a self-fulfilling prophecy.

Small force, huge shift

Posted on Nov 1, 2013 | Tags: , | No Comments

Is your team feeling overwhelmed? It’s easy to get paralyzed by big forces getting in the team’s way. Try attacking a smaller negative force instead—it can dramatically shift the team’s outlook.