2. The dilemma
Most businesses have or will have at least one
superstar on their staff roll. A superstar is a great
asset, but maintaining team balance and morale
can be incredibly difficult when one employee
stands out.
Well, base all decisions on what is good for the
team not for the chosen individual.
3. “More important” and “Less important”
members of the team
It’s easy to want to rank people based on
importance, but is that a good style?
We have to create an environment that gives
ownership to each individual person based on
his/her specific skill set. Build a team of equals.
And instead of micromanaging, it is better to give
them your trust and allow them to shine.
4. Recognize the contribution and share the success
Do your best to make each member of your team
feel good about themselves and the job they do.
When you win don’t only congratulate the topper
in action go to each staff member and say thanks
for their contribution. A simple gesture like that
goes a long way.
People like being a part of team success. When you
feel good about your job you come to work happy
and motivated.
5. Balance the team.
Balance a natural desire to create a “loaded” team with
the fact there may not be enough opportunities for
everyone to shine.
Personally speak to every staff member about their
individual and team goals. Do not just keep looking for
the best, look for the best that fits into the team. The
member should not only understand the job, be
ambitious and motivated; but also be one who chooses
to stay and buy into the team goals.
Each individual must find an intrinsic value in being a
member of the team.
6. Maintaining morale and team cohesion.
Everyone wants to be on the fore front. At the beginning
of the period meet with all individually and discuss the
possibility for them. Then throughout the year, evaluate
their performances and provide feedback.
When decision time comes, personally call everyone who
is a candidate. It’s great to be the bearer of good news, but
it’s more important to call those who don’t make it. A lot
of them take it very hard and but do approach the
conversation with honesty and compassion. There’s no
point in lying, and always try to turn the negative into a
positive. Find suitable options and alternatives.
Do not forget to set new goals for the remainder.
7. choosing new members to fill out the rest of the
team.
Often it comes down to how an individual’s personality
would fit within the team. We need strong performers but
most importantly those who fit within our system. Give
them enough time to get along and work well together.
There are teams that are very strong on paper but don’t
have a good team atmosphere or environment. Always look
for members that complement each other and bring
different skill sets.
8. One of the toughest challenges to overcome, in
terms of team dynamics.
The main concern is not letting the desire of two
champions affect the rest of the team and create
divisions or sub-teams. That is hard. Performance
should prevail, with crystal clear message at all times
that one who gives the best chance to win will be
supported.
Management is a team sport and you can’t win without
a strong team.
9. Finally
How to decide when a superstar’s positives are outweighed
by the team issues he or she creates?
Simple, when a team member no longer fits well in the
environment or meets the team goals, then amicably
decide to part, that’s normal. They might have personal
goals that at that point of time do not fit within the team
structure and overall goals.
Make decisions based on what’s best for that business or
team over the individuals.
