Building Great Teams
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Building Great Teams



Dealing with an under-engaged employee? Pick up a few methods to re-engage your team and work more effectively and efficiently.

Dealing with an under-engaged employee? Pick up a few methods to re-engage your team and work more effectively and efficiently.



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  • Hello, and welcome to RoundPegg’s second webinar in our series on organizational fit. My name is Natalie Baumgartner and I’m the Chief Psychologist at RoundPegg. In a nutshell, RoundPegg is eHarmony for your employment process; we help you look beyond the skills an employee contributes to evaluate how they’re wired - in order to better align them to teams on which they’ll thrive from a ‘soft skills’ perspective.
  • The first webinar in our three part series reviewed RoundPegg’s solution for making great hires . Today our goal is to better equip you to handle the team member who isn’t performing well, or perhaps worse, is causing chaos and distraction within your team. Over the next 15-20 minutes I’ll cover some challenges we typically deal with when managing teams, the pitfalls many fall into, how to better avoid those traps, and finally - how RoundPegg can improve your team’s dynamics.
  • Your job as a team leader, in simplest terms, is to turn your employees’ brain waves into cash . To do that you rely on all sorts of management tips and tricks. But sometimes, you get stuck.
  • We’ve all had people on our team who don’t burn quite as brightly as the others, people who just aren’t engaged in their roles. Or worse, they’re actively dis engaged and are working counter to your goals and the team’s mission.
  • So, why is engagement so critical to business success? In brief, engagement is the amplification of those brain waves you’re trying to morph into cash. When your team is engaged it means they’re not only doing what’s expected of them - but they are also actively focused on solving the problems your business faces… even when they’re not ‘on the clock.’ Engaged employees make you more money . In fact, according to Gallup, engaged employees are 50% more productive than disengaged employees.
  • That’s right, 50%. Just imagine what you could get done.
  • So it seems pretty obvious that we’d like to have a team made up of engaged Jedi's. But, the question is, how do we get there? Before we answer that question, let’s take a quick poll. Thinking of the people on your team, what percent of them did you bring aboard? Less than 25 percent 26-50 51-75 Or more than 76% I’ll give you a few seconds to enter your answers. [If majority <25%: By looking at these results you can see that this group has had the benefit of building their teams to a large extent. Although that can often reduce the challenges on your team, we all know that we still end up with problem employees even if we select people ourselves. That said…..” [If any other answer: These results are actually fairly typical. A good proportion of you have teams architected to a large extent by someone else and that sets us up for difficulty when trying to build a team of Jedis. Why?”]
  • Well, the most efficient way to ensure your team is engaged is to hire for fit (a topic that was covered in RoundPegg’s first webinar) … but we don’t always have the opportunity to make our own hiring decisions. In fact, it’s pretty rare that you have the chance to build a team from scratch. Typically , you inherit an existing team or someone else makes decisions that impact the makeup of your group.
  • And though you often wind up with a good team…. it commonly has a challenging player in its midst. A team member that is disengaged - or underengaged. You can’t afford – either mentally or financially - to carry people who sit around watching the clock, waiting to make their break. The costs are too high…
  • First, not only is it likely that your team’s productivity is affected by a challenging team member – but now you have to dedicate more of your time to figuring out how to handle this employee. Rather than solving business issues you’re busy scrambling to redo their shoddy work or soothe over the complaints from the rest of the team. Any way you slice it, it’s not a good use of your time. And there’s the financial damage…
  • Your challenged team member is costing you and your division a lot of money. In fact, Gallup tells us that unengaged workforces cost American businesses over $300 BILLION dollars a year. And given that your challenged employee is likely holding back the performance of your team, your ability to create value for your organization, and thus demonstrate your impact, is compromised as well.
  • Clearly, addressing disengaged employees is a critical imperative for managers. But often we’re so stymied that the best we can come up with is to either put our challenged team member in in a corner to keep them from causing chaos - or invest a lot of time and money into ‘fixing them” – both typically fruitless approaches. You need to ensure your challenged team member contributes, you need to engage your under-engaged asset.
  • And that’s why you’re here…to find ways to manage your human capital challenges and re-engage them so that you and your team can focus on solving your business’ problems. So, how do we apply an organizational fit approach to addressing disengagement?
  • Well, unfortunately, engaging your employees is easier said than done. It’s not as easy as simple as pushing a few buttons or twisting a couple of dials. In fact, once someone has disengaged , it’s an tricky process to get them back in sync – especially if you’re winging it. (pause) But the rewards are plentiful so we’d like to offer your some tricks to add to your tool belt. Before we dive in though, let’s take another quick poll. Thinking back to a job you held where you weren't engaged. What was the chief reason? You weren’t given good direction or mentorship on how to add value You knew what you were doing didn’t really matter Your contribution wasn't recognize You didn’t have the skills, or weren’t given the training, required to be effective You didn’t mesh with the culture, team, or manager None of the Above - I always feel enthused and willing to go the extra mile I’ll give you a few seconds again to enter your answer. [ If E (meshing with the culture, team, or manager) is top : “Wow. While all of these are valid and common reasons for becoming disengaged, you have identified the most common reason for a lack of employee engagement – lack of fit with the culture, team or manager. Let’s explore this engagement in more detail now.”] [ If any other answer is top : “So you see from these responses that there are so many different reasons for disengagement. Let’s take a closer look at engagement now….”]
  • To start the process of re-engaging we first have to understand the three main drivers of engagement: Goals, Skills and Fit. While a lack of fit is the leading cause of disengagement, both goals and skills are also important drivers that merit our attention. Specifically, employees are most engaged when: their goals are clear, when they possess the skills necessary to achieve their goals, and when they have a good fit with their organization, team and manager. If you review and address the gaps in all three of these drivers , you’ll be on the right track to enhancing engagement.
  • We start with the identification of Goals . Goal clarity means a couple of things. First, and most importantly, people need to understand what success looks like for them in specific, measurable ways . We often unintentionally set up our employees for failure because we don’t identify measurable goals for them. And to be engaged, employees need to know what they have to deliver in order to hit a home run . In addition, team members are more engaged when they know how their job contributes to the larger goal . They perform better when they know that what they’re doing is important to the health and well-being of the organization.
  • So, it’s your job to set your challenged employee up for success by identifying 2-3 goals for them that are directly tied to the overall organizational strategy - goals that are objective, concrete and measurable - with a definitive date attached. For example, a goal for a Marketing Manager might be: “ Host a webinar for 100 executives on enhancing the engagement of their teams using a fit approach - by April 20 th of this year - and with a 60% follow-up rate.” And remember it’s critical that you both agree that these goals will be viewed as a win if achieved!
  • The next driver of engagement is Skill alignment. In order to be engaged and effective, your challenged team member needs to have the skills necessary to achieve their goals. Now, presumably, this individual was hired because they had the tools to accomplish the job. However, the role may have changed or perhaps it turned out that this person wasn’t quite as billed in certain areas . Regardless, to engage your employee you’ll need to cover the skills gap by leveraging their strengths . So start by asking yourself, “where does this individual thrive?”  “What actions of theirs inspire your full confidence?”  Get clear on where they’re strong.
  • Having clarity on your employee’s measurable goals and understanding where their strengths lie allows you to do some reshuffling in order to ensure that the right skills are being put into action. For example, do you have a Sales Executive who is excellent at opening the conversation and engaging with clients, but just can’t seem to close the deal? Perhaps you need to bridge this skill gap by teaming him or her up with a strong closer. Allow the two of them to tag team on clients so that each uses their skills to excel. If you don’t have the luxury of reshuffling your team to fill skill gaps then you’ll need to help your challenged team member achieve their goals by getting them the training they need. People are more engaged when they have the skills required to achieve their goals.
  • The third piece of the engagement puzzle, Fit, is far more challenging to address using standard management practices. Good fit is basically good chemistry. When an employee fits well within their organization: their values are rewarded, they mesh well with the others on their team, and they communicate effectively with their manager. Fit might seem like a squishy word, but essentially it boils down to whether you can bring who you are to your job and thrive . When an employee lacks fit with their company, team or manager they likely feel like a square peg in a round hole – even if their goals are well defined and the required skills are in the bag. And and they surely feel disengaged. So what can we do to help people fit better?
  • First of all, you as the manager have the capacity, and responsibility , to search for any fit issues that exist. How? Sit down with your disengaged team member and ask them for 2-3 specific, concrete ways in which you can better support their effectiveness and satisfaction in their job. The help they ask for likely points to areas of mis-fit with the culture, team, or with you, their manager. With that data in, then commit to identifying possible, realistic solutions to each issue they’ve raised. If you are able to make even one or two changes , that might be enough to shift your challenged employee into an engaged co-creator with you.
  • So we’ve given you some tools to address a disengaged employee on three different levels . That said, time and time again managers report that they continue to fall down on the most critical of the three drivers of engagement – the fit factor . That is, most managers tell us that they are fairly successful in identifying tactical solutions once they understand where the mis-fit occurs , but figuring that piece out can be nearly incapacitating . And we can’t have incapacitation – that prevents our teams from achieving success. So, how can we more effectively identify the mis-fit that leads to disengagement?
  • That’s where RoundPegg comes in. RoundPegg is an automated software solution that provides you with an objective, scientific analysis of where an individual fits, and is a mis-fit, with your company, team and with you, the manager. That’s just the data you need to determine which tactics will help your troubled employee become more engaged – and thus, more effective. So how does RoundPegg assess fit ?
  • It all starts with the RoundPegg fit formula, which is based on the latest science that suggests how well one fits with their work environment on 4 specific factors strongly predicts their level of engagement and effectiveness .
  • In plain speak, RoundPegg provides a scientific method to evaluate the ways in which your employees fit (and don’t fit) your company, your team and to you, the manager. How , you ask?
  • We objectively evaluate fit and mis-fit between employees and organizations by assessing Culture, Personality, and Communication Style on both sides of the equation.
  • To do that, RoundPegg provides you and your organization access to three online assessments designed to quickly evaluate the cultural values, personality and communication style of your organization, team, and individual employees – the three areas of fit. The process is straight-forward and completely in your hands. The self-service online tool requires a one-time 25-minute investment from each member of your team. As a value add, your team members are immediately provided with their individual results to give them insight into their own leadership style – they don’t receive information on your team.
  • Next, we identify who on your team is highly successful and boil down RoundPegg’s 35 measurable attributes to create your team’s unique fingerprint. You’ll be able to see that team fingerprint immediately and, again, team results are visible only to you – not to your team members. Once your team’s culture, personality, and communication style data is in, we can compare your challenged team member to your team’s unique fingerprint…providing you with an immediate, scientific and objective determination of the critical areas of misfit on those three fit factors.
  • We start with Culture Fit, which describes the values of your team.   By averaging across the values of your team members, RoundPegg identifies the way things are done by your team on a day to day basis. Comparing your challenged team member’s preferred culture to that of the team as a whole, allows us to identify areas of mis-fit to address. For example, the challenged team member depicted here prefers a competence culture that rewards concrete individual contribution, while their team prefers a cultivation culture which promotes collaborative professional development.   This cultural mis-fit likely leaves the challenged team member yearning for more opportunities to deliver specific results, while their team may be frustrated with their lack of interaction. One tactical solution to this mis-fit might be to hold two regular weekly meetings – a meeting early in the week to review concrete progress and one later to explore professional development .   Once the struggling team member’s needs are addressed in the former, they might be better able to engage in the latter.
  • We then move to Personality Fit, which describes the shared personality attributes of your highest performers. After identifying the markers of success that the highest functioning players on your team share, RoundPegg can objectively compare your challenged employee to your team’s template to identify both mis-fits to be addressed - and alignments to leverage. For example, the challenged team member depicted here has a significantly lower level of trust than do the high performing members of the team. This personality mis-fit is likely to result in the challenged team member feeling skeptical of the motivations of their colleagues – with the bulk of the team perceiving the team member as hypersensitive or controlling. A tactical solution to address this mis-fit might be to leverage the cooperation attribute shared by both. Specifically, as a manager you might request that every team member air their top 1-2 concerns about team productivity at a standing weekly meeting. By collaboratively resolving underlying issues on a frequent basis, the team can increase the trust between all team members over time.
  • Last, we look at Communication Fit, which reviews the ways in which you and your employee both prefer to communicate. By evaluating your communication style preferences – and those of your disengaged employee – RoundPegg can scientifically measure the ways in which your communication styles are at odds. For example, the challenged team member depicted here has an Expert communication style preference, while the manager has a Developer preference. This communication style mis-fit is likely to result in the challenged team member longing for more specific, concrete direction from their manager, while the manager is likely to leave direction and decision making in the hands of their employees. A tactical solution to address this mis-fit might be to have the manager provide this employee with a monthly list of concrete measures of success. By doing that, the team member will have a very specific understanding of how they can be successful, which releases the manager from having to review goals and details with their employee on a daily basis - an activity that doesn’t play to their strengths.
  • Taking this data together, RoundPegg dives deep to provide an objective, detailed reporting on the specifics of your challenged employee’s mis-fit so you can identify tactical solutions. At the company, team and manager level we’ll raise the yellow flags that you’ll want to hone in on during discussions with your challenged employee. These objective metrics show you and your employee the areas where you need to focus as you work to enhance engagement, and thus, productivity.
  • In sum, engagement is essential to achieving organizational results - and it relies on having clear goals, requisite skills, and – most importantly - good fit. RoundPegg’s objective, scientific assessment of fit – and mis-fit – allows you to re-engage your disengaged employee more quickly and effectively. You’ll be able to breathe a sigh of relief again as your Stormtrooper turns into Mr. Perfect. Well, okay, maybe not Mr. Perfect, but Mr. A Helluva Lot Better at least.
  • If you’re interested in improving your organizational and team dynamics, let RoundPegg help. Get in touch with us through and we’ll offer up a 20% discount on the RoundPegg software and services. If you’d like to review any of the webinars in this series, go to and scroll through to the webinars. This newest webinar will be up by week’s end. Thank you for attending today. The third webinar in our 3 part series, “Building Great Cultures” will be held at the same time (1pm EST / 10am PST) on Tuesday May 4 th . As we close we have one last poll that we’d appreciate you completing. Please let us know if you would like us to contact you to give you more information regarding RoundPegg’s approach and services. Thank you again and we hope you’ll join us for “Building Great Cultures.”

Building Great Teams Building Great Teams Presentation Transcript

    • The 2 nd in a 3 part series discussing organizational FIT
  • Making Great Teams Agenda Photo by: orphanjones
    • Agenda
    • Problem: Disengagement
    • Causes of Disengagement
    • Reengaging Your Team
    • RoundPegg Solution
  • Your Job Getting the Most From Your Team Photo by: Made by Moxie
  • Unengaged Employees Burn Dimly 50% Less Productive Photo by: OTH313
  • Engagement = Focus Focusing Your Team’s Energy Photo by: spacepleb
  • Engagement = Productivity Worth 1.5 Employees 50% More Productive
  • The Ideal Team Active, Engaged, Brilliant…Jedi-like Photo by: Kennymatic
  • Not Really Your Team Rarely Have Opportunity to Design Team in Your Image Photo by: 416style
  • There’s Always One Rarely Have Opportunity to Design Team in Your Image Photo by: Kennymatic
  • Hiring: Failure Costs - Focus and Morale Solving Politics, Not Business Problems
  • The Cost of Disengagement More Than Wasted Space Source: Gallup Management Journal. March 19, 2001. Actively Disengaged Workers Cost U.S. Hundreds of Billions Each Year. Highly Engaged Workforces 27% EPS Growth Low Engagement Workforces -11% EPS Decline
  • “ Fixing” Unengaged Employees Only So Much Room in the Supply Closet Image by: fluzo
  • Engagement More Than Turing the Right Dials Image by: coreforce
  • Reengaging Your Team Focus on the Big Three
  • Goal Clarity Employees Can’t See Their Contribution Image by: budgreen
  • Goals Alignment Everyone Pulling in the Same Direction Image by: carbonNYC
  • Skills Alignment Job Demands Must Equal Skills Offered Photo by: Robert S. Donovan
  • Skills Alignment Reshuffling Roles May Be Required Photo by: AlanCleaver_2000
  • “ Fit” All About Chemistry Photo by: Alejandro Hernandez
  • Examine The Issues Ask Questions To Find The Rub Image by: eleaf
  • Inaction Is Not An Option Difficult, But Possible Image by: State Records NSW
  • RoundPegg Solution: Fit Formula Calculating Fit PE fit = x 1 PO + x 2 PT + x 3 PM + x 4 PJ (…the secret sauce)
  • RoundPegg Solution: Know Your Team Beyond What One Does, How They Do It PE fit = x 1 PO + x 2 PT + x 3 PM + x 4 PJ In English. One’s fit to their work environment depends on their fit with the Organizational culture, the Team , the Manager and the Job requirements
  • Fit Alignment Beyond Skills Communication TeamCompany Personality ManagerWorkstyle Values Culture
  • RoundPegg Solution: Survey Thyself Communication, Values and Personality
  • RoundPegg Solution: Organizational Print Discovering the Markers of Success Photo by: leechypics
  • RoundPegg Solution: Culture Fit Matching Culture and Values -- Team Member -- Team Team Member to Team
  • RoundPegg Solution: Personality Fit Identifying Top Performing Attributes xxxxxx xxxxx candidate -- Team Member
  • RoundPegg Solution: Communication Fit How Do You Communicate? candidate manager -- Team Member
  • RoundPegg Solution: Informed Choice Exploring Areas of Fit/Misfit
  • Making Great Teams Turning Your Stormtroopers into Mr. Perfect Photo by: dnwallace
  • RoundPegg: Hire for Fit Contact RoundPegg Photo by: bfishadow Natalie Baumgartner Chief Psychologist [email_address]