70% of Employees Report Lack of Mastery of Skills Required in Their Current Job. That should indicate both hard and soft skills need attention and focus.
Typically, soft skills are a much higher priority. Teamwork is the number one soft skill that is the least understood and has the most impact day-to-day. 75% of work is done through collaboration, but 70% of teams are dysfunctional. 86% of the project/goal failures are due to lack of communication and collaboration.
When I sit down with organizations to develop and implement training it’s amazing how quickly you see results and increased performance, teamwork, engagement along with a reduction in conflict and turnover.
What’s your training and development plan for 2019-2020?
Are focusing on the right areas? (Here are five key areas: https://www.google.com/amp/s/www.marketwatch.com/amp/story/guid/7FFEFEA8-12EB-11E9-BDC3-ED774D018C33)
How are you measuring it? Engagement surveys are helpful, but that’s just one small step. There are other methods that are more critical and informative.
There is a reason 99% of organizations are underperforming. The above is one reason why.
You can take quick steps to increase bottom line metrics without breaking the bank.
PS: If you have any training and development, I help organizations build out their plan, process and conduct training. Feel free to reach out for a quick consultation.
PS PS: Get my brand new playing cards for the #1 team building and performance game, Cards Against Mundanity. More than 12,000 employees are using it to increase teamwork, communication, performance, engagement and satisfaction. They also use it with customers, prospects and other key 3rd parties. Get it here: https://www.drivethrucards.com/m/product/272383
How do you build the highest performing and most engaged teams? Step 1 is building extreme trust. There is no step 2 if you don’t that. How? Vulnerably share experiences, values & other information in groups skyrockets trust in minutes. You create psychological safety and unbreakable chemistry by learning important information the closest person in your life doesn’t know.
Watch below and see what happens between strangers at SHRM HR Regional Conference I spoke at in Minneapolis.
You can learn more at jasontreu.com and get a free game you can use, Cards Against Mundanity. 12,000+ employees use it to significantly increase performance, teamwork and communication. Works with customers the same.
How does trust between team members translate to better communication and higher performance? And how can you translate your trust-building skills to your sales calls in order to build rapport quickly?
Listen to me discuss how to build it quickly with team members and in sales with prospects (and customers) on the Predictable Prospecting Podcast:
To explore these questions and more, Jason Treu joins today’s podcast episode. Jason is an executive coach who works with teams to help them build trust and communication skills and increase performance. He’s also the author of the book Social Wealth. Listen in to hear what Jason has to say about the top issues in the sales industry today, how to turn a team into a cohesive unit, and how to build rapport in the first few minutes of a phone call.
Episode Highlights:
The top issues Jason sees in the industry today
The importance of hiring
Whether any type of team can be turned into a cohesive team
Where to start in building a trust mindset
The trust-building process
Building rapport in the first few minutes of a call
Jason’s book, Social Wealth: How to Build Extraordinary Relationships By Transforming the Way We Live, Love, Lead and Network
What can be done to start getting teams to high performance
Really good article on successfully creating diversity and managing conflicts. Diversity can be extremely powerful for organizations if it’s implemented correctly. https://www.ft.com/content/80d3cdc0-6ff4-11e9-bf5c-6eeb837566c5
There is an overwhelming amount of research on why diverse teams perform better: “Teams that take in different life experiences, identities and styles of thinking beat monocultures at problem-solving and prediction.”
There are also significant challenges in bringing together diverse individuals: “Simply trusting people with opposing priorities to combine creatively is more likely to expose divisions than produce gains. Differing cultural assumptions can make it harder for teams to bond, and can lead to friction and misunderstandings, hampering the achievement of goals.”
Here is an example of how understanding someone’s experiences can lead to significantly better outcomes: “His company recently brought together two executives who clashed repeatedly. One loathed top-down power, the other respected hierarchy. In discussion, the executive who mistrusted authority confided that during his childhood his family had suffered under a police state. His colleague then divulged that he ‘went off the rails’ in his teens and regained a grip on life in the army. The discussion did not change their beliefs but it ‘led them to a much better understanding of why they differed, and moderated their behaviour with each other.’”
There is plenty more in the article if you are interested in checking it out.
Get my brand new team building playing cards, Cards Against Mundanity, here: https://www.drivethrucards.com/m/product/272383 There are new questions, instructions and much more. I also conduct this as a workshop for organizations of any size and speak on it.
What do you think makes a team successful? What separates a high-performing team from an average team or underperforming team?
Research overwhelming states that the number one trait for the most successful teams is psychological safety.
What is psychological safety? “It’s a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns or mistakes, ” Amy Edmondson.
As a team building expert, I’d recommend having your team take this psychological safety test.
1) If you make a mistake on this team, it is often held against you
2) Members of this team are able to bring up problems and tough issues.
3) People on this team sometimes reject others for being different
4) It is safe to take a risk on this team
5) It is difficult to ask other members of this team for help
6) No one on this team would deliberately act in a way that undermines my efforts
7) Working with members of this team, my unique skills and talents are valued and utilized
Use a 1 to 5 scale: 1 strongly disagree, 2 disagree, 3 neutral, 4 agree & 5 is strongly agree
Bonus two questions: It’s safe to take a risk on this team…
8) With the person I’m most comfortable with
9) With the person I’m least comfortable with
If your score isn’t a 5 or close to it, I’d recommend working on it. The first place is to build trust (and a high level of it).
You can get my new Cards Against Mundanity playing cards that more than 12,000 employees use to skyrocket trust, engagement, team closeness, and performance. Learn more here.
