Tom Rohrer - Success Works Coaching

Tom Rohrer
PhD, MFT

Mailing Address
1250-I Newell Ave., No. 225
Walnut Creek, CA 94596

925-595-6433
Email:drtom@success
workscoaching.com
Web:www.successworks
coaching.com and
www.tomrohrer.com

As a performance coach and the owner of Success Works Coaching, Tom works with individuals, groups and businesses on a range of human performance issues.

Tom will help you get clarity on your goals and provide strategies to achieve them, while keeping a balanced and healthy lifestyle. Coaching will help you increase your happiness, health and success.

Through coaching, Tom will help you uncover your cognitive, emotional and psychological obstacles, develop your best personal structure and the strategies and tools for developing your optimum performance.

Focuses:
  * Building Resilience
  * Authentic Happiness
  * Conflict Resolution
  * Public Speaking
  * Sports Performance
  * Test/Evaluation Anxiety

For more information about Success Works Coaching visit www.success
workscoaching.com and
www.tomrohrer.com

925-595-6433
Email:drtom@success
workscoaching.com

July 2010

In This Issue
Building the right team is a critical component for success, yet it's often overlooked. This month's article explores ways to build a team that can improve the functioning of your business as well as its bottom line. As you read through the ezine, please don't hesitate to call if I can help.

How to Build (and Keep) a High-Performance Team
Beyond the Box
Relevant Reading
Today's Quote

too many passions How to Build (and Keep) a High-Performance Team

"There's no 'I' in 'team.' There is a me, though, if you jumble it up." ~Dr. Greg House, from TV's House

Employers and entrepreneurs often think they have to "do it all themselves," as reflected in the following statements:

"No one can do this as well as I can."

"It's easier to just do it myself than to explain how to someone else."

"I don't have time to train anybody."

When you think that way, however, you may be overlooking a critical component for success in managing small-to-medium sized businesses. And that is, building the right team.

What's in a Team?

A team is basically a group of people with complementary skills who are mutually committed to working together toward a common goal with shared rewards.

Highly Effective Teams...

See "the big picture." This promotes collaboration, increases commitment and improves quality. Each team member knows the greater goals of the organization and understands the context of their own (and each others') roles and responsibilities toward those goals.

Have common goals. Effective teams know what the goals are AND know how to determine if they've reached them (or not).

Collaborate. Effective teams are all about interdependency. Collaboration reduces the need for playing "the blame game" while encouraging opportunities for learning and improvement.

Where to Find Your "A-Team"

Finding the right people doesn't have to be difficult.

Start with who you know - clients, colleagues, classmates, volunteers.
Check other people's recommended resources (this is especially good for projects).
Do a search online/post online.
Post at non-traditional places like Craigslist (one of the most underutilized places to find people "in the know").

Smells Like Team Spirit

Whether you're building a team from scratch or working with an existing team, here are some key strategies to help make the most of your team.

Effective Team Leaders Must...

Give clear tasks and goals.
Ensure that the team has the necessary support, resources, structure and training to do their jobs.
Put a deadline on everything – whether it "needs" it or not. Remember, the task on hand will expand to fill the time allotted.
Over-communicate. Better to have the information and not need it than to need it and not have it (including timely, constructive and consistent feedback).
Promote problem-solving within the team. How? By seeing mistakes as opportunities (and encouraging the team to do the same). Instead of hiding mistakes, people become proactive.
Focus on structure. Poor performance is usually due to poor team structure, not individual performance. Poor structure leads to negative, ineffective behaviors in individuals and impedes communication. If team members feel that they are misunderstood or competing against each other, they're more likely to hold back information or resources.

What's My Motivation?

People are motivated by many things: getting paid, loving what they do, seeing a project come together, taking on new (bigger) challenges, the creative process, ego gratification or simply not being bored.

How to keep your team invested in your success:

Offer challenging work and opportunities for learning. This gives people a chance to grow into new roles and encourages responsibility.
Offer freedom and independence in the decision-making process to encourage self-empowerment. Powerful individuals make powerful teams.
Recognize the contribution of your team. This is absolutely critical to the success of any company, and most leaders fail at doing so adequately - a HUGE mistake. Noticing (and publicly acknowledging) the effort of each team member is an underutilized (and free) way to ensure team success. Remember, no one does it alone.
If subcontractors make up your team, offer a retainer for a certain number of hours each month so that they are likely to be more committed to you.
Pay them well.
Create win-win situations by making referrals to contracting superstars and watch their businesses grow (and make referrals back to you!)

Finding the right team is not about finding the perfect team, and it doesn't guarantee success. Team members need consistent and ongoing support. Ideally, team members will be both independent and interdependent. Remember, nurturing a team (even a little) achieves better performance and better results.

The following questions are designed to broaden perspectives, to open vistas, to widen the lens. There is no one right way to approach them. You can journal about them, talk to friends, create art, ponder them while driving, work out to them--whatever helps you explore "outside the box."

On a scale of 1-10 how would you rate your current team?
Who or what is missing from your team?
If you're a team leader, how could you better support your team's improved performance? If you're a team member, how could you improve your own "team-spirit"?

Relevant Reading

Lead by Example: 50 Ways Great Leaders Inspire Results, by John Baldoni

The Other Kind of Smart: Simple Ways to Boost Your Emotional Intelligence for Greater Personal Effectiveness and Success, by Harvey Deutschendorf

The Adversity Paradox: An Unconventional Guide to Achieving Uncommon Business Success, by J. Barry Griswell and Bob Jennings

Today's Quote
"Never fear the want of business. A man who qualifies himself well for his calling, never fails of employment."
~Thomas Jefferson (1743 - 1826)