Upgrade your Mediocre team to the A-Team you always wanted



#Growth#Business#Startup#DanielHindi

Have a team that is, meh. Good Enough? Want a team full of A-Player Superstars? This is Daniel Hindi and today we are going to talk about how to upgrade your team from a bunch of "B" players to "A" Players So you made some Mediocre hires or maybe you and I inherited a team. And while you don't think you want to get rid of them all and start over you wish you had a stronger team if they were just shape up. More passion more zeal Summary: - Define What is an A-Player - Define roles and responsibilities - 5 Pillars of success (Measurable Objective) - Ask them for what they need - What are their goals - Feedback scorecard (trends) - Coaching - Ownership - Teach them how to fish (wait what?) - Allow them to Fail - Ask them If you were given more time what would you do better? Why didn't you? - Help them define the bar - Acknowledgment (prize vs praise) - Teach them Leadership - Performance plans While you're taught your craft through school and experience no one really teaches you management and if they do it's usually through bad example. So it's up to you to really dig through and see what management style works best for you and for your employees. I was in the same boat and so I began really digging into many books that are out there some giving more effective advice than others and then put it into practice to see what worked for me. And while this topic was vast a big portion of it is tied to how you hire and the expectations you set for your employee that should carry-on after their probation. What is an A-Player? Talk about point First off if you want A players you need to define what an A player is I don't use I'll know one when I see one technique really put down ink on paper a well-defined list of characteristics you are looking for what are the soft skills what are the hard skills Talk about point Define roles and responsibilities 5 Pillars of success (Measurable Objective) Ask them for what they need What are their goals Feedback scorecard (trends) Coaching Ownership Have them own something they can be proud of Have a portion of your business, product, system whatever that they own end to end Have them be a part of the roadmap discussions have them come up with solutions to friction points Suggest enhancements Prioritize Let them have a better understanding the business logic Have them report on success Ownership Have them own something they can be proud of You may ask this isn't part of the job description. Well, ask yourself what is frustrating with your B and C Player. Do you utter the phrase “They just don't get it”? Well, that's why. Its not a waist for their time. Whatever time they are putting in is gained back in the long run. because you are iterating less to get it right It gives you your time back. Which I am guessing, is worth more, no? Meaning Why do we exist Its extremely important that your team understands the meaning of their work and why they matter Moving boxes ??? vs feeding hungry Understanding customer stories And even customer support Teach them how to fish Talk about point (wait what?) When they come to you with questions. Don’t give them Answers. Now this doesn't mean don't have answers Guide them to the answer so they are less dependent on you Have them make a decision Allow them to Fail But let them own it. Blame vs Responsibility Define the bar Could you do better? Ask them If you were given more time what would you do better? Why didn't you? Help them define the bar Why didn't you? Now that you know properties and ownership Acknowledgment (prize vs praise) Thank you goes a long way Some bonuses work Some prizes work for busywork Performance Plan (prize vs praise) Now that you've defined their responsibilities and breaking it down into measurable KPI's you've coached him on why their job is important you give them autonomy and ownership of a product and you've acknowledged them. And you're holding periodic coaching sessions where you are scoring their KPI's and the data still indicates that they are not doing well then it's time to put them into a performance plan where they have 30 days 60 days 90 days to perform otherwise they are going to Lose their job vs get fired. There is a difference I want you to keep your job I'm doing everything in my power for you to keep your job but you are losing it. I'm into your office they know what's going to happen and they know why and they know you've done everything in your power to make it work

4 views