siliconindia | | July 201919he French team that won the world cup demonstrated that having one or two superstars do not necessarily get you across the finish line in the rough and tumble of high intensity sporting or business games. Remember these superstars below? Did their teams win or even make it to the final hurdle? If not why not? Based on my three decades of experiences as a corporate leader, the last eight years I have been working very closely with over 40 organisations and a couple of 100 leaders as a Mentor, Coach and facilitator. I often come across gaping gaps in the way organisations often lose their way when it comes to unleashing the full power of their teams. And I am not just talking entrepreneurs, but about mid & large corporate also. Through this write-up, I am sharing ten tips which I believe can help mid & senior leaders to make a difference1. Making people in your team buy into the vision - In many cases, it's quite likely over half the employees would vaguely recall the vision of the organization shared when they joined or see it on some notice board. The Vision is not meant to be a CEO agenda only. There is an interesting quote - `The very essence of leadership is that you have to have vision. You can't blow an uncertain trumpet' - Theodore M. Hesburgh. How do you energise a team if they are not clear where the organisation is headed and how its changing lives or improving efficiency or value adding to the cause? 2. Building excitement about how each individual can contribute towards achieving the goal ­ Good leaders challenge, excite and energise their teams, average leaders give directions and expect them to just do their `work'. That's what they are paid for? No second guesses for who succeeds more consistently. 3. Building a performance culture where every team member knows exactly what the role expectations and performance metrics and measurements are ­ So very often, this is a grey area and builds scope for people to take cover or point fingers when things go wrong and say things like ­ oh I thought he was to do it! ! I am not clear about my role!! And performance metrics? That's for Appraisals only once a year. Management needs it and HR follows up with team leaders to adhere to the schedule, more than focus on it as a development tool. These are times when process adherence overrides without the benefits being UNLEASHING THE TRUE POTENTIAL OF TEAMWORKBy Cherian Kuruvila, CEO & Business Mentor, CNC Transcend Management ServicesWith three decades of corporate & entrepreneurial experience, Cherian has won numerous awards for his performance, team management and leadership skillsCXO INSIGHTSTIt's no more a one man organization, but a larger play of intellect and ideas which generate enthusiasm and energy and solutions to the most complex problems
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