How do you build and lead a high-performing business operations team?

Building a team is like building a structure which stands strong on several aspects. The first important thing is to share the vision. The vision mainly depends upon Purpose, Right person for the right job, collaboration (team work), positive work culture, professional development, empower and delegate, setting clear expectations. Regular assessment and last but not least leading by example. The right leadership can only make the team move in the right path of the ultimate vision .

Play to each member on the team’s strengths! Strength Finder training changed how I managed my teams and I have proven over and over it’s the key to success!

1. Team understanding of the expected. I mean let the team have full share of the goal; otherwise, members of the team might be working against each other. 2. Build the system around people Capacity building and development for your team member to live ready for uncertainty which may surface along the way to the future 3. Build a stable culture of work which respect change and time. Team members needs to be inoculated with change management mindset with flexible just-in-time management operation in focus. All these among others are what I used in my previous experience and it worked with proven results.

1- proper systems, supply chain, accounting 2- goals and objectives are clearly defined 3- trust and delegate to teams tasks. 4- avoid micromanagement. 5- be open minded for feedback and novation. 6 fixability on your SOPs, systems and mindset to adopt to context and culture, there is no one size fit all. 7- respect your team, recognize their contribution and celebrate forgather and they will stand with you in hard times. 8- do it as a TEAM! this will guarantee coordination and communication efficiency. 7- proper compensation and benefits to ensure sustainability.

Here are the principles that make for a great operations team: -Hire high integrity individuals -Provide clear reasoning of the mission/vision -Open exchange of feedback between management and team

Demonstrate the behaviors and values you expect from your team, regularly acknowledge both individual and team successes, and be transparent about your own actions, Show appreciation for hard work and innovative contributions, taking responsibility for mistakes and showing the team how to learn from failure.

Leaders often add team members based on their past performance without considering that a new project, team dynamic, company, or even the employee's personal life all can affect how someone is motivated. They may show up much differently than expected. Using team behavior analytics can help align the right people with the objectives. This type of information will help in communication, approach to decision-making, and ultimately, collaboration.

To be effective, learning and development must extend beyond onboarding. Onboarding is the introduction, but a continued environment of learning will take that knowledge to new levels, foster innovation and problem-solving, and empower your people to do more to impact the organization positively.

Start with someone who is skilled in this area. They can meet with the key stakeholders in the business, audit the current systems and processes, look at the strategy and the structure in place for growth. If you don't have that within the business, outsource it.

you can always start by undesterstanding and navigating the porpuse or the need of the task or customer, what purpuse does it fufill? based on that, you must difine the right talent for the role, maybe you need a quick snap answer kinda person for the account, or maybe you need a friendlier approach to the customer, it all comes down of having the team member connect with the appropiate role it will fufill. Dare to fully understand the nature of the requirement.

Once you've got a solid foundation and systems in place, it is time to start building bridges and making sure that end to end information flow and understanding of information between teams are synced. In fast moving competitive tech, when one department needs a change, it then reflects in the other's workflow. This quick silo removal, makes for speedier decision making, more coherent workflow overall without overstressing the team

By focusing on the "low hanging fruit" and one or two big wins, you can build a solid foundation for your business operations team and gradually expand their scope as you gain experience and resources. This approach allows for better resource allocation, a higher likelihood of success, and a more efficient and effective operational infrastructure.

Benefits of Streamlining Business Processes Increased efficiency, productivity, agility, and profits. Improved communication. Clearly documented procedures and greater visibility into processes. Reduced errors, holdups, silos, missed deadlines, and redundant work. Improved compliance with industry standards.

I have helped businesses to streamline their processes by firstly looking at the systems they use. What can be improved to not only save money but to ensure systems can integrate with each other and be more effective and save time. The processes are important to ensure consistency and accuracy across the teams. They are ever changing as the business changes so need to be updated constantly.

Also, experience is important but the ability or desire to be teachable can't be overestimated When building processes and systems use the past for guidance, present for planning and leave room for tweaks based on an uncertain future.

While it sounds counterintuitive, to do this well, failing and missing the mark have to be expected. This frees people up to be innovative and creative and will ultimately lead to stronger solutions. Another strategy I've found helpful when editing work and providing feedback is sharing why I'm making certain edits/changes so they either can use this information to improve future services and deliverables or challenge me and help me see what what they had really is better. The freedom and expectation to learn from each other, regardless of hierarchy, fosters innovation and creates buy-in.

In our current hiring climate, helping staff see how their work impacts the overall mission and cultivating their sense of purpose are more critical than ever. So in addition to aligning to the strategy and vision, we need to align to the why/the impact. And while people often shy away from measurables, they actually help people understand what success looks like and how to get there. They can also be used to gamify tasks so that our brains see them as fun challenges. Checking in with staff and getting their feedback on us also help build/strengthen high-performing teams.

Encourage failure! An innovative culture is one where failure is seen as an opportunity to learn and adjust, not criticize and admonish. I coach my teams that I expect them to take chances and challenge the system quo. I also expect them to get it wrong sometimes, and when they do, I want them to bring it forward so we can support them in the resolution. It's what you learn from it and how you recover that stands out more than the actual failure.

Don't wait for your boss to tell you, or someone else to deliver the new idea, take the initiative! Building a continuous feedback loop with key stakeholders and your staff is essential.

In my experience leading teams, psychological safety should be the core foundation you’re operating on. Teammates should feel that they are in a safe environment to speak up, take risks, and even fail or make mistakes. Teams that have this safety in place are likely to be high performing and highly effective.

Building and leading a high-performing business operations team begins with strategic hiring. Recruit individuals with diverse skills and experiences that complement the team's objectives. Clearly define roles, responsibilities, and expectations, and encourage open communication. Foster a collaborative environment that values innovation and continuous improvement. Invest in training and development to enhance team members' skills. Set clear goals and KPIs to measure performance and provide regular feedback. Finally, lead by example, emphasizing accountability, adaptability, and a customer-centric approach. A well-coordinated and motivated team is key to achieving operational excellence and driving business success.

Encourage feedback from the team, every type. Encourage contributions from every team and involving everyone in projects while aligning the set culture, vision with the goals of the organisation.

In Supply Chain; the chain is as strong as the weakest link, that being said: "The team will be as strong as the weaskest member". It all comes down to wining the vote of confidence and trust from the people you manage, if you do not have their trust they will not bring to you the items blocking their path, it can result in training, technical improvements, maybe it's the enviroment, or something personal, so as a leader you must understand and know your crew, at the same time be honest, will you resent a team member that is more qualified or will you embrace the team to look more smarter and stronger than you? , so it's best to start with one self, you can acheive what ever you "smart"ly plan, you just have to be sincere about it,.

All that have been mentioned are exactly what is needed. The goals must align with the vision of the organisation. No man must be left out in the process. Processes should also align with vision. For example if you are an innovative driven organisation, innovation shouldn't be fought against in your organisation. It defeats the vision of the organisation and goals can't be met.