It’s probably safe to say that we have all had a moment like this… someone who you work for calls you into their office and says “I want you to think more like entrepreneur”.
What does that MEAN?! Entrepreneur is ambiguous, unclear, and you feel like you don’t have the freedom/power/authority to do what your boss is asking. You walk away wondering what is it that they are actually asking you to do?
Frustrated yet? Me too.
And your boss is frustrated too.
The next time you are asked to think more like an entrepreneur, merchant, sales man, lawyer, or like your customer – we’d encourage you to ask some of the following questions:
- Can you tell me a little more about what that means to you?
- How can I demonstrate the quality you are looking for?
- If I were thinking more like [a sales man] how would you know?
- I am totally on board with working towards this – can you help clarify what success would look like here?
By asking clarifying questions you are engaging the other person to help define what they would like to see changed.
And, maybe think about being a little more descriptive the next time you ask your direct reports to change something they are doing too!
You’ve just received a multi-layered and pretty complex project from management. *deep breath*
You know that if you break up the work each team member can get the job done but you’ve really been wanting to encourage your team to work together more.
This week we have Coach Mike Lim with us on one tip he would recommend to start bringing that change!
Take it away, Mike!
“Great individuals need an inspiring leader to garner them together. First things first, you need to be the ‘beacon’ to get them excited about the project.
One tip is to share the benefit of how this project can help the team members build visibility in their work and as a team. Hence, you need to be able to articulate purpose and benefit statements such as:
- This is a critical project that requires the team to …
- When this project succeeds, this creates more visibility to the work that we …
As this may not be a high performance team just yet, you will have to ensure that you communicate the outcome and set clear guidelines on roles and responsibilities. You may need to have an open discussion to know each individual skills-set and what they can bring to the table in this project team.
It is certainly useful for you to understand the Tuckman’s team model. Teams go through the stages of Forming, Storming, Norming before Performing. Keep an eye open to how the group interacts and ascertain the stage(s) they are in throughout the project timeline. This being said, you will have to steer the team through the ‘waters’ to become a high-performing team.”
This week, try sharing with your team why working together will be beneficial to their career! And, let us know how sharing this encourages the mood of the team!
One encouragement, what you are hoping to do is change the culture of your team and this will take some time. Stick with it!
As Yoda would say… “Great manager, you are! And, more collaboration in your future.”