manivannan dhanasekaran’s Post

To be strong leader should be : - Clearly communicate goals: Ensure everyone understands the objectives and their role in achieving them. - Encourage collaboration: Create an environment where team members feel comfortable sharing ideas and working together. - Lead by example: Demonstrate teamwork through your actions and interactions with others. - Provide support: Offer assistance and resources to help team members succeed - Recognize and reward teamwork: Acknowledge and celebrate collaborative efforts and achievements. - Foster trust and respect: Build strong relationships based on mutual trust, respect, and understanding among team members. - Address conflicts constructively: Deal with disagreements or conflicts promptly and effectively to maintain a positive team dynamic - Encourage feedback: Encourage open communication and feedback to continuously improve teamwork and performance 🎭

Teams… seems like that’s all we hear at work. But what is a team? A group of individuals working urgently towards a set goal. Once the goal is achieved – the ‘focus’ is done, the team is disbanded. A team relies on and trusts each other. A team is OK with being accountable to each other & OK with being evaluated together, as one. A few key items for teams to succeed: 1.    Sense of Urgency and Direction 2.    Everyone’s a leader. 3.    Collective output 4.    Discuss, decide, and work together. The challenge at many corporations is not that people can’t or won’t work in teams… Culturally, in some countries, we are measured as individuals, and in others as a group. Without incentives to work as teams… people won’t. Is it the organizational reward structure set up for individuals or teams? Considering this perspective, how can you find the balance between teams and individuals. It’s foolish to expect A, and reward B.

A good leader will understand the importance of teamwork. Good cooperation will be able to increase employee performance efficiency. When working alone, a person can feel overwhelmed by their daily workload. This can certainly be overcome if there are several colleagues who work together to help complete the task. Each team member can share their role in the task completion process. The division of roles makes the workload of each employee lighter. That way, the team can not only complete their responsibilities more quickly. The results of the work will be much better than when you do it yourself.

Are you facing difficulties in effectively managing an overwhelmed team? Many of us are in leadership positions with teams grappling with workload challenges. It's crucial to have a strategy for addressing team overload, striking a balance between personnel management and achieving desired results. Achieving the right balance is vital because an overwhelmed team won’t benefit your organisation. Despite their efforts, they are likely to encounter difficulties in attaining their goals. In the end, team overload can directly influence the financial performance of the company. To effectively handle an overloaded team: - Ask for input from team members on how best to deal with their heavy workload - Show concern for your people and recognise their efforts - Help them to prioritise their tasks, manage their time, and focus on producing high-quality work - Look for underlying issues and tackle them promptly - Consider whether you need to take on more people - Lastly, investigate other alternatives to firefighting By implementing these strategies, you will support your team in managing their workload effectively while also achieving both their individual and the organisation's objectives. If you have any questions, please don't hesitate to drop me a message.

Let's face it, team building efforts are futile when the company culture is flawed. The most effective approach to team building is to address and rectify the underlying cultural issues. This includes addressing issues such as gossiping, unfair pay structures, micromanaging, backstabbing, and lack of recognition among other issues. And the biggest culprit in all this is management.

it's imperative to establish a solid foundation by carefully selecting competent individuals who possess integrity and are committed to delivering results when you need a team. Individuals who prioritize money and personal connections over performance and collaboration are likely to be the least effective team players, as they lack the necessary work ethic and sense of purpose to make meaningful contributions. Such individuals often fall behind in their responsibilities and display a lack of motivation, which can hinder the progress of the team as a whole. Therefore, it is crucial to prioritize competence and integrity when building a team to ensure its success.

Ever been part of a team where the leader takes on too much, burning out while team flounders with underused skills? 🤔 Or perhaps you've seen tasks passed on without direction, leaving everyone feeling lost? A classic case of Ineffective Delegation. Want to know simple, practical and highly effective tips to overcome this? ✅ Clarify the 'What' and the 'Why' so your team understands the goal and feels invested in the outcome. ✅ Clarify the expectations and deadlines very clearly to avoid any confusion. ✅ Encourage autonomy, avoid micromanaging. Trust your team to handle their responsibilities. ✅ Be available for support and feedback. ✅ Recognize and reward good work. This boosts morale as well as encourages future excellence. Elevation is impossible without working on your art of effective delegation. Because it is about more than just offloading tasks; it's about building a team capable of achieving great things together.

To successfully lead a team, you can follow some key steps: ●Vision Clarity: Define a clear vision and goals, ensuring each team member understands the ultimate objective and their role in achieving it. ●Team Motivation: Encourage collaboration and inspiration within the team, focusing on enhancing individual skills and fostering positive interactions. ●Guidance and Support: Provide necessary guidance and offer technical support and resources to enable individuals to reach their full potential. ●Effective Communication: Establish effective communication channels, listen to team members' opinions, and interact actively to align efforts toward goals. ●Data Analysis and Decision-Making: Utilize data and information effectively for informed decision-making, enhancing the ability to adapt to changes. ●Diversity Promotion: Encourage diversity and respect differences among team members, contributing to a supportive work environment. ●Continuous Development: Provide opportunities for learning and continuous development for team members, enhancing competence and professionalism. ●Dealing with Challenges: Wisely address challenges and difficulties, encouraging the team to innovate and adapt to changes. ●Integrity and Trust: Build team trust through honesty and transparency in dealings, fulfilling commitments. ●Performance Evaluation and Feedback: Provide regular evaluations and constructive feedback to enhance team members' performance improvement. ☆☆☆《 By implementing these fundamentals, a leader can build an effective work environment and achieve success for the team》

What to do when you team keep 'dragging their feet'? Your team members are humans are there will be days when momentum is low and you might find yourself wondering what happened to your energetic team? They are human. Some signs of low employee morale are a decrease in collaboration negative interactions and low performance. Reason for the low morale may be work related or not. It could be due to Stress and burn out, confusion and unclear expectations at work, economic uncertainty, trade-offs between the wellbeing of their family and the job, lack of meaning in their work, cognitive load required to prepare for and get through interactions with toxic bosses and colleagues. Lack of energy in a workforce hurts productivity and can increase employee turnover. Some ways to bring the energy back 1. Remind them of the why. The purpose of doing what they are doing and the significance of their contribution to the organisation 2. All human relationships, whether between team members or between team and supervisor, are subject to breakdown via misunderstanding, disagreement, conflict, and failures. Listen, understand, forgive and recomit. 3. You may need to give more challenging roles if the reason for the low morale is boredom with routine 4. Encourage feedback. It gives the opportunity to test the energy of the workforce before it goes low.