Team Building and Recruitment Presentation

Team Building & Recruitment

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Neale Lewis

Meet our Partner Toni Robinson Senior HR Consultant Alan Wilson Business Development Manager Business Compliance Consultancy (Human Resource, Health & Safety, Legal, Tax & VAT) Handle in excess of 50,000 advice line calls annually Achieved the Sunday Times Fast Track Three Consecutive Years Established for over 20 years

The ONLY Failure … is the failure to participate! … give 100% and you will get 100%

I KNOW! To make sure you get the most out of learning

To make sure you get the most out of learning “ Isn't that interesting?”

Agenda
Building a high performance team Neale Lewis
The Six keys to a winning team Neale Lewis
Making Recruitment Simple Toni Robinson
Qdos Providing HR support Alan Wilson

Building High Performance Teams

“ If you could get all the people in an organisation rowing in the same direction, you could dominate any industry, in any market, against any competition, at any time”

Team Building ... T ogether E veryone A chieves M ore S uccess

Building your team... Most employees are motivated, energetic, committed, enthusiastic and loyal … Except for the 8 hours they work for you! Tom Peters – Author /Speaker

What are the key issues you have with your teams?

Time to get into ACTION ...
Stand & find a partner, you don’t usually work with ...
Stand hip to hip facing opposite directions ...
Take their hand in a handshake grip ...
Firmly plant your feet shoulder width apart ...
To WIN a point you must pull on their hand and get the back of their hand to touch your hip ...
They get a point if they can get the back of your hand to touch their hip ...
You’ve got 30 seconds to WIN as many points as you can ...
Time starts NOW ...
STOP ... Thank your partner and stay standing ...

GAMES are often a REFLECTION of BEHAVIOUR

Some examples please ... So, what happened in that game?

How You Play the Game ... Lose:Lose -2 0

Win:Win 2,3,4,5 ...

Are you above or below the line? Ownership Accountability Responsibility Blame Excuses Denial VICTIMS VICTORS

Action’s Formula for CHANGE ...
D x V + F > R
Dissatisfaction
Vision
First Steps
Resistance

Brad Sugars’ Formula for Life Success ... BE DO HAVE

The Identity Iceberg... E N V I R O N M E N T BEHAVIOUR SKILLS BELIEFS VALUES IDENTITY ACTIONS DECISIONS

Behavioral Styles … OUTGOING RESERVED T A S K P E O P L E D RESULTS I FUN C ACCURACY S STATUS QUO

Five Dysfunctions of a TEAM… Absence of Trust Avoidance of Accountability Lack of Commitment Fear of Conflict Inattention To Results

Five Dysfunctions of a TEAM… Absence of Trust Avoidance of Accountability Lack of Commitment Fear of Conflict Inattention To Results
Healthy CONFLICT without fear:
Passionate dialogue about issues, decisions
Disagree, challenge, question one another to discover the truth
Find the best answers
For the good of the organisation
Make good decisions
RESULTS Focused:
Set individual needs and agendas and focus on
what is best for the team
Don’t give into temptation to place
department, career or ego-driven status ahead
of collective results that define team success
COMMITMENT:
Genuine buy in around important decisions
Even if initially disagreed
All opinions and ideas put on the table and considered
Leave no stone unturned
TRUST:
Fundamental emotional level
Comfortable being vulnerable with each other
Can show weakness, mistakes, fears, behaviors
Can get to a point of complete openness, w/o filters
ACCOUNTABILITY:
Hold others accountable to decisions and standards
Not dependent on leader for accountability
Go directly to peers

Winning teams know how to... Get the right people on the bus in the right seats

So, what does it take to build an extraordinary team and business? Customer experience Wow factor, raving referrals, reputation/brand Customer management process Effective & efficient, doing the right things right, internal & external People & culture Right people, rules of the game, beliefs/values learning/ growing/changing Team Right people on bus, right seats, doing the right things Leadership Vision, strategy, communication, setting the bar

Mindset – impact on your business Owner/leader Team Customers Business

6 Keys to A Winning Team ... 1. Strong Leadership

PASSION RESPONSIBILITY

Alignment – annual
Team alignment/trainings – annual
Vision statement/document
Mission/purpose statement
BHAG defined
Culture
1, 3, & 5 year goals strategies
6 Keys to A Winning Team ... 1. Strong Leadership

Emotional Intelligence
Self-reliance
Self-awareness
Assertiveness
Optimism
Self-actualisation
Self-confidence
Relationship skills
Empathy
Self-Control
Flexibility

Two Types of Leaders
Diminishers
leaders who diminish the intelligence in the people around them
Multipliers
leaders who amplify or multiply the intelligence in the people around them

What Multipliers Do
Multipliers are hard-edged managers. They expect great work and drive people to achieve extraordinary results.
While Multipliers do some of the same things as Diminishers, they do 5 things very differently.
1 Create Space for Best Thinking 2 Extend Challenges 3 Attract and Optimise Talent 4 Debate Decisions 5 Instill Accountability

Diminisher Multiplier 1 The Tyrant Creates a climate of fear and judgment that has a chilling effect on people’s thinking and work The Liberator Creates a climate of safety and freedom that both invites and demands people’s best thinking and work 2 The Know-It-All Gives directives that show how much they know The Challenger Defines an opportunity that cause people to stretch 3 The Empire Builder Hordes resources and underutilises talent The Talent Magnet Attracts and deploys talent at its highest point of contribution 4 The Decision Maker Makes centralised, abrupt decisions that confuse the organisation The Debate Maker Drives sound decisions through rigorous debate 5 The Micromanager Drives results through direct management and accountability The Investor Delivers extraordinary results again and again without direct management

What kind of leader are you? OUTGOING RESERVED T A S K P E O P L E D RESULTS I FUN C ACCURACY S STATUS QUO

6 Keys to A Winning Team ... 1. Strong Leadership 2. Common Goal

What is a goal?
A goal or objective consists of a projected state of affairs which a person or a system plans or intends to achieve or bring about — it is a personal or organisational desired end-point.

OWNERS VISION

Why have goals?
Goals focus attention towards goal-relevant activities
Goals inspire and create a team objective
Goals serve as an energiser; higher goals will induce greater performance
Goals influence persistence
Goals activate cognitive knowledge and strategies which allows individuals to cope with the situation at hand

SMART Goals ... S pecific M easurable A chievable R esults T imeframe

Common Goals
Vision statement
Mission statement
BHAG defined
Culture
1,3,5 year goals

How will you communicate them to your team and review performance? What are your SMART goals?

6 Keys to A Winning Team ... 1. Strong Leadership 2. Common Goal 3. Rules of the Game

Standards & Norms ... As you raise the standards some people won’t come with you

Loose : Tight Culture ... Loose - People - Content Tight - Rules - Culture - Context

Rules of the game - culture
In creating your company culture the following structure should be followed:
1. Values that are imperative for the owner 2. Values that are imperative for the customer 3. Values that are imperative for the team 4. Values that are imperative for the business

Rules of the game - culture
What are your points of culture?
Identify-
5 points of culture that exist and should be retained
5 points of culture that are missing and should be included

6 Keys to A Winning Team ... 1. Strong Leadership 2. Common Goal 3. Rules of the Game 4. Action Plan

Action Plan ... ? WHO DOES WHAT BY WHEN

4 Steps of Accountability
Responsibility – define it
Ownership – secure it
Accountability – hold to
Review/results – LB/ NT

Above the Line Responsibility Who/what/when/by Ownership Seek understanding, clarity and then commitment Accountability Check the status, execution and completion Results Like best/next time Consequences/celebrations/rewards/recognition

Rhythm
Annual meeting: Two days, Leadership team.
Quarterly meeting: One day, Leadership team.
Weekly meeting: two hours, Leadership team.
Daily huddles: Every day, each team, 5-15 minutes. What’s up, daily measures, where stuck .

Your Action Plan ...
All team members should have a position description
Develop a strategy of how the results are to be achieved and why things are done in certain ways
Develop a plan/tactic for achieving the results

6 Keys to A Winning Team ... 1. Strong Leadership 2. Common Goal 3. Rules of the Game 4. Action Plan 5. Support Risk Taking

KAIZEN ... Is Japanese for ... Constant and Never-Ending Improvement Grow, Plateau, Grow, Plateau ...

Challenge
See contribution
Training
Brainstorming
Create spirited debate
Allow true ownership
LB/NT
Learn/grow/change
Break embedded habits

6 Keys to A Winning Team ... 1. Strong Leadership 2. Common Goal 3. Rules of the Game 4. Action Plan 5. Support Risk Taking 6. 100% Involvement & Inclusion

Are you on the bus and is there a seat?
Company clarity
Above the line
Open/honest/timely 2 way communication
Proactive participation
Issues & solutions
Rules of engagement & full engagement
Do whatever it takes – mindset
Employee survey
Huddles/meetings
100% Involvement & Inclusion

Recruitment

Why Is Recruitment Important?
Average cost of recruitment is £10,000k per employee.
Morale of both the team and the new recruit.
Getting the wrong employee to work on your accounts could be costly.
Image – remember it is your name that the potential wrong recruit could be representing.

Making Recruitment Simple

Know the competencies that you are looking for;
Design the Job Description
Think about which areas are most important, this will help to define the competency model

Job description & Competency Model
A thorough, detailed job description should contain the following components:
Administrative information
Reporting structure
Metrics
Job functions and contributions
Required competencies
Interaction / Impact mix

Competency Map Example

Common Competencies:
Company Awareness
Financial Awareness
Commercial Awareness
Innovation
Achievement Orientation
Resilience/Handling Pressure:
Team Management
Client Orientation/Relationship Management
Planning & Organising

Ready for Advertising ….?
It can be costly, know your market
Look at whether headhunters, recruitment agencies, on-line websites, newspapers, trade journals, job fairs, universities, schools or colleagues or even referral by existing employees etc …
Use the most appropriate medium

Processing the Applicants:
Process all applicants with complete professionalism
Sensitive and respectful treatment of all unsuccessful applicants
Remember, you may wish these candidates to apply later in life and – bad news travels fast!

Assessing the Competencies
Personality profiling
Spend a morning with the team
Pre Employment Checks
In Tray
Presentation
Competency Based Interview
Numeric and literacy
Role Play
Specific Tech Testing
Medical Questionnaire

Retaining Excellence
Communication – goals, roles & responsibilities so everyone knows what is expected of them
Have a flexible approach (if possible) (work life balance)
Reward & Motivation Strategy that links into a Competitive and Innovative reward system
Use 1:2:1’s effectively, - discuss any issues sooner rather than later
Give challenging work that opens up the opportunity for advancement

Respect for employees – listen, use their ideas!
Praise good efforts and results
Involve employees in decisions that affect their jobs
Staff adequately where possible – worn out staff will only perform high for a limited period of time
Training & Development
Communicate - Make work fun!
Retaining Excellence

Define Team Roles

QDOS – WORKING WITH EMPLOYERS
The Good, the Bad and the Ugly!
Knowledge is Power
Employment Law
Health & Safety
Looking in the Mirror!

Team members are amazing and will do extraordinary things if allowed

So, what has to change? What has to shift? What must you start now? What must you stop now?

Action COACH events
SeminarCLUB Sales and Marketing 15 th July
GrowthCLUB 90 day planning 7 th July
Team Alignment Day
Bespoke Training Days:
Sales Training
Time Management
Customer Service
1-2-1 Mentoring
Books and DVDS

Team Building and Recruitment Presentation

by Neale Lewis on May 24, 2011

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Team Building and Recruitment Presentation Presentation Transcript