City of Wagga Wagga’s Post

In all my years managing Hotels I have learned how to develop and maintain a strong team. The keys are simple but we often don’t do it. 1) Hire the right person. I learned to hire people who are willing to give of themselves. I can teach you how to do the job but I can’t teach you to be friendly. 2) Train them properly. Don’t cut corners or throw them to the Wolves. 3) Most important is to then get out of their way. Let them do their job. No one likes a micro manager looking over their shoulder. People are the most content with their job if they are appreciated. That they know what they do makes a difference, and that they are part of something bigger than themselves.

Everyone in business likes to use examples of sports stars for many different reasons, the most popular reason is to try and motivate their staff. We've heard all the quotes and stories involving Michael Jordan, Kobe, and the list goes on and on.... What do you think of when you hear the name: SAM DARNOLD I'll keep it simple and tell you what I think of. I think of the importance of getting people into the right situation with the right support and great coaching. If you have someone unhappy in their current role, or someone underproducing.....its not time to immediately end the relationship, it's actually time to figure out where they should be in your organization instead. REMEMBER: YOU HIRED THEM FOR A REASON.

Discover the surprising link between rugby and effective business team management! How the All Blacks inspired a revolution in parking enforcement. ⬇️ Cheers to Kevin Warwood for his brilliant piece in Parking Today (March 2015) drawing parallels between rugby and business team management. The New Zealand All Blacks" is indeed a model of excellence. I've managed a municipal parking team in Southern California and been hooked on rugby for over four years. The genuine team spirit and the fact that anyone can score the winning try are captivating. These elements echo in my approach to managing my parking enforcement team. Each member can advance or hinder our efforts during every interaction – much like rugby players on the field. In line with rugby team ethos, we've adopted a culture of high standards and transparent celebration of our triumphs and shortcomings. This open practice, which differs from the typical government setting, has fostered a sense of pride and responsibility within the team. The "healthy impatience and innovative tech use Warwood attributes to the All Blacks are mirrored in our strive for a flawless, cutting-edge enforcement program. Identifying and tackling our weak points is as crucial as the All Blacks' offensive strategy. Our consistency in response to situations is akin to their unfaltering defense. I hope this resonates with other readers of Parking Today. As rugby's popularity grows in the States, its model for success can benefit any business team. It's especially beneficial for a parking enforcement team! Thanks again for the invigorating read. Best, Bryan Forward Parking Enforcement Supervisor, Oceanside, CA

🙏 Believe in Your People As a manager, building a team is one of my key responsibilities. Naturally, I rely on skills, experience, and some shared characteristics to make decisions. 🔑  Of course, as a leader, I’d love for every role to be filled by strong, experienced individuals ready to deliver results right away. But that’s just not how it works. 🏆 Building a team in business reminds me a lot of building a sports team. Coaches assign tasks, evaluate performance, observe how players function as a unit, and see how they handle challenges. They’re always on the lookout for that diamond in the rough. But is that enough? ❌ I don’t think so not even close. If it were that simple, every other company or sports team would be wildly successful. ♻️ The most crucial and hardest ingredient? Belief. 🌱 Even truly talented people don’t always succeed right away. Sometimes, they need time to make mistakes, learn, and carve out a path that might not look like anyone else’s. 🎯Take Kurt Warner, the American football MVP. For a long time, he didn’t stand out much. He even missed several opportunities, or so it seemed. But one day, his coaches believed in him. They gave him a shot, and he didn’t waste it. In my own career, I’ve been given opportunities and second chances. Looking back, I realize I wasn’t always ready for them. 💪 But because someone believed in me, I was able to rise to the occasion even when I didn’t believe in myself. 💬  That’s why I feel it’s my responsibility to pay it forward: 👉 to create opportunities and a space for growth for others. 💡 Sometimes, all it takes is believing in someone. 📩 Link to my SubStack is in the first comment. #management

One person calls me to ask how I managed to effectively put a team I took over from him into perspective, which seemed to align so well with my vision. He actually mentioned strongly that the behaviour of the team was so bad and unprofessional - this is what I said to him: As a leader you do not focus on managing behaviour but performance; what changes and aligns the behaviour and attitude of the people you lead is your behaviour and attitude as a team leader. From my experience, it is practically impossible for example to discipline a team member who reports late for work when you as a leader walk in late almost all the time. It all begins from here; Building a strong and productive team does not demand for too much if you clearly know what you want to achieve as a leader. Your dedication and hunger to produce results is the first attitude you should show to your team the very first time you engage with them and this attitude should be hinged on a strong foundation of integrity and mutual respect. Always remember when your team fails, you have also failed as a leader because you perform through each one of them. So your willingness and desire to support them is non negotiable. Show them how to do it and then supervise them to consistently do it. When you develop a team that has trust in your ability to lead them, you can achieve anything with them.

Want to build the best team? A winning team? Then listen up… First off, if you want the best, you gotta be the best. “A” players want to win world series, super bowl rings, stanley cups. It’s gonna cost you. You don’t get the best by paying the least. “A” players want the best managers and coaches. - They don’t want to be micromanaged. - They want to be trusted. - They want you to have confidence in them. The fear most contractors have is this: “What if I hire someone I think is an “A” player but they’re not?” Take the chance, swing for the fences, offer performance incentives. If the performance isn’t matching, you then have those conversations. But if they DO perform, you’re going to see wild success as s company. Here’s the key: >> You gotta believe in yourself. Believe in your systems and processes. Put A players in a postion to win and you’re well on your way to building a successful company.

Everyone tells you how to motivate a team. And no one why it's the easiest choice in management. Motivation for the sake of being a nice leader isn't the goal. It’s about having clear ethics that guide your daily decisions as a manager and help the team stay effective. Here are my principles: ⭕ Freedom People need autonomy to decide how they work. I outline what needs to be done, and they figure out how to get there. When they come up with great solutions, you know it’s working! ⭕ Growth Keep the team engaged with challenges that aren’t too easy or too tough. And always remind them of how much progress they’ve made. ⭕ Purpose Everybody wants to feel like their work matters. Help them see how their efforts tie into the bigger picture. ⭕ Boundaries Clear expectations make everything smoother. Set the guidelines, and give them flexibility within those boundaries. What are your key principles for keeping the motivation high? #fsm #digitalmarketing #advertising #sports #sportsmarketing #sportsbetting #sportsbook

🎽 Olympians are so in demand from employers the The British Olympic Association is missing out on £1,477,575 in revenue over the next 6 months 🎽 Well if we assume all Olympians stop being athletes, go into office jobs, on the Glassdoor average office worker salary number and they churn at 20%....... 🏊♂️ If the IOC did this they'd be making £47,373,840 in March 🏊♂️ Athletes are always in demand - we love hiring them. They've got an unfair advantage. They've come out of a system designed to create peak performance and can apply those systems to work. So instead of seeking out this out lets create elite athlete performance in teams by; 💪 ensuring employees get their reps in. Listen and do, don't listen and listen. Frank Lampard knew he needed to work on his speed as a kid so he sprinted every day. The result - contributing to peak performance. Talent management should make space for this set objective, training on and off the job to get your reps in with support from great management and coaching. 👫 in Qatar in 2022 Jude Bellingham was clearly being supported by experienced senior pro Jordan Henderson. The class of 92 had experienced pros to get them over the line Bruce, Pallister, McClair & Cantona. We've the broadest generational cross over in teams ever at work. If you aren't able to make that work like a sports team does then it's untapped potential going to waste. 🏤 Elite elite athletes train and eat when they want. Floyd Mayweather trained through the night on his schedule. Not so easy for your employees but flexible working allowing them to turn up to work and be productive should be embraced to harness this elite attitude. 💻 systems > short term wins. The great sports teams produce over and over and over again. The All Blacks produce team after team. The environment and the systems do this. For your people the systems should allow for brilliant basics and enable them to be productive in difficult & complicated work. For a throw back here are some young former Abintegro/Access Career Development athletes honing their dizzy bat and downing beer skills at the 2019 company sports day.

Marathon runners normally run the 26th mile faster than most of the miles preceding it. Theoretically, they should have depleted their energy reserves and be at their slowest, yet they consistently run the last portion of the race at a faster speed. When runners can see or sense the finish line, they make a final push to reach it.    The closer we get to a goal, the more effort we make to realize our success. Some examples: -As you near the end of a book, you read with more urgency. -As salespeople are within range of their monthly quotas, they work even harder to secure more deals. -A team member who is close to earning a promotion is more likely to take on additional responsibilities to prove they are worthy. -A chef who is close to releasing a new menu will spend extra time and effort perfecting the recipes.  Leaders who understand the power of goal proximity use it intentionally to motivate the team and to ensure a strong finish. Whenever a project or initiative is within sight of completion, good leaders call this fact out. They remind people that success is right around the corner. They don’t have to ask for more effort or a push toward the finish line. Team members will naturally engage more intensely when they can sense the end is near.  

Being a director comes with significant responsibilities, including effectively carrying out job duties and offering guidance to team members you oversee. It's crucial not to solely rely on rumors from one source but to consider all perspectives. Encourage individuals to take responsibility for their mistakes and then hold meetings to address and resolve any issues. As a leader, it's vital to acknowledge your own errors instead of shifting blame to others. Additionally, directors and head chefs should be open to the idea that they might not always be right; questioning oneself is essential. It's surprising that the company hasn't questioned why the entire team is leaving.