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Management dream team
Management dream team
Management dream team
Management dream team
Management dream team
Management dream team
Management dream team
Management dream team
Management dream team
Management dream team
Management dream team
Management dream team
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Management dream team

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  • 1. The Right Style Dream Team
  • 2. Introduction • Introduction – Every business must – and will – have a nature and style all of its own. A culture. Any and every group of people that co- exists for any length of time has a culture, whether it chooses to or not.
  • 3. Culture - Values • Values – It is because values are so important that we have heard some say “hire on intuition, not paper qualifications”. Sharing a culture is about agreeing on what matters and what is trivial, what is good and what is bad.
  • 4. Culture - Mythology • The mythology of your business is important. How did the company begin? What were its darkest moments, and how did you get out of them? What was the biggest lucky break? • Mythology supports values by embedding them in stories, and by giving those stories value.
  • 5. Culture - Rituals • Rituals are hugely important, for reminding people of the culture‟s values and mythology and of their shared membership of the group. The original meaning of the word „Religion‟ was „binding together again‟, which is exactly what ritual does.
  • 6. First: • Select the right people – Your cornerstones should be people you totally trust, ideally because you have known them for awhile. The difficulties arise when you come to selecting the Dream Team. • Select on character, not on apparent merit. • Key virtues are enthusiasm, optimism and honesty.
  • 7. Second: • Having selected well, set out dos, and don’ts from the start. Reward teamwork, „mucking in‟, imagination, extra effort and, most important of all, anyone who encourages or helps a colleague in difficulty. • Anyone who engages in point-scoring, one-upmanship or „mind games‟ – the expression of hidden agendas should be given a warning, then dismissed.
  • 8. Second – Cont.. • You should have a vision of what the new company means. What it does, for whom, why people should buy from you, what kind of place it will be to work in. The more the company has real character, the more people will be prepared to subsume their personal interests to company ones.
  • 9. Have a culture of Success • Visualize success, and make sure your team does the same. Celebrate success whenever it happens. – Professional sports people do this, visualizing success via videos of their own greatest moments, and celebrating outrageously whenever they succeed again. • Can you create a similar feel in your office?
  • 10. Dream Team • Your Dream teamers are „doers‟, remember, so encourage this. Have a can-do culture, where people get praised for having a go at something. If the start-up is busy, there will be more jobs to be done than people to do them, so let people have ago if they think they are „up for it‟
  • 11. Dream Team – Clarity • Clarity is a much undervalued management virtue. Tell people what they are supposed to be doing and why. This sounds obvious, but surveys often reveal managers to be mired in uncertainty about what the hell their actual job is.
  • 12. Leadership – Dream Team • Select wisely • The one cost that • Set clear rules you cannot get • Have a vision (and around is the communicate it) opportunity cost of • Have a culture of not having able success people working with • Be clear on the you. The payback in objectives (do not terms far outweigh the move the goal posts) costs. • Lead by example

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