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If you want to hold brainstorms that unearth better, more creative ideas, it all starts with the number of people in the room. That’s my first tip for you: Follow the “pizza rule” for brainstorming. If you’re unfamiliar with the “pizza rule,” it’s the idea that if you have more people in a room than you could feed with a pizza, there are too many people in that room to hold a productive meeting. The same rule goes for a brainstorming session: If you’ve got a dozen people sitting around a table, expect a really long list of truly mediocre ideas. So, what else can you do other than bribe a group of two to six people with pizza to unearth good ideas? So glad you asked.
Via The Learning Factor
More companies are now embracing "agile" meetings and daily check-ins to make their teams more productive and efficient. The hard rule? Keep it under five minutes or be ready to be rudely cut off in front of your peers. While some argue this laser approach to meetings won't get anything accomplished, The Wall Street Journal recently published a story that convincingly declares otherwise. Time is too precious to waste in high-demand business settings. The old ritual of booking conference rooms and clogging calendars with 30 or 60-minutes of drudgery is being replaced by five-minute huddles where teams cut to the chase and make decisions on the spot.
Via The Learning Factor
Many leaders believe a team is only as strong as its weakest link. Thus many organizations spend a lot of time working to attract the best talent, while performance-managing those that aren't operating at the standard they would like. But building a world-class team isn't about just getting the right people on the bus. It's about making sure you have a game plan in place that makes everyone on your team operate at a higher level. So if you want to build a team that consistently overflows with top performers, build a team philosophy and culture designed to enable everyone who is part of it to excel.
Via The Learning Factor
And once you’ve built it, how to maintain it
Gray skies, chilly temperatures, failed New Year's resolutions: these unfortunate afflictions can all contribute to winter blues. Feeling down? Your team might be, too. But employee happiness and engagement are key to work productivity and success. Research shows happiness at work makes people 12 percent more productive. And in one Gallup study, highly engaged teams outperformed poorly engaged teams by 22 percent in profitability. As a leader, that means fighting winter gloom should be a priority. While larger companies may have the resources for structured employee development programs or more lucrative perks, smaller companies must take a different approach. Here are six low-cost tactics you can implement today to boost motivation and provide a positive work environment in which team members thrive:
Via The Learning Factor
Onboarding a new team member can be a difficult task. You have to train them, integrate them into the team, and get to know them.
Not only does design thinking foster innovation, but it also strengthens teams by creating common vocabulary and artifacts, and a trust-based team culture.
Via yannick grenzinger, Megan Wilson
Groupthink is a worry for many organisations. Encouragingly, new research suggests it is not as widespread as might be feared.
Whether you’ve just started training your first hire or you’ve been managing scores of people for decades, you’re in the position of being a leader. And if there’s one aspect of leadership that holds true, regardless of staff size or industry, it’s that being one isn’t for the thin-skinned or the faint of heart. So much of your job isn’t about hitting goals, but rather about being rooted in reality, constantly striving to bring perspective and empathy to whatever situations you encounter. Sometimes, finding the right words can be the biggest challenge of your day. But other times, you’re overthinking it, and it’s as simple as saying these six tiny sentences.
Via The Learning Factor
I recently watched a UK talk show where Tom Hanks and Ron Howard were guests. Howard, director of many of Hanks’s most successful films, was asked what he liked about working with Hanks. His response was that he appreciated two qualities in Hanks—confidence and creativity. This got me thinking. What makes us want to work with certain people? If we could choose our dream team, what would we look for? It would most likely depend on the task at hand—and, most likely, everyone’s team would be a bit different. That being said, I made a list of what I would look for if I were forming a team.
Teamwork: Reflexiones sobre cómo construir un equipo de alto rendimiento
Talk about any masterpiece of the world — the biggest mega structures, cloud-hugging skyscrapers, or even blockbuster hits like Titanic, or…
Via Marc Wachtfogel, Ph.D.
We’ve already seen how hiring the remote candidate can pose unique issues owing to the location of your new hire. You need to search for dedicated and motivated workers (preferably with prior experience working remotely) who seem like a good fit for your culture. Whilst this is certainly true, all of these hiring checks will be for nought if you don’t apply the same care and special remote consideration to your employee onboarding process. Remote employees are a wonderful mixed bag (admittedly I’m a little biased, being one myself); the more care you put into nurturing them and thoroughly onboarding them, the more tight-knit they will be with your company and the more motivated they will remain for the names in their Slack channel.
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One of the most common questions I get asked by senior managers is “How can we find more innovative people?” I know the type they have in mind — someone energetic and dynamic, full of ideas and able to present them powerfully. It seems like everybody these days is looking for an early version of Steve Jobs. Yet in researching my book, Mapping Innovation, I found that most great innovators were nothing like the mercurial stereotype. In fact, almost all of them were kind, generous, and interested in what I was doing. Many were soft-spoken and modest. You would notice very few of them in a crowded room. So the simplest answer is that you need to start by empowering the people already in your organization. But to do that, you need to take responsibility for creating an environment in which your people can thrive. That’s no simple task, and most managers have difficulty with it. Nevertheless, by following a few simple principles you can make a huge difference.
Via The Learning Factor
Team brainstorming seems like a good idea--at least, on paper. What usually happens is this: the company is experiencing a tough problem that no single person seems able to solve, so someone decides that more minds means more processing power, and before you know it you're all gathered in the conference room. One or two people churn out bad idea after bad idea, while everyone else stares at the wall or multitasks. There are no major breakthroughs and most of you are irritated at the waste of time. Sound familiar? Why is this such a problem?
Via The Learning Factor
Ask the members of any team if they want to institute better processes, and be prepared for them to roll their eyes. “‘Better processes’ means ‘more bureaucracy,’” someone will mutter. But ask that same team how much they enjoy doing projects the hard way — duplicating efforts, scrambling to meet deadlines when someone drops the ball, or bearing the brunt of customer fury — and you can expect the floodgates to open. Why do people love to hate “process” but rail against disorganization? It is because most people associate processes with checklists, forms, and rules — the overseer breathing down their necks. Not surprisingly, leaders wanting to foster innovation and creativity are reluctant to institute such rigid controls and procedures.
Via The Learning Factor
Getting smart people into your company is hard enough. Turning them all into great collaborators and risk-takers is even harder. Even on the most high-performing teams, coworkers don’t just openly share feedback and challenge each others’ ideas all on their own–managers need to create a culture that encourages this. And that usually requires building your team’s collective emotional intelligence. Here are a few straightforward (and entirely low-tech ways) to get started.
Via The Learning Factor
A new book combines science with management techniques to offer strategies for peak performance.
In the past decade organizations have invested significant resources to try to address the gender gap in senior management. But these efforts aren’t really working. Women account for just 3% of Fortune 500 CEOs and fewer than 15% of corporate executives at top companies worldwide. The only area where women pull ahead of men is in human resources, where they account for 71% of all HR managers.
Today's article; I would draw attention in "Building a Strong Teamwork" Teams are expected to produce results, but performance is hindered when team members do not work well together. A collaborative team environment is essential for the team's success. We also need good working relationships with others in our professional circle. Customers, suppliers, and key stakeholders are all essential to our success. So, it's important to build and maintain good relations with these people.
Teambuilding events are supposed to forge better working relationships through challenging situations outside of the day to day workplace. But even if people do have a fun time or talk to new people there isn’t necessarily any lasting effect from teambuilding events when they’re back at their desks.
A researcher shows how to encourage participation, influence, and even conflict.
There are lots of problems with brainstorms, but the main one is they don’t go on for long enough. They usually stop when people have run out of ideas and you get those embarrassing silences. But those embarrassing silences are when your unconscious starts engaging on the problem and is a vital part to coming up with great ideas. The way brainstorms are practiced in most companies today is still almost exactly the same way that was recommended by their inventor, advertising executive Alex Osborn, over 60 years ago. Business and our understanding of how the brain works have both moved on so much in that time, and yet we’re still hanging onto this old technique for so many of our idea-gathering sessions. Here’s how to rethink your brainstorm so it goes for longer than you're used to, but proves much more productive once it’s over.
Via The Learning Factor
Young Entrepreneur Council (YEC) members are young, innovative business professionals continually finding new ways to be a better leader for their businesses. Ten of them share how you can be different, disruptive, or rebellious as you launch a new team.
Have you had a recent promotion or taken on a new assignment? Joni Wickline shares what she's learned about leading a new team.
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As a High D/I on the DiSC model I've always loved a good brainstorming session. Nice little article to get you thinking and perhaps change things up a little in the boardroom. Also check out Edward De Bono's 6 Thinking Hats book - fast and effective way to problem solve involving brainstorming that you might also like to read. Have a great week ahead.
Squashing bad ideas could lead people to fear speaking up, missing out on good ideas as a result. But if you’re giving every idea equal due regardless of merit, then you get off-track real fast and end up down a bad idea rabbit hole.