Category Archives: Myers-Briggs MBTI

Do Leaders Need To Be Strong Team Players?

In a recent leadership workshop comprised of senior leaders of a firm there was so much discussion about the challenges of their team. As with so many other companies, this organization put more focus on taking care of their external clients rather than taking care of its internal team. They thought that as long as the customers seemed happy there was no need to make any adjustments with the team’s direction. Yet it was obvious that these leaders were not functioning as a cohesive group and saw no need to be strong team players.

As the program continued it became more and more apparent that maybe understanding the dynamics of their internal team might actually help grow their client base. If they were able to iron out their differences and restart their team by everyone moving in the same direction, they realized how that might be helpful for their clients.

How can leaders become strong team players?

See The Value Of Being Part Of A Team

Teams can accomplish great things if the team is perceived as being productive and caring. Of course that means team members feel connected to one another and appreciated by the other members. What that can look like is thanking members for their contributions and hard work as well as sharing meaningful work. It is also important for the team to create values that all the members buy into.

Understand Their Strengths And Blindspots

To be a strong team player requires leaders to have a deep read on the areas they excel as well as the areas that may detract from the team’s success. Some ways to key into our strengths and blind spots are:

  • Ask other team members about your talents and gifts.
  • Meet with others for suggestions to overcome some weaknesses.
  • Take part in a DiSC or Myers-Briggs Inventory assessment.
  • Encourage feedback from team members to grow.

Be Willing To Share The Truth About Others

A strong team player is also able to tell members about their areas to grow as well as positive contributions they are making. As long as we share our ideas in a respectful way and there is a team culture of supporting each other, this feedback can be so helpful. It’s only when we are afraid to be honest with others that our teams derail.

Put Their Egos On A Back Burner

Egos can run amuck on many teams if each leader thinks their responsibilities and projects are most important above all else. In Patrick Lencioni’s extraordinary book, The Ideal Team Player, he points out the importance of team players being humble. That means:

  • Putting the needs of the team ahead of our own.
  • Not being arrogant.
  • Treating every person on the team with respect.

Help Their Team Honor Their Purpose

Without a purpose team players are unclear about the actions they should take or decisions they should make. To perform in sync it is essential for leaders to crystallize where they are headed and share that message with everyone they come into contact with. Why is this important? When team members see their work being part of a greater picture they are more likely to work harder and achieve more. Think about how you are making the lives of your customers better.

How have you become a strong team player? What leadership decisions have helped you create a more impactful team?

(Image Credit: Pixabay)

Six Leadership Tactics To Build A Trusting And Loyal Team

Our work worlds can either energize or debilitate us. There isn’t anything more deflating than coming to work each day and feeling uncomfortable in our workplace or worrying about how our team members might respond in their daily routines. Leaders can even feel drained teaming up with a group of people on a project where there is little trust.

Working with all kinds of teams for many years I can share that the levels of trust and loyalty break down for many different reasons.

  • Sometimes things fall apart when new members are hired or long time players decide to leave.
  • Other times the workload becomes overwhelming causing loyalty to one

Six Ways Leaders Can Develop Grit

I recently worked with a leader who had strong technical skills but kept getting stuck on one specific procedure that he performed daily. He possessed all the background needed to master his challenging tasks but repeatedly became overwhelmed when he reached a certain point. He threw his hands up when we spoke:

“I just can’t figure out how to get over this hurdle. I need to learn this step but I have a block. Why can’t someone else just do it?”

As I listened to his frustrations I kept thinking about all his knowledge and abilities. They were all there. What was preventing him from being successful? What was holding him back? He lacked… Continue reading | 8 Comments

Six Benefits of Making Relationships A Priority

Working with a senior leadership team this week was an eye opening experience. Although the organization is fairly technical in nature and usually focuses on end results, we began an important discussion on how to create stronger work connections. It seemed that although employees were performing well, there was not a great deal of camaraderie. In fact, what was happening was that the team leaders were only socializing with themselves and spent little time getting to know their team members. As a result, deeper work relationships were not being formed. Younger and newer team members were feeling unappreciated.

Why should senior leaders care about new workers coming up through the ranks? Why is it necessary

Technical Skills Got You Here But They Won’t Get You There

Many of us are familiar with this career scenario. We work hard to learn and master every technical part of our job in order to be recommended for the next promotion. We receive praise for the value we added to a project where we were able to utilize every bit of technical knowledge we were taught. We consider ourselves a SME (subject matter expert) in our field and hope this will help move us along our career path. Up until now, we have been rewarded for our expertise and knowledge. But then we get tripped up with this feedback:

“ Although you have strong marketing skills, it seems like you are having a difficult time