Management – Teams, Groups and Individual Behaviours

By Pete Miguel Ward

 

Let us face the facts, gone are the days when we could manage a team or department of people by purely giving instructions and leaving the room. This method is not and will never be effective and simply because people require one critical thing, “Motivation.”

So there are two elements of working personnel that are drivers, and non-drivers. Plainly put a driver is anything that motivates people to get the job done, and the non-drivers do not.

The simplest way to make your team more productive is to motivate them. Motivating people can be a challenge and often requires time and in particular effort. Personalities tend to be so different for every individual, and you will soon find that what works to motivate one person may not work for another and can actually be a demotivator or non-driver. As a manager, you must take the time needed to find different motivators for each member of your team and apply principle-based leadership.

As a manager you should begin to gain control over your work, you become accountable for the results and decisions of your entire team. While it is true that you will have functional authority delegated to you, being in true control depends on your ability to make your team successful. Your power comes from the willingness of the people in your group to produce results. The truth is that one cannot entirely make people do anything and any forceful situation within which people exist will offer performance only temporary. For example a person may operate at a minimal level only enough to stay employed; eventually, this staff member may resign and move to another company purely because of poor leadership and perhaps nothing else.

To successfully connect and motivate teams, we must review carefully and understand people’s behavior. Before we go into this aspect, there are a few quick points to note. I will refer to some general terms and thoughts about employees/managers which you may be familiar with but should be altered today, regardless of your experience or past situations.

The following five points should always be contemplated:

  1. Avoid thinking of employees as your subordinates.
  2. Consider referring to yourself as the Manager of duties or Leader of your team and not “The Boss.”
  3. Give immediate direct appraisal publicly and direct reprimands individually (only generalized admonitions may be done within a group).
  4. Never openly criticize one’s lack of experience or education.
  5. Always reschedule an important individual meeting if requested and not conducted immediately.

Through experience, the above points if not handled properly are almost immediate negative motivators towards one’s outlook or performance and should be avoided at all cost. Again these should be a priority and considered as the five commandments of effectively managing people in an exceptional way.

 


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Pete Miguel Ward is a man of many talents—all of which he’s mastered to the nth degree. As a businessman, his background is in global logistics, supply chain management and production support. As an author, speaker and social media expert, Pete commands an audience of devoted followers who avidly support him in all his endeavors.

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