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Maintaining a Team in 2016


One of the biggest problems team leaders face is maintaining the continuity of the team. Once the right people are in place on your staff, how do you keep them there in the face of their ambitions and solicitations from other companies?


Clarity within the team can go a long way toward solving the first problem, and embedded processes that recognise peoples’ contributions can help with the second problem but this can often be a slow and costly procedure.


Well, I went on the most incredible 3-day accreditation course on this very matter, and I just had to blog about it before sending out some information to various organisations who might find it useful.


In a nutshell Clarity4d help each member of staff become better at making the team more efficient through feedback and coaching, in days rather than weeks, it’s a game changer!


Research on why people leave companies or underperform found two key reasons:

  1. They Don’t Like Their Boss

  2. They Don’t Feel Appreciated

Teaching managers to be “coaches” rather than “bosses”—asking questions rather than just telling someone what to do—would help to create UNITY WITHOUT UNIFORMITY. But where do you begin?


Old fashion words such as 'Molding a Team of Leaders' do not go down well in today’s working environment.


Educating and bringing people along with you instead of dragging them is far healthier and cost-effective in many ways.


So you’ve taken the time and made the effort to spot, recruit, develop, and get in place a group of smart and talented people who are your direct reports. That’s crucial. But the bigger challenge is educating these high-energy, high-powered, high-ego people into a working team of leaders who synchronise their efforts and propel the business forward.


Individual team members naturally focus on their own functional specialities and have their own personal ambitions, but those differences often cause them to pull in different directions especially considering the inherent tensions that exist between various silos of the business.


As the leader, you have to get your direct reports to submerge their egos, aggression, and personal agendas so they’re pulling together.


You can’t mediate every dispute, ensure that every trade-off is properly made, or that information is flowing as it should on a daily basis.


Clarity4d can provide the tools to help all team members learn how to develop team communication strategies, so the business will perform better as they focus and commit to the total business.


Clarity4d will help them create a common granular picture of the company in its external context as you see it or even more critical the way the market is moving. That way, they’ll know how their respective areas fit together, and they’ll have both the motivation and information they need to keep their efforts aligned.


You have to mould people’s behaviour as well. Too often, talented and ambitious people have a single-minded focus, are little aware of what their colleagues in other silos are doing, and at worst deeply suspicious of them.

























  1. Positioning and Repositioning: Finding a central idea for the business that meets customer demands and that makes money.

  2. Pinpointing External Change: Detecting patterns in a complex world to put the company on the offensive.

  3. Leading the Social System: Getting the right people together with the right behaviours and the right information to make better, faster decisions and achieve business results.

  4. Judging People: Calibrating people based on their actions, decisions, and behaviours and matching them to the non-negotiables of the job.

  5. Moulding a Team: Getting highly competent, high-ego leaders to coordinate seamlessly.

  6. Setting Goals: Determining the set of goals that balances what the business can become with what it can realistically achieve.

  7. Setting Laser-Sharp Priorities: Defining the path and aligning resources, actions, and energy to accomplish the goals.

  8. Dealing with Forces Beyond the Market: Anticipating and responding to societal pressures you don’t control but that can affect your business.

  • Ambition—to accomplish something noteworthy BUT NOT win at all costs.

  • Drive and Tenacity—to search, persist, and follow through BUT NOT hold on too long.

  • Self-confidence—to overcome the fear of failure, fear of response, or the need to be liked and use power judiciously BUT NOT become arrogant and narcissistic.

  • Psychological Openness—to be receptive to new and different ideas AND NOT shut other people down.

  • Realism—to see what can actually be accomplished AND NOT gloss over problems or assume the worst.

  • Appetite for Learning—to continue to grow and improve the Know-Hows AND NOT repeat the same mistakes.

  • A Wide Range of Altitudes—to transition from the conceptual to the specific.

  • A Broad Cognitive Bandwidth—to take in a broad range of input and see the big picture. Ability to Reframe—to see things from different perspectives.


Try this simple questionnaire and we will send back your profile report. We will then explore how it can be used in a team environment. Click here to start the journey to better team building.


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