I came across a dozen or so exceptional managers that used different versions of “user manuals” or “how-to-work-with-me-manuals.” They told me they were game-changers for productivity, performance, communication, and teamwork. They minimized and eliminated misunderstandings, biases and much more. What are they? Read on and learn!
“Learning how best to work with others is a huge challenge that often derails and stalls organizations. Over many years I’ve seen tremendously talented and productive teams struggle because of subtle misunderstandings, miscommunications and unspoken conflicts. Most business failures stem from these issues.
Leaders often talk about the importance of teamwork, but they rarely say exactly how to do it.
Here’s one game-changing step your organization and/or team can take: implementing a “How to Work With Me” manual and process. It’s a detailed instruction road map on individual preferences for areas such as communication, trust and pet peeves. It sets clear expectations on how to interact without trying to guess or infer what the other person means. It allows people to be authentic without being misunderstood.
It also instantly increases trust and team chemistry. You’ll see direct bottom-line benefits such as increased performance and fewer conflicts and miscommunications.
No matter how well we think we read people, everyone could use some help. None of us are perfect at it. But we can be much, much better.
We all have different personalities, communication styles, expectations and needs. We’ve been shaped by different experiences and histories. That creates challenging dynamics when you bring together leaders, managers and employees and expect them to accomplish difficult goals.
Organizations throw people together in teams and expect them to “magically” figure out each other’s personalities, preferences and hot buttons through guesswork, mind reading and trial-and-error. It would be similar to having to assemble IKEA’s most complicated piece of furniture without the instructions.
People often end up trying to analyze and predict what others like, hate, need and want, instead of asking them directly. This results in a rollercoaster ride of confusion, miscommunication, misunderstandings, unmet expectations, anxiety, fear and disappointment.
Despite all our best intentions, this process and environment is primed for broken trust, poor relationships and underperforming teams.
Creating a strategy of self-improving teams is a major strategic advantage for any organization. Team provides feedback that improves individual performance and effectiveness without complete reliance on the manager and/or performance review process.
It also is proven to increase successes and improve learning from setbacks.
In HBR’s May issue, it goes into deep research on why teams and teamwork should be the focal point for success.
“Best Things in Life Are Free.” That’s the classic song in MadMen when Burt Cooper dies. It’s signifies the #1 asset and “secret sauce” that leaders typically overlook.
People value and are starving for true connection, complete trust, & teamwork with people who deeply care.
It’s that emotional bond that enables us to accomplish and create the seemingly impossible.
It’s also what brings the very best out of us individually and collectively.
People after the fact point to success as the stock price, profit, sales, etc. But that completely misses the mark. That’s the effect, not the cause.
The gold is in first creating the unbreakable foundation for “the together team.” It’s not to get distracted by process, strategy, etc. Because then leaders make lack of time excuses why they built the foundation on sand. We know what happens over time when they do (and the huge financial cost and emotional turmoil for poor teamwork).
Coco Chanel said, “The best things in life are free. The second-best things are very, very expensive.”
When leaders and managers behaviors and actions prioritize the business over the team, it requires them to pay a very expensive price.
Here’s the video from MadMen that’s worth a watch: https://lnkd.in/e8gD2HF
It’s always exciting when someone recognizes your work. Writing a book was one of the most difficult and time consuming things I’ve ever done. Here is what they wrote about Social Wealth(Sold more than 60,000 copies and 130+ five star reviews):
Background on the list:
Relationships can be tricky things. One minute they can be going great, and the next minute everything seems to be going wrong.
The relationship books listed below are amongst the most popular, best rated and best reviewed books on relationships available.
https://www.developgoodhabits.com/best-relationship-books/ This book explores the habits and secrets of people who are successful in all areas of their lives, including relationships. When one is able to have social wealth, they are more likely to be successful. Everything we do in our lives incorporates different people in some way. No one gets to where they want to be alone, with no help.
As you are developing your relationships throughout life, you need to nurture them so they can work for you. Try to get connected to people who can help you achieve your goals.
Social Wealth provides a blueprint of the tips that people need to become successful in their fields. No one is born knowing how to do their job. Learned skills can only be gained while one is on the job and learning how a company really works.
This is a great book for people who want to be social in their business endeavors, but need some direction. This guide provides readers with a high-quality strategy that is built on skills and confidence about learning new things.
This book is written clearly and is easy to understand. The concepts are easy to grasp, and the reasoning behind them is clear. Readers have also found the step-by-step instructions to be helpful
There is a TON of research that shows if a manager checks-in once a week with their employees their performance typically will significantly improve over bi-weekly or less. It makes complete sense when you think about it.
Why? Here are seven reasons why weekly check-ins with employees matter.
Show you care
Help them stay on track and prioritize what’s most important
Help them remove obstacles and roadblocks
Provide feedback and support
Challenge their thought processes and help them see better strategies, solutions, and tactics.
Results from performance reviews won’t be a surprise
Increase employee retention because 75% of employee quit because of poor managers and 90% of employees state their relationship is a top factor to stay at their company (and with their performance).
But this it depends on how the manager engages with their employees and the questions they ask. Weekly check-ins alone don’t ensure success.
So the next question that naturally arises is: What should a manager ask?
Here are four questions that you can go through in 10 minutes or less. It will ensure priority alignment and maximizes the chances for success that week.
What are your top three priorities for the week (and why)?
What’s going well with them?
What are your challenges? Where are you stuck?
What specifically can I do to help you?
Here are six additional questions managers can also use incorporate with their employees.
1) “What’s the best use of our time
Or “What’s top
of mind for you right now?”
2) “What does your ideal outcome(s) look like for the week?”
3) “What do you think is the best course of action for each priority?”
4) “Are you unclear about anything?”
5) “Do you have enough/right resources?”
6) “What was the most useful part of our conversation today?”