Law Practice Edge’s Post

Our CEO wrote a few words and constructed a video going through our playbook on building a competent, trusted and of course, 100% virtual/ distributed team! Check out the key skill set and playbook he presented here: https://bit.ly/451280A

As consultants, we face challenges every day. But what sets us apart is how we handle those challenges and continue to mentor our teams. At TJ Business Enterprises, Inc. , our model is simple yet effective: Listen, document, and engage the workforce towards a common goal. Develop understandable measurements and consistently report that information. By adopting this approach, we have achieved great success in helping our clients overcome their business obstacles. So, let's stay focused on our goals and work together to achieve them. #consulting #teamwork #success #TJBEInc #Makingadifference

Does your team interrupt you with questions all the time? Hate to break it to you but simply documenting your workflows won’t help. Having SOPs is key but it doesn’t mean your team will follow them. So when someone tells you to just create SOPs Use AI Then update them And that will magically solve your problem They really don’t know what they are talking about. You can have the best SOPs but if nobody follows them, they become useless. Your team will continue to interrupt you and wait on you for decisions and implementation. When this occurs, it has little to do with your SOPs More to do with your internal culture, your communication. Can SOPs help you? Absolutely. Should you document. A resounding yes. Should you make your SOPs more engaging to improve implementation? Yep. But creating a self-managed team requires more than documenting. If it were all about creating SOPs Most founders of companies at a point of growth would have no issue with implementation. But they still do, even with SOPs in place. Creating talent leverage and increasing team implementation requires 3 things: 1. An optimized process that has been documented in an engaging way (your SOPs). 2. A self-managed team (that is only self-managed when you have the right culture in place). 3. The right culture that empowers your team to run your systems for you. That’s the only way to get your team to do more without you.

Have you ever been part of a team of "superstars" that maybe has sparks of brilliance but usually gets mired debates, distractions and minutiae? You know the team is capable of more, but somehow it just isn't gelling? If the team is filled with competitive superstars, the competition becomes a distraction. Everyone wanting to show they are smarter, or work harder, or can deliver better than their peers. A bit of internal competition can be a good motivator, a lot of internal competition can be destructive. A leaders' first instinct in this situation is often to lean in, rally the troops, maybe try "team building." Among a competitive group this is a bad choice. More attention from the leader is more opportunity to shine, and will only heighten the competition. The team cohesion has to come from within. If you see a team of "superstars" that works well together, try to identify the enabler on the team. There will be one or two people with a seemingly magical ability to diffuse negative competitive tendencies and build team cohesion. In some cases, the enabler is not the most vocal or strongest personality. I recall one team that was descending into inaction with a lot of bickering and "personality issues." I could see one person I suspected had the skills to help the team, but they were shy, intimidated by the bravado of others, starting to question their capabilities (another negative effect of too much internal competition.) With a little coaxing, and some strategic opportunites to succeed, they restored some confidence and quickly, the team forgot about the interpersonal issues and returned to the task at hand. There was no formal assignment of an Enabler role, and I am not sure the rest of the team recognized what had happened transpired. But they starting by trusting the enabler, and subsequently rebuilt trust within the team. Coordinating groups of humans is challenging and often rewarding. Everyone has a part to play. It's cheezy, but there is no "I" in "TEAM" https://lnkd.in/gu7u_ZKS #people #teams #itsabouttrust

"Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and so rare." – Patrick Lencioni Had a fantastic team meeting with Ija Najwa Sadli , AIDA MUNIRAH ABDUL MUTHALIB, Azizul Hakim and our fearless leader, Noorzalizan. We covered key areas to keep our operations running smoothly and our collaboration strong. First up, we tackled budget and administration processes. Everyone now knows their roles and responsibilities, which is great because nobody likes confusion (or extra work!). The meeting was an awesome platform for open discussion. We shared ideas, concerns, and suggestions about our work. Reviewing task progress, identifying challenges, and brainstorming solutions together felt like a mini think-tank session. We also chatted about decision-making processes to make sure everyone knows how decisions are made and who’s got the power in specific areas. Clear actionable items were defined, with deadlines to keep us on track (because who doesn’t love a good deadline?). Finally, we set up a follow-up framework with regular check-ins and progress reports to keep the ball rolling and everyone informed. This structured approach aims to optimize our teamwork and align us towards achieving our goals. Looking forward to our continued collaboration and success!🤪

Is your team constantly tangled in a web of miscommunication? The culprit might be right under your nose. Managing a growing business is akin to navigating a complex machine. Each cog, from the org chart to workflow diagrams and comprehensive explanations of the business processes, plays a crucial role. However, the magic happens when everyone is aligned on how these elements integrate and function together. It's about creating a shared context that enables every team member to see the big picture and understand their role within it. The lack of this shared understanding leads to inefficiencies that are more than just frustrating—they're costly. Misalignment results in conversations that miss the mark, redundant efforts, and strategic initiatives that stutter before they even start. The solution? Invest time in developing clear, updated documents that encapsulate not just who does what but how things are done and why. This clarity becomes the foundation upon which scalable decision-making can thrive. Let's pivot our approach from working harder to working smarter by fostering an environment where information flows freely, contexts are shared, and vision is unified. Your organization's efficiency isn’t just about saving time—it’s about amplifying impact and ensuring everyone rows in harmony towards the collective goal. How are you aligning your team today for a clearer tomorrow?

The best way to help a team make unbiased decision includes but not limited to these chain of actions; To start with Creating a diverse team; A team with diverse members brings different perspectives and experiences to the table, which helps in avoiding groupthink and making informed decisions. Encourage open communication: Create a culture where team members feel comfortable sharing their views and opinions, even if they conflict with others. Encourage listening to each other’s arguments and avoiding personal attacks. Define the problem: Clearly define the problem your team is trying to solve. This will help everyone stay focused on the task at hand and avoid getting sidetracked by irrelevant information or personal biases. Gather data: Collect relevant data and facts from multiple sources, including research, experts, and stakeholders. This will help in making informed decisions and avoiding making decisions based solely on personal opinions. Use decision making models: Use decision making models, such as SWOT analysis, Pros and Cons analysis, or Pareto analysis, to structure the decision making process and minimize personal biases. Avoid rush decisions: Avoid making decisions without sufficient time for discussion and analysis. This can lead to groupthink and personal biases clouding the decision. And finally, Review and reflect: After the decision has been made, reflect on the process and outcome to identify areas for improvement and avoid repeating the same mistakes in the future.

some possible approaches to use to manage team without creating chaos: Brief and Insightful To assign tasks without chaos, I prioritize clear communication, define specific objectives, and consider team members' strengths and workload. Regular check-ins and flexibility also help ensure smooth task execution. Sharing Expertise 1. Set clear goals and expectations. 2. Assess team members' skills and workload. 3. Assign tasks based on strengths and priorities. 4. Establish deadlines and check-in points. 5. Foster open communication and feedback. Chaos-free task assignment is all about clarity, collaboration, and adaptability! Thought Leadership Effective task assignment is both art and science. To avoid chaos, consider: 1. Task segmentation and prioritization. 2. Resource allocation and workload balancing. 3. Skill-based task assignment. 4. Real-time progress tracking. 5. Continuous team feedback and adjustment. By applying these principles, accounting teams can thrive in dynamic environments and deliver exceptional results.

TEAM TRUST Team trust refers to the confidence team members have in each other to perform their roles, act in the best interests of the group, and collaborate effectively. It is a critical component of team dynamics that impacts productivity, communication, morale, and overall success. Key Aspects of Team Trust: 1. Reliability: Members trust that others will complete their tasks competently and on time. 2. Integrity: Confidence in the honesty, transparency, and ethical behavior of team members. 3. Competence: Belief in the skills and abilities of teammates to meet team goals. 4. Support: Assurance that team members will provide help, encouragement, and understanding when needed. 5. Open Communication: Feeling safe to express ideas, opinions, and concerns without fear of judgment or retaliation. Importance of Team Trust: Encourages collaboration and innovation. Reduces conflict and misunderstanding. Enhances decision-making and problem-solving. Boosts engagement, satisfaction, and loyalty. Building Team Trust: Transparency: Share goals, expectations, and information openly. Consistency: Follow through on promises and commitments. Empathy: Show understanding and care for team members' perspectives. Accountability: Take responsibility for mistakes and recognize successes. Inclusive Communication: Encourage input from everyone and foster mutual respect. Teams with high levels of trust typically perform better and are more resilient in the face of challenges.

I believe TEAM work is an integral part of getting work done for organisation. So what does Finance got to do in it ? Beyond crunching numbers, we should be able to drive .strategic decision-making .optimize resources .ensure financial stability. Building such a team requires clear communication, deligation,shared goals, and a culture of accountability. What approaches have you found effective in fostering a high-performing #financeteam ?