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Digg it UP - Managing Your Team (Part 1) - Is It Struggling?
You will always have more people that turn down your offer than actually buy. They might not have bought because of your price, payment options, or any other possible reason. You will just end up loosing all these potential lifetime customers. However, there are many ways you can minimize the loss of these prospects.One way is to accept barter offers for your product. Maybe the person can't afford to buy your product. They may have something you could use in your business or personal life. If the barter deal isn't fair enough, either of you could add in some cash. You may not make money but, they might buy other products you offer.Another way is to include a negotiation offer at the end of your ad copy. Tell your reader if there is something they don't like about your offer, they could contact you and negotiate a different
I will cover the basics in a later article.
Let's Not Struggle Any More
Although these clues are aimed at the team leader, again, individual team members have a key role to play in moving the team forward.
The Internet has made job hunting online much, much easier for everyone involved. Employers can post their job listings online and search resume databases while job hunters can search the listings and place their resume in online databases. As easy as things have become, it can still be difficult to job hunt online. Here are five tips that will make your efforts much more successful.1. Customize Your Cover Letter and ResumeDon't send the same generic cover letter and resume to every potential employer. If you are applying for a specific job, then you should tailor your cover letter and resume to that job and company. Otherwise, they are stuck reading your generic information when you could be making a real impression by informing them about the things that are most relevant to that position.2. Post Only Public InformationDon
The singular most effective way to deal with team problems is to talk about them.
BUT, how do we talk about them? What do we talk about?
It is not uncommon that teams struggle. It could be...
If the team is newly formed and team members are still at the stage of getting to know each other "as part of this unique team", I would like to suggest that article
Understanding Group Dynamics - Stages of Team Growth [2005-10-26], Article ID: 87167
should also be read to understand better the different (and sometimes difficult) stages that a new team will definitely go through.
Suggested Causes Why The Team Is Struggling
Lack of Clear, Specific Objectives
The team or, at least, certain members may feel a little overwhelmed or uncertain as to their responsibilities, their key objectives and especially how they will be measured and held accountable. Moreover, there will be no real sense of Purpose or Direction.
Left unmanaged, this can lead to wasted discussions and activities, no sense of working together, and objectives not being met.
Too Early
Teams can also struggle if the individual members are still unsure of their fellow team members. Some may feel that they still don't know others well enough to discuss issues or engage in real decision making. Some members may be reluctant to view their opinions, make suggestions especially if they are new to the team and are not (or feel they are not) encouraged to do so.
Lack of Consensus
Struggling to make decisions as a group may suggest a lack of consensus and, again, some members are reluctant, a little unsure to indicate that they don't agree and cannot support the team's decisions or conclusions.
Unable To Close
Different thoughts, feelings, fears may be at play here. At the end of a specific project, team members may be reluctant to 'officially' close the project. Maybe they are looking for something more, maybe the feel they are not ready to complete. This can result in decisions / conclusions being left open and the project being delayed.
This can also be the case when moving on from one phase to another. It may also be that team members are reluctant to move on because they feel unsure of what is required of them, there may a lack of a clear plan or, again, objectives are not specific enough.
On a different slant, if the team has been together for some time, bonded well and achieved some significant results or improvements,closing can prove to be a tough time for the team members. In busy organizations, where mutiple deadlines have to be met, this transition may be overlooked or not seen as all that important. Believe me, just as it takes individuals time to become a successful, cohesive unit, it also takes time for that team to separate. Please do not underestimate the importance of this. Sorry, no it doesn't fall into the 'Touchy Feely' category!!!
Fear of Failure
This relates to either the inability to close the project off or even move from one phase to the next. It may be that presentations or reviews have to be made to senior management or groups outside the team and there is a reluctance to share the team's conclusions in case the results are not appreciated or are open to criticism, fair or unfair.
All of these causes can be dealt with and, indeed, avoided. Much of this falls upon the shoulders of team leader but that is not to say that individual team members should not take their share of responsibility in making the team a successful one.
Team Problems and How We Should Talk About Them
Before highlighting some clues for dealing with the above causes, I would like to talk about Feedback. Giving and Receiving Feedback / Constructive Criticism is not easy and we shouldn't kid ourselves that it is.
The ONLY objective has to be successful problem resolution measured by the team making significant progress and moving forward as a cohesive unit.
If anyone uses 'feedback' as a means of delaying progress, revenge, upsetting people or any other less than positive motive, I suggest that the team would be more productive and a lot happier without that individual (no matter how successful that individual is).
Most of us understand the value of team building and interpersonal skills as well as technical skills especially in a leadership or team role. There are some excellent courses on Giving and Receiving Feedback and well worth the investment.
I will cover the basics in a later article.
Let's Not Struggle Any More
Although these clues are aimed at the team leader, again, individual team members have a key role to play in moving the team forward.
One of the big mistakes many businesses make when collecting business debts is not having a clear policy and timetable for dealing with debtors.Too often a debt can sit on the company books for weeks , even months after it became due because of lack of diligence on the part of the business owner.Large companies rarely suffer from this kind of mismanagement. If you have ever been on the receiving end of the large company process, you will know how the demands escalate to a serous level in a relatively short time.Ok, your company may not be in the multi-million conglomerate bracket but relatively speaking bad debt is a big problem and can kill the best companies if it isn't addressed in a timely manner.Large companies have a set procedure which usually starts with a statement. You should do the same. Always send statements to
Left unmanaged, this can lead to wasted discussions and activities, no sense of working together, and objectives not being met.
Too Early
Teams can also struggle if the individual members are still unsure of their fellow team members. Some may feel that they still don't know others well enough to discuss issues or engage in real decision making. Some members may be reluctant to view their opinions, make suggestions especially if they are new to the team and are not (or feel they are not) encouraged to do so.
Lack of Consensus
Struggling to make decisions as a group may suggest a lack of consensus and, again, some members are reluctant, a little unsure to indicate that they don't agree and cannot support the team's decisions or conclusions.
Unable To Close
Different thoughts, feelings, fears may be at play here. At the end of a specific project, team members may be reluctant to 'officially' close the project. Maybe they are looking for something more, maybe the feel they are not ready to complete. This can result in decisions / conclusions being left open and the project being delayed.
This can also be the case when moving on from one phase to another. It may also be that team members are reluctant to move on because they feel unsure of what is required of them, there may a lack of a clear plan or, again, objectives are not specific enough.
On a different slant, if the team has been together for some time, bonded well and achieved some significant results or improvements,closing can prove to be a tough time for the team members. In busy organizations, where mutiple deadlines have to be met, this transition may be overlooked or not seen as all that important. Believe me, just as it takes individuals time to become a successful, cohesive unit, it also takes time for that team to separate. Please do not underestimate the importance of this. Sorry, no it doesn't fall into the 'Touchy Feely' category!!!
Fear of Failure
This relates to either the inability to close the project off or even move from one phase to the next. It may be that presentations or reviews have to be made to senior management or groups outside the team and there is a reluctance to share the team's conclusions in case the results are not appreciated or are open to criticism, fair or unfair.
All of these causes can be dealt with and, indeed, avoided. Much of this falls upon the shoulders of team leader but that is not to say that individual team members should not take their share of responsibility in making the team a successful one.
Team Problems and How We Should Talk About Them
Before highlighting some clues for dealing with the above causes, I would like to talk about Feedback. Giving and Receiving Feedback / Constructive Criticism is not easy and we shouldn't kid ourselves that it is.
The ONLY objective has to be successful problem resolution measured by the team making significant progress and moving forward as a cohesive unit.
If anyone uses 'feedback' as a means of delaying progress, revenge, upsetting people or any other less than positive motive, I suggest that the team would be more productive and a lot happier without that individual (no matter how successful that individual is).
Most of us understand the value of team building and interpersonal skills as well as technical skills especially in a leadership or team role. There are some excellent courses on Giving and Receiving Feedback and well worth the investment.
I will cover the basics in a later article.
Let's Not Struggle Any More
Although these clues are aimed at the team leader, again, individual team members have a key role to play in moving the team forward.
Last Friday, I was spending one last day of freedom with a dear friend who was expecting to have her first baby at any minute. We decided to hang out by the pool.On the way there, we stopped to pick up some lunch to eat pool-side. Given the choice of Wendy’s, Subway, or McDonald’s, I chose Subway because I knew I could get a relatively low-calorie, low-fat lunch there.How did I know that? Because I’d seen their commercials starring Jared who had lost something like 150 pounds by eating an all-Subway-sandwich diet.Now, I don’t need to lose 150 pounds, and I don’t plan to go on an all-Subway-sandwich diet. However, I also didn’t want to blow the 648 calories I had burned on the elliptical trainer that morning.From the moment we walked in, I knew I had made the right decision. They had a poster-sized sign telling me how many ca
This can also be the case when moving on from one phase to another. It may also be that team members are reluctant to move on because they feel unsure of what is required of them, there may a lack of a clear plan or, again, objectives are not specific enough.
On a different slant, if the team has been together for some time, bonded well and achieved some significant results or improvements,closing can prove to be a tough time for the team members. In busy organizations, where mutiple deadlines have to be met, this transition may be overlooked or not seen as all that important. Believe me, just as it takes individuals time to become a successful, cohesive unit, it also takes time for that team to separate. Please do not underestimate the importance of this. Sorry, no it doesn't fall into the 'Touchy Feely' category!!!
Fear of Failure
This relates to either the inability to close the project off or even move from one phase to the next. It may be that presentations or reviews have to be made to senior management or groups outside the team and there is a reluctance to share the team's conclusions in case the results are not appreciated or are open to criticism, fair or unfair.
All of these causes can be dealt with and, indeed, avoided. Much of this falls upon the shoulders of team leader but that is not to say that individual team members should not take their share of responsibility in making the team a successful one.
Team Problems and How We Should Talk About Them
Before highlighting some clues for dealing with the above causes, I would like to talk about Feedback. Giving and Receiving Feedback / Constructive Criticism is not easy and we shouldn't kid ourselves that it is.
The ONLY objective has to be successful problem resolution measured by the team making significant progress and moving forward as a cohesive unit.
If anyone uses 'feedback' as a means of delaying progress, revenge, upsetting people or any other less than positive motive, I suggest that the team would be more productive and a lot happier without that individual (no matter how successful that individual is).
Most of us understand the value of team building and interpersonal skills as well as technical skills especially in a leadership or team role. There are some excellent courses on Giving and Receiving Feedback and well worth the investment.
I will cover the basics in a later article.
Let's Not Struggle Any More
Although these clues are aimed at the team leader, again, individual team members have a key role to play in moving the team forward.
Franchising is now exceeding over a Trillion dollars per year. According to the U.S. Department of Commerce, franchising is the safest road to success for the new businessperson. Franchising is literally fraud free in the United States and the cases, which are purported as fraud by the FTC are generally completely bogus and merely used as public relations ploys thru creative writing tactics of prosecutors on behalf of competitors of franchise companies.Franchising is a proven business concept that originated in the United States over 100 years ago, first with Singer Sewing Machine Company and then with General Motors. During the last 45 years, franchising has exploded into the single most successful marketing concept ever invented.In 1994, franchising contributed over $900 billion to the United States economy in sales of goods and servic
All of these causes can be dealt with and, indeed, avoided. Much of this falls upon the shoulders of team leader but that is not to say that individual team members should not take their share of responsibility in making the team a successful one.
Team Problems and How We Should Talk About Them
Before highlighting some clues for dealing with the above causes, I would like to talk about Feedback. Giving and Receiving Feedback / Constructive Criticism is not easy and we shouldn't kid ourselves that it is.
The ONLY objective has to be successful problem resolution measured by the team making significant progress and moving forward as a cohesive unit.
If anyone uses 'feedback' as a means of delaying progress, revenge, upsetting people or any other less than positive motive, I suggest that the team would be more productive and a lot happier without that individual (no matter how successful that individual is).
Most of us understand the value of team building and interpersonal skills as well as technical skills especially in a leadership or team role. There are some excellent courses on Giving and Receiving Feedback and well worth the investment.
I will cover the basics in a later article.
Let's Not Struggle Any More
Although these clues are aimed at the team leader, again, individual team members have a key role to play in moving the team forward.
If you are a start up and budding company and wish to take your business and brand to places then there are various companies offering services known as small business advertising in India. Whether you are a well established company or the budding you are ought to depend upon advertising for popularity. With each passing day small business advertising in India is catching up with the audience. Now more and more people are depending upon small business advertising in order to raise high.According to advertising experts, without advertising neither business can sustain nor survive in this cut throat competitive world. And if you are a budding business then you are ought to hire the services of the company offering small business advertising in India. The main aim of any advertising company is to create a favorable image of yours amongst audience s
I will cover the basics in a later article.
Let's Not Struggle Any More
Although these clues are aimed at the team leader, again, individual team members have a key role to play in moving the team forward.
The next article will look at Reluctant Team Members.
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