Pulling Your Team to Success

Pulling Your Team to Success

Have you ever looked around the channel on your television and came through one of the tough men’s contests? It’s the kind you’ve seen that sees a single man trying to propel a jet over a long distance, and the person who does it the fastest is awarded the prize. I’m curious if they were pulling or pushing the jet? If you say pulling, you’re correct. Are you aware of the reason? When you pull something like an aircraft, you’re employing an advantage of leverage. This same concept applies when creating an organization – you can’t make them outstanding – you must draw them in and thus make them amazing.

It is obvious how important being an example to others is. In the past, the mantra has evolved into “Don’t talk the talk if you can’t walk the walk.” A leader who is more engaged has the better, insofar as it’s engagement, not micro-management. The team should know the leader trusts their team members, in addition to knowing that the manager is a part of the collective.

The owner of a landscaping company located in the suburbs of Washington, DC, has an impressive team of workers. In a recent project they performed for me, his team leader/foreman for the project informed me that his experience in the business for over 20 years. The average time of employees on the team was more than ten years. In a profession that has higher turnover than average, the CEO declared that “It is about treating them right, and working alongside them.” The team leader was doing this throughout the whole day. When the founder stopped late in the day, I observed that he was hustling alongside the workers on an hourly basis. This led to the growth of trust within the group. The founder doesn’t just talk about his work, but he actually walks the walk every day with his teams. His involvement with teams shows how he built trust between each team and how team leaders work together with the team members to achieve another level of respect and trust.

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If your company is trying to cut down on employee turnover, create long-term, high-performance employees, raise your team from being average, and build an organization that produces results, follow these easy steps.

Instill Growth

The expression “if you’re not growing, then you’re dying” is not only applicable to flowers and plants, but it’s also the case for teams. It doesn’t matter if it’s an individual who is learning an entirely new skill or the team together learning the new method. It is essential to continue to grow. Each person must be reading at the very least four non-fiction books per year. They should also be taking at least 6-8 days of training to ensure that the team is growing. Keep in mind that the more people are educated about themselves, the more they are eager to implement. This improves the productivity and attitude of all.

Break Out Of Your Comfort Zone

The best of us may find ourselves stuck in a pattern that can be a trap. Do not be afraid for a little change – try something different and unique regularly. Change the dates and times of meetings as well as having team members lead the staff meetings and rotate them frequently. These are only some ideas. Changes in the way things are conducted affect each of us as well as the entire team.

Walk The Walk

Don’t be afraid to enter the conversation with workers on the front lines and show them that you are able to collaborate with them, instead of just “be the boss”. Respect and trust are essential for any leader’s success, and this is among the fastest methods to gain reverence and confidence. Every leader has leadership qualities, and it’s not just that “boss” who is the leader.

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Always Have A Strategy

Although you might want to run around by the seat of your pants, you need to have a rationale behind all you do. It could be as simple as helping a coworker or teammate develop their abilities. Another option to create an approach is to organize the retreat. This can be a powerful incentive for all the team members. It also helps get them up to speed and prepared for the next big project. Be aware that once your goals are established, adhere to the goals.


Make sure that everyone (individually and the whole team) is accountable. When the management holds employees accountable, the team members themselves be held accountable, and the bar is naturally raised. Nobody wants to fail their fellow teammates, and this is the norm. A bonus is a fact that trust is built across the whole team.

Reward The Team

We get focused on the recognition of individual strengths (continue to reward and recognize people) that we fail to recognize the team for their achievements. A few times ago, a group completed a very large and intricate project. They wanted to celebrate themselves, so they went on a break and enjoyed a few rounds of miniature golf. Although they discussed their golf excursion throughout the following days, however, they were focusing on the next day’s work. Passed by, mistakes fell, and attitude increased.

Tap The Talents Of Others

Every team has talents that are hidden. Make sure you learn about your team members and discover their hidden abilities. Find out how each member can benefit the team in a variety of ways. Learning is rewarding regardless of where it came from, as knowledge is passed on more effectively through the perspective of a teammate.

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Keep The Lines Of Communication Open

It is crucial that the team doesn’t share secrets between them or with the leader. Everyone should feel comfortable speaking to each other. This keeps the conflict in check and helps the team to develop as well.

Implementing these strategies will aid in the development of any team at any time by increasing confidence and morale within the team, establishing greater trust in the job function, which will ultimately increase productivity in the future.

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