As leaders, we spend so much energy working on critical thinking, conflict resolution, problem solving and ultimately value creation but imagine if we use that energy to focus our team. These are just a few examples of areas I’ve tried to focus on [leveraged from someone else...no shame here] so feel free to try yourself.
Paid Well: relative to peer performance, are your team member’s compensation packages competitive?
Promoted: have they been promoted within the last 2-5 years?
Mentored: does everyone have a coach or mentor assigned specifically to them?
Challenged: are they working on projects that stretch their capacity?
Involved: are you intentionally ensuring that everyone contributes?
Appreciated: when’s the last time you individually recognized your team members?
Valued: what are you doing to make your team feel comfortable. Do they feel like they are needed?
Mission: are you spending time on developing their growth and supporting their aspirations?
Empowered: how generous are you with your autonomy?
Trusted: when was the last time you asked for or provided transparency?
Imagine what would happen if everyone in your team scored a 5 out of 5 in most of these categories....the results would be MAGICAL!!
As a leader, It’s not always possible to hand pick your teammates but it’s definitely required that you deliver results with the team you have. I believe that everyone is a “10” at something and the core responsibility of the leader is to help each member to align to their SWEET SPOT.
In one of my more rewarding projects, I led a group of men that were awesome as individuals but disjointed as a team. We first developed a model to align everyone to what they enjoyed doing the most and then we went to work. The team dynamics were magical and it was if the right hand knew what the left hand was doing and so forth. Now it wasn’t perfect but it was more concise and we felt accomplished going home everyday. The key was that we were all operating in our sweet spots and was able to give our best because we worked in areas of strength.
What is DIVERSITY of THOUGHT?
The idea that our thinking is shaped by our culture, background, experiences, and personalities is core to the concept of diverse thought. Organizations that bring together people who think differently from one another—for example, analytical types with creative ones, “big-picture” folks with the detail-oriented ones—can create conversations that stimulate new ideas and drive efficiency.
Why is it GOOD for your BOTTOM LINE?
A recent McKinsey study shows, “Companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians.” Additionally, a 2015 study from Bersin by Deloitte showed that diverse companies had 2.3 times higher cash flow per employee over a three-year period than non-diverse companies did.