Was ist Ihr Geheimnis, um eine erfolgreiche Teamstrategie zu entwickeln?

We should understand the team potential, their strengths and weakness post that show them the opportunity in a project and improvement with motivation to achieve that goal

Make sure everyone knows their role and how their efforts impact the central idea. Take the time to understand your teammates unique abilities and build a culture of trust and ACCOUNTABILITY. Accountability means what is the deliverable, what single individual is the owner and by what date. Have a stupid proof dashboard so everyone knows the score. Benchmark other companies to find best practices on culture and direct reports can't have a back door, they need to address any issues with the whole team.

Always the step most miss is the preparation & knowing your people. As a leader for 20+ years, I knew the humans that chose to work with me in the same business ridiculously well. I knew what made them turn up, what made them tick, their priorities, their fears, dreams - & not just what worked for me & my business goals but for them as individuals. Caring about other humans who you’re privileged enough to have some workplace responsibility for is VITAL. Knowing why “this” (points around work) matters to everyone individually helps craft a real, collaborative, heart & mind goal goal everyone can build together as one. Know people first, then know their drivers. Somewhere in all of that, you & your business will fit.

1. It all starts with the common goal of the company. If even one (or more) of especially the founding team is misaligned, you need to take "the talk", the sooner the better. Once everyone is aligned about the company strategy, everything else will naturally fall in place. 2. Proceed to set some corporate values, which includes do's and dont's. For example how you conduct yourself, represent the company brand, and what world issues you publically voice. There is a saying "keep it in the streets", meaning as a team member, even if you have some extreme views you should think twice on how it reflects on your company. If "you're" too stubborn, refer to point one. 3. Trust. Even you have reasons to doubt, trust in each other duties.

Gallup StrengthsFinder 2.0 can indeed be a great tool to identify and understand the unique strengths of each team member. Developed by Gallup, a renowned research and consulting company, StrengthsFinder 2.0 is designed to help individuals discover their natural talents and leverage them to achieve personal and professional success.

We can not developed in our role and support others in their roles without having our own vision and goals to elevate yourself to the next level!

Ensure your vision matches with the overall vision of the organization. Sharing the vision and the milestones enroute to see that the progress is in the right direction within the stipulated time frame.

Alongside your vision and goal development, it always helps to align and embed core behaviours/values within the team (these should align with the wider organisation). As a leader of a team you should also set out guidance on your minimum expectations so the team know what is expected of them.

Understand what you want your team to achieve and align this vision with the broader organizational mission. Break these aspirations down into SMART goals, ensuring clarity and achievability. Crucially, bring your team on board by effectively communicating this vision and the steps to achieve it. Doing so not only clarifies the direction but also fosters collective commitment

The best approach can be the hardest at times. Here is where wisdom takes place. In business it’s all about the business and culture of the business. The approach has to always be ethical.

Choosing the right leadership style and tools is crucial; ensure they align with your team's dynamics and the tasks at hand. The right approach maximizes both comfort and productivity.

-To identify key talent management areas, you can use various methods and tools, such as SWOT analysis, competency models, talent reviews, performance appraisals, employee surveys, etc. You can also consult with your team members, stakeholders, customers, and experts to get their input and feedback. -You should focus on the critical roles and functions that drive your team’s performance and value creation. You should also consider the current and future trends and challenges that may affect your talent needs and supply. For example, you may need to account for the impact of technology, globalization, diversity, innovation, etc.

Determine your strategic steps, allocate tasks based on team strengths, and set clear timelines. Utilizing a team action plan ensures alignment and tracks progress effectively.

Implement your team strategy, address arising challenges, and regularly track performance using defined metrics. Utilize a dashboard to provide a clear overview of progress and hurdles.

Crafting a winning team strategy involves a combination of thoughtful planning, effective communication, fostering a collaborative environment, and continuous improvement. Here's a comprehensive approach to creating a successful team strategy: 1. Define Clear Goals and Objectives 2. Understand Team Strengths and Skills 3. Effective Communication 4. Collaborative Environment 5. Role Clarity 6. Set Performance Metrics 7. Flexible Approach 8. Encourage Innovation 9. Empower Decision-Making 10. Provide Resources 11. Regular Review and Reflection 12. Celebrate Achievements 13. Continuous Improvement 14. Leadership Support 15. Feedback Loop 16. Long-Term Vision

When a leader is given credit for excellent work, they should redirect that credit to shine upon the team, as they are the ones who truly deserve it. Without your ten you could not be a true leader!

As a team leader, never underestimate the strength of empowering the members that make up your team. By creating a team that is self-assured, confident, and more importantly sure of themselves you are setting up not only them, but yourself as well to succeed.