What are some creative management ideas that can refocus and refresh our team for fall?
August has been a really tough month for my team and myself to stay motivated at work. I think we've all been slacking off a little bit and enjoying summer! As September hits, what can we do to get back on track?
Indulge your employees into a small activity that asks them to list down three professional goals they wish to accomplish as a result of their work for the company. Some employees won't have them, which will push them to develop those goals. It's important for employees to have a personal stake and goal that aligns with their work for the company. This will provide them with the personal motivation they need to be more productive and invest more time in achieving their goals. Remember, employees who work are on a path that leads them nowhere, help them develop the destination to their journey!
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The end of summer is the perfect time to meet with each of your employees individually to regroup. Have each employee be prepared to discuss three goals that he/she wishes to accomplish in the upcoming quarter. This will help you and the team prioritize on what to do next. For more tips, check out this article on Business.com: 'Leaf' Summer Behind! 3 Ways to Refresh Your Team for Fall
Plan a SWOT retreat with your team to discuss the Strengths, Weaknesses, Opportunities and Threats for the next year or two. Get your team engaged in how to focus the company's time and resources.
Anisia you don't say how big your team is but I'll give you an idea I've used for teams of 6 to 26 in the US, UAE and Germany. I think it is always beneficial to have a "get-together" for team-building - even if not offsite - it helps with getting to know each other on a different level. A topic that is very eye-opening for this get-together, but also self-developmental for individuals is Emotional Intelligence. Travis Bradberry has a great book that is reasonably priced on Amazon called EQ 2.0. It has activities for each of the Emotional Intelligences' with a self score instrument website (code comes in the book) and tons of ideas you could facilitate or bring in an outside facilitator to manage. Many SLTs, as well as intact teams have had great results that just multiply throughout the year with the added self awareness/management and social awareness/management.
Welcome back to your work. There are 5 main creative management ideas with a bit description that could help you to refresh your team.
Brainstorming is a simple concept that requires participants to let go of the status quo mentality. Effective brainstorming at its core is like playing a free word association game.
2. Attribute Listing
A popular creativity tool used by many R&D departments is attribute listing. Start by taking a product, service or organized system and break it down into separate attributes.
3. Mind Mapping
Mind mapping is a fantastic visual technique that allows you to see at a glance all of the new ideas stemming from a core concept.
Provocations are silly statements made about common things that everyone knows are not true.
Everyone has assumptions about how things should work. This makes it difficult to be creative. Therefore, use the reversal technique to challenge those assumptions. Take the opposite position. Flip a problem or solution on its head and see it in another light.
Start thinking. Maybe you can put to use one of these Five Creative Management Techniques yourself?
Being court in the moment is time consuming never the less it can be brilliant idea if you refresh and continue the tradition long into the fall. I'm practicing the same plan with my team.
Switch members roles one day per week, simply to keep people aware of what each other are doing. Sometimes seeing the big picture helps everyone focus.
Set goals and commit to how you will reward goal achievement. That is, set clear plans for the team as a whole and for individuals/positions and combine this with what's at the end...track for promotion? bonus? profit sharing?
Good employees will slack off a bit, but will get by. Great employees will also slack off a bit, but will be looking towards what's next. Give them something to work toward, and make it worth their while. Do this, and you will both gain higher productivity and retention of quality employees.
As 'fall' (or Autumn as we say on this side of the pond) looms closer and the nights draw we all need to be able to focus more sharply.
Start with your 'Theme' ...what is it? Is it meaningful to the group as a whole? Avoid 'Business Speak' and 'Gargon', in other words make it real.
Once you can verbalise this theme in way that is meaningful to the whole team (even if, perhaps, it is something as simple as, "I want us to go from 'good' to 'great'), then break the theme down into goals that align through the group. For a company, perhaps the Marketing department that might interpret this to mean an increase in response to a particular marketing drive by 5%, or to a Sales team, it might mean an increase in the profit margin by 2%, or similar but, what ever you do, make sure your goals are :
SMART 'Specific, Measurable, Agreed Upon, Realistic, Time-Based'
Then between you work out the micro steps to achieve them, and set a realistic date to achieve them that neither applies too much pressure nor creates apathy.
Get the whole team involved in the process; people work hard on goals that they believe in but are unlikely to be truly motivated by goals that belong to someone else and don't resonate with their own beliefs.
Did you know less than 1% of us set goals and even less have a clearly defined action plan to achieve them?
Hello Anisia , TaIking a bout an team means results made , When ever results not satisfied then we shall re-organize the team -
1. Removing all the weak members , No place for them under any surcumstances ,they shall be removed .
2. Adding new strong records selling members .
3. sitting new selling plans .
4.changing sales commission . to encourage the team to work hard .
5.stong & sharp policy for all members that management will not eccept results under the targets .
6. The selling team shall know & understand very well all details - products to be sold .
I have gone through such situation & done the same , results were excellent .
I have some light and humorous management slides here:
I would suggest you getting your team together and do LIFO (Life Orientations Communications) seminars where you develop a marketing driven organization, through the foundations of a Tripod made up of Customers, Profits and Employees will build TRUST...The LIFO seminar allows people to see how they communicate with each other through the 4 communication windows of Excellence, Action, Reason and Harmony...People will learn their communication preferences in both good and adverse conditions which will help to eliminate bad stress and break t5rhrough productivity barriers...>Suggest www.lifo.com
Assuming you are referring to a sales team, I always offer a sales contest to get everyone back into the spirit of things. Nothing kick-starts a team like some friendly competition.
We do a lot of work with organizations on team effectiveness, engagement, alignment etc.
It sounds like what you are looking to do is get the team motivated and focused again on work rather than on socializing? If I have that right, then I would get a bit more specific on what you want to achieve. I think that is the right way to go overall because socials are helpful but high performing teams need a number of factors in place and just having social events won't do that for you. Really, I'd want to know quite a bit more about what you want to achieve and what you already do to make great suggestions, but here are some initial thoughts. Feel free to message me if you want anything more specific.
If you need to get re-connected or re-focussed on delivering the plan, then there are lots of ways to do this. Two that come to mind are
1) to have a team session where you review the plan for the remainder of the year (or next quarter if your financial year isn't Jan-Dec) and agree deliverables for the team. If you already have a goal setting process then it would stem from that, if you don't then you can be more free form in determining what you are going to focus on. Part of the that discussion would be talking through the benefits of achieving objectives, the barriers and what support is needed from the team, so you are really focussing in on what needs to be done. I would also spend some of the time together as a team talking about how you perform as a team. Most teams focus too much time on task and not enough time on how they work together. Do some exercises around 'time-eaters' or brainstorm ways to simplify work and make it more fun. Aim to agree to 2 things that you will actually do (or stop doing) as a result.
2) To identify an existing meeting, or create a new meeting (I'm not a fan of more meetings so see if there is one you can 're-purpose') where you have more of an accountability focus and do the same as for the session above but on an ongoing basis. You can also do 1 followed by 2 to keep your focus ongoing.
However, I am also extrapolating that there is a sense of 'having to go back to work' and not in the exciting 'Yes! can't wait to go back to work' way, but more in the 'back to the grind' sense of the phrase. If that resonates, then your team has some work to do on engagement overall and to re-ignite some passion for being back at it. We use a very simple 4 question model to help determine what is stopping an employee from being highly engaged. You ask the questions and an employee would need to answer a resounding Yes! to the questions in order to be engaged and passionate at work. They are :
1) Do I know why I am here ? (vs working somewhere else. I should feel proud to work here, passionate about our mission and know how what I do contributes).
2) Do I feel like I belong? (do I feel part of the team, I should feel valued and that does someone asks and appreciates my opinion. )
3) Do I have what I need to succeed? (do I have the tools, resources and networks to do the best I can do in my job)
4) Do I know how I am doing? (am I given feedback, does someone help me develop in the job and am I recognized for the right effort and results).
If your team is feeling 'lackadaisical' about being back at work, I would get everyone to score those questions out of 5, with 1 being not at all and 5 being the resounding Yes and see if there are places to make some changes so everyone feels more engaged. What you do with the answers will depend on your culture, but at least you will know what is getting in the way of everyone being pumped to come to work and can discuss and agree solutions. I have a one page scoring version of the assessment you could give to the team - if you want it, or anything else related to what you then do with the answers, send me a message.
Hope that helps, as I said, if you have more concrete objectives, or want to talk about more specific 'exercises' then drop me a line,
It can be tough to stay motivated when we look for motivation from outside of ourselves. A better, and enduring, approach is to allow inspiration to come from within. You might like to check out Business Energy Coaching, which helps business leaders and their teams feel inspired, engaged and aligned at work (and also outside of work as well...a nice side benefit!). You'll find them at a .com website of the same name.
It's interesting to see all the comments about team building and out of office activities. Your post seems to reflect the idea that there's already been a lot of that (slacking off and enjoying). Maybe I'm reading it differently than the rest. If so, my apologies.
In my experience, when I needed to refocus the team I would do a presentation for the team with the intention of: Identifying Goals, Celebrating Success (individual and/or team success), and Motivating the team. It can be in the office, or you can do it offsite at a cool location.
This would be a basic outline:
- General formalities. "I hope you all enjoyed your Summer, did anybody do anything crazy or travel to an awesome destination, etc.?"
- Celebrating Success. "While many were playing, some were making hay!" Acknowledge and congratulate individual or team successes. If it's team, "Despite all the Summer fun, our team actually did really well in this/these areas!"
- Identify Goals. "Summer is over, now it's time to finish the year strong!" Make them believe the goals are attainable, and offer something if they are met. I strongly recommend incentives for the individual AND the team!
- Motivation. I have shown motivating videos, told success stories, had the top producer give a speech about how/why they're successful, or given a speech myself - telling them how privileged I am to be their leader, that we have an awesome team, and I believe in them. We are "Better Together!"
I'm happy to chat if you have any questions! Best success!
You need to get out of the combat zone/office and review and refresh your business plan. A good guide to use is: Guidebook to Planning - A Common Sense Approach, available on Amazon.
Not sure if you are aware but Gallup just reported that 70% of all employees are emotionally disconnected with their work and their jobs. When this happens the implications to brand, growth and the customer experience are hugs. Revving a team for the fall is less like splashing an aftershave lotion than giving them serious reasons to be excited. Are there ideas really listened to and encouraged? Does your company culture encourage creative thinking and challenging the status quo? There expose the risk yet we also understand how to reverse it all. are many symptoms we look for that . Check out what Dan Pink, Brian Solis and others say about how organizations need to develop a new mindset. Good luck, Bill
One of the simplest team building activities I've used are social — like a team lunch paid for by the business or forming an extra curricular team ie: touch football, poker night, support for a local nonprofit, or another activity that involves a different type of interaction than the ones we have every day. Also, inclusion in the challenges the business is facing, not scary, more like "we want to pull in X client to build stronger revenue — do you have any insight that might help this happen? Heard any industry gossip, found any industry trend reports you can share?" Acknowledgement of every exceptional effort by the team is the first line of building cohesiveness. Ownership of the company's brand voice, a sense of inclusion and empowerment will boost team engagement.