Team Values and Performance

Team Values Map

A VP friend complained the other day that “the job is OK but I can’t get myself to the office, every day.” Before that statement, he looked and sounded like a happy senior executive steady and successful on his career path. Not true, he says. He is actually envious of people who have found their direction in life.

How’s that possible for a senior manager with an admirable career track?

Just before that confession, we discussed his Q7 questionnaire results, and his feedback was somewhat disturbing. Among other things, he mentioned that although he has “more respect for Option B,” he wants his “dream teammate” select Option A – as it is “better for the business.” And that, according to my friend, makes it difficult to answer the Q7 questions.

Now I see the problem.

My friend may have a severe misalignment of values with his team. This incongruence leads to personal life-work imbalance, and that my friend can see for himself, the can’t-get-myself-to-office feeling. If not taken care of, this problem most likely affects the entire business, leads to disengagement and poor efficiency within the business, and a poor brand image projected to your customers and the entire outside world.

We will be working on it together. It is a challenging task that will take but as the desire to improve team culture is coming from the top, we will be able to achieve the necessary change, make a good company better.

Check your team with Q7 here.

Always Stand Up for Your Real Team

As a leader, you have to always stand for your team, right?
Wrong.

Rather, first, you need to make sure you realize which team is “your team.”

That may sound counterintuitive but that’s life. Being a manager (team lead, manager, director, etc.), you are in charge of a unit consisting of several individuals. If you are part of an effective organization, your team consists of a few immediate reports, ideally 5 to 10, that you call “your team.” But whatever your role is, you are part of yet another team – your own boss’ team. Thus, you are a member of two teams at least, usually on two different levels, and your real team is the “upper” team. Your position within the “upper” team is the main driver of everyday actions, and your performance there will determine your career progression and professional success.

As I realized working with senior managers in various environments, the “real team” is not immediately clear to many. But it is very important to understand, visualize and accept. If you disagree with this dual team approach, then maybe you are one of the reasons why your organization is less efficient than it would like to be. This is not politics; this is how truly effective businesses work. Continue reading “Always Stand Up for Your Real Team”

Analyzing the Purpose of Starbucks Training

Starbucks training and values

Dan Pontefract gave a good rundown of the recent continent-wide racial-bias training that Starbucks developed and delivered in record time. Starbucks reacted in an exemplary manner, but has the training achieved the goal?

Unless we tacitly agree that the actual goal of Starbucks was to stomp out the public-relations wildfire, their expensive exercise has not changed anything. Not exactly a knee-jerk reaction – but far from being effective in resolving the actual problem.

Here’s what I would consider – if Starbucks want to live up to their image of the “third place”. Continue reading “Analyzing the Purpose of Starbucks Training”

PLACE YOUR STAR ON HUMAN VALUES MAP

CLCTVR 2.0

 

CLCTVR 2.0 tool will show your “true North” and get you aligned with teammates, colleagues and friends.

In other words, the tool will help you see what drives you and your team and if those drivers are aligned. Continue reading “PLACE YOUR STAR ON HUMAN VALUES MAP”

Advanced Project Management Secret: Shared Values

Values PM 2.0

 

Requirements can make or break your projects. Depending on your personal level of PM maturity, you will make sure that you have clarified them on one, two, or three levels. Here’s what can further improve your chances to deliver the project successfully: shared values of the team.

The secret is in the proper composition of your team. Assembling the right team is highlighted in a recent McKinsey report as one of the key practices that define the “art” of project leadership.

Granted, you will not always have the luxury to hand pick the team members. In the worst case, you are parachuted into a failing project and have to make do with what you have. Even in this worst-case scenario, what I suggest here will help – if you take personal values of your team members into consideration.

In short, personal values are needs, and they refer to desirable goals that motivate action. Thus above all, you need to make sure that at least your core team members’ values are aligned with the Goal of the project.

Continue reading “Advanced Project Management Secret: Shared Values”

The Recipe for Project Success: 3 Requirements + 10 Values

success values

The three key reasons why some projects fail are:

  1. Requirements
  2. Requirements
  3. Requirements

There is but a grain of joke in this PM joke: requirements are key. In real life, three different sets of requirements could and should be identified during the project initiation.

Requirements-1: The Spec.

First requirements that come to mind are the “standard” ones: what exactly we have to deliver. If the “what” is not defined properly, different interpretations of the requirements will lead to reworks, conflicts, delays etc.

Although requirements definition and requirements management is an important part of the PM’s job, it is important to go one level higher and make sure that we understand the business context.

Requirements-2: The Constraints Triangle.

If you’ve read this far, you are probably not new to the project management. Hence you know that the triple constraints – Scope, Time, Cost – are part of PM life, and that another PM not-exactly-a-joke insists that you can pick only two. Continue reading “The Recipe for Project Success: 3 Requirements + 10 Values”

Shared Values of Self-Made Millionaires

Human Values

There’s an interesting article posted recently on LinkedIn Pulse. Jeff Haden put this in his post headline, making it almost instantly viral:

“8 of 10 Self-Made Millionaires Were Not ‘A’ Students. Instead, They Share 1 Trait.”

The trait, of course, is their willingness to learn.

While I agree with Jeff Hadden, that is not news. Similar observations were made before.

According to Tom Corley’s study of “Rich Habits”:

“85% of millionaires read two or more books a month that help them grow.”

Indeed, Elon Musk, one of today’s most admirable business leaders is known for having taught himself – literally! – rocket science by reading books. Moreover, according to his brother, Elon used to read two books per day when he was a kid. Continue reading “Shared Values of Self-Made Millionaires”

Elon Musk Q7

Elon Musk Q7

A few months ago, I answered this question on Quora: “How can Elon Musk put in 80-100 hours a week and still have a social life or time for exercise, etc.?” My answer collected an incredible number of views and upvotes – a good indicator that this is (A) a hot topic and (B) my answer makes sense to many.

The answer I have for you today may be even more interesting. In part, this is your answer!

Here’s the scoop. (TL,DR version: go to Elon Musk Q7 questionnaire).

Personal efficiency, effectiveness, success – have been my favorite subjects and areas of research for quite some time. A few years ago, when I launched the Collectiver site and online tool, the objective was to find out why some teams are more efficient than others. According to my research and observations as a performance expert, the best-performing teams have significant internal alignment. That alignment I measure by the basic values’ congruence of the team members. Continue reading “Elon Musk Q7”