An under performing employee is something every manager or leader will have to face sooner or later, but what’s the best approach? Some will tell you that poor performance is solely down to a lack of ability or self-discipline. Others will duck the issue and just try to remain ‘friends’ with everyone on the team. As with everything in business the balance lies somewhere in the middle.
Imagine the life of the team … motivated, working well together with a can-do attitude, and a clear purpose. And, to top this, the team consistently achieves effective and satisfying results without intervention by the team leader.
Well, maybe not.
Successful teams know where they’re heading. They know that success takes a lot of work … and a share of mistakes along the way.
Leaders who mean business start with the team vision and make this relevant by making sure it helps the team get closer to achieving a business objective.
But what makes the team vision so powerful?
In fact, it’s still the best method for encouraging people and teams to reach their full potential. Coaching helps the team grow. It encourages self belief and self-development, and promotes self-sufficiency in the team.
Stick with me and I will give you concrete guidance that’ll have you asking the right coaching questions and see the team grow.
Want to build a high performance team, and go from good to unstoppable?
Start with loyalty first.
Of course, you’ll need to put in place the basics of team management: setting objectives, organising people, motivating and communicating, measuring performance and developing people. Then, be a true leader by shaping the team and creating a unique identity.
If you’ve ever worked with other people you’ll know that many groups never reach their full potential. They get stuck. They go round in circles. They never transform into a team.
Ask yourself this: Has your team reached its full potential? If not, read on and discover some of the “secrets” to improving team performance.