team dynamics

2 Simple Steps To Creating The Perfect Team

Project Aristotle - a three-year case study undertaken by Google (read the NYTimes blog piece here) attempted to do just that "build the perfect team".  Thanks to Mel Robbins for this very insightful aha moment, love your work Mel #5SecondRule. 

I mean who wouldn't want the perfect team? What wouldn't that do for your profits, time and efforts if your team were all on board and working toward the common goal - all the time! 

I am currently re-immersing myself in the work of living legend Simon Sinek- British/American Anthropologist, who notably wrote "Start with Why" and my current favourite "Leaders eat last, why some teams pull together and others don't"!  A must-read for anyone in any shape of leadership.  Why I mention him is because his standing and findings from an Anthropological point of view and that of the Google findings is one and the same. How team members treated each other was the make or break characteristic which perfect teams demonstrated. 

I have two questions for you to see if your team is on target to being more cohesive, more aligned: (1) at the last staff meeting you had, did everyone have a chance to say something? In other words, did every single member have the chance to say something? (2) on a scale from 0-10 with 10 being amazing, how psychologically (not physically) safe would you say your team feels?  Meaning do members sit on the fence out of fear of being wrong or do they freely contribute? Is a culture of compliance being fostered without anyone realising this?

The most successful rugby union team in the world, the mighty All Blacks do point #1 so well. They are an outstanding force to model when it comes to sharing the floor and allowing everyone the opportunity to speak. To say their truth, to tell their story - it is called whare (a Māori meeting-house).  [TASK] at your next meeting - write down the name of everyone who is attending.  Throughout the beginning of the meeting, once the extroverts have led and made a noise - tick off who has contributed. Where there are blank spaces on your paper, open the floor for whare - for your meeting-house! See the difference it makes. 

As for #2 - psychological safety, what was your score out of 10?  #1 - letting everyone talk may seem like a tall order or pipe dream. But have you ever thought that perhaps the reason why some in the team don't contribute is that they don't feel safe?  Because they feel that someone may throw them under the bus, or that they will be spoken "over". Why bother when no-one will listen. Fail as a leader to create an environment of safety (no matter how much team building you do) and your staff engagement and effectiveness will nose dive!

But over to you. Which one could use strengthening in your current team? #1 or #2? Have you had a look at the Simon Sinek book? What action have you taken or are you about to take as a result of reading this blog! 

Love to hear your thoughts and insights and of course if you want to take things a step further please do so, there are many options that may work for you: 

* Our FREE download into the 5 Hurdles any team can experience can be found  here >> 

* Our FREE download into the 5 Hurdles any team can experience can be found here >> 

OR. Join the Team Building Dojo and connect with other managers or business leaders who are in a similar position to you.  It’s our new Facebook community where smart leaders learn tricks and tips to make a larger impact and understand their staff behaviours better — Click Here

Another Option. Join our Explore Program and be the next Case Study We are putting together a new gamification and coaching case study group at Team Building Agents this month... stay tuned for details. If you’d like to work with us on your team building plans... just send us a message and put “Case Study” in the subject line, and we will get you all the details for Phase #1 Explore.  Email: hello@teambuildingagents.com

OR. Work with us and our team privately  [URGENT and IMMEDIATE Start]   If you’d like to work directly with us and our team, in order to take your team from dysfunctional to fully honed and toned... please email us and put “Private” in the subject line... tell us a little about your business and team (what has and hasn’t worked in the past) and what you’d like to work on together, and we will expedite your next steps. Email: hello@teambuildingagents.com

Warm regards

Adele

 

 

 

 

 

3 Ways To Get Your Sales Team Fired Up!

In this blog post I would like to introduce you to the Food and Beverage Sales Team from a top notch business, based in Tanzania and Kenya - East Africa. This collection of luxury 6-star type safari lodges came with the briefing which seemingly seemed to be “un-achievable” - they were seeking to increase F&B sales (especially within their high-end beverage sales) throughout their 8 remote lodges.

Why was the brief seen to be “un-achievable”....because their luxury resorts were all-inclusive properties. Meaning once a guest arrived all the food and beverage they wanted to consume was already included in their guest rate, except for premium tip-top type beverages (such as Dom Perignon, Penfold Grange etc).
Furthermore, many of the staff who made up the sales force had a seemingly disadvantage when it came to language, as they spoke Swahili as a native language (English was sometimes even a 3rd language) and many of the guests came from non-speaking English countries too (think Russia, Brazil etc)
Worst of all the sales team didn’t want to up-sell as they thought that this would eat into their tip jar (oh the things you find out when you coach a team towards outcomes). And the tip jar story is altogether another saga on its own, and I think merit for another blog post down the line!

But before I go on, I am curious what would it do for you business if you had all your sales staff singing a different tune when it comes to sales approach - no matter how seemingly “unachievable”? What would an increase in revenue culture change do for your bottom line?

In this said case study the results were satisfyingly pleasing (please see the graph below) - with per person spend having doubled! This is a double in, per person spend. Times that by the number of guests that travel on safari during the month of Feb - March (peak season) the contribution to the bottom line doubled...wait for this...without purchasing any other stock. Without employing a new team, without printing new menus only by investing in their staff.

[DISCLAIMER] the outcome of this team building sales training was WIN-WIN by all accounts. Not only was the company ecstatic with their financial outcomes, but the guests were thrilled that they could celebrate in style and make even finer memories. And the staff, well they busted so many of their own fears that were unknowingly holding them back, and success in this area opened the floodgates for career success! Many have gone on to higher positions of authority and General Management roles. Win-win

team building at elewana.png

Some kind words from their Group Training Manager on the value or ROI on getting their group to work as a team....

I loved that the training - it was designed around the
boutique properties in which the objective was to increase our spend per person on extra revenue in a portfolio of 8 all-inclusive lodges.
Adele sculpted a tailored solution for the d
emographic of the group, breaking the concept down to fundamentals.
The key results Achieved:
• Changed mindset around sales busting negative believes and fears.
• Identify guest individual purchasing strategy and which behaviour is best suited to each individual
• Understanding your own/personal behaviour, and how to use this for the greater good.
Company has achieved sales growth as set out, but more importantly, each member of staff is
achieving their individual targets set.

- Jani Scheffer Group Training Manager

But before I go - what are the 3 best ways to get your team fired up are:

  1.  set them goals - a team without goals or measurable outcomes is like an aeroplane that takes off and doesn’t have an end destination. Our magic with the above case study was that we broke their goals down to per day ones, this allowed the staff the ability to see how easy their goals really were!
  2. makes sure all their limiting beliefs towards achieving the goal are eliminated (in other words get them coached). Enter the story of the tip jar. Turns out that the leaders in the group were anxious that if the customers spent $250 per bottle of wine, that this would leave them with less to tip at the end of the safari. Once we broke through “our perception vs. the guests’ reality” these sales team rockstars hit the jackpot time and time again. Continuously! Seriously amazing when limiting beliefs are taken care of. So my question to you, does your sales team (or management/leadership team) have limiting beliefs that could be holding them back from achieving their outcomes. The power of these beliefs was uncanny!

  3. work on understanding human behaviour, both their own and that of their clients. All of our training was created with humans in mind. We had to improvise with the language barriers, so we came up with some pretty insane was of delivering the training despite language and educational abilities. “Whether you think you can or you think you can’t - you are right” - Henry Ford.

And a BONUS tip #4 - Celebrate when the wins start stacking up on the board. And reward your staff for going beyond the call of duty (if upselling is beyond the call of duty).

But now over to you. I would really like to hear your takeout from this blog piece. What has been most eye-opening for you? Does the whole thing sound too simple (because we design it so)? What would be a master move on your part should your sales team need a bit of prodding and firing up?

Please write your comments down below! Warm regards - Adele 

And if you are interested in finding out how we can help you and your team, please click on the links below:


a) for the ultimate Team Building Quiz...ideal for those who know there is a problem in their team dynamic but they are not sure where the problem lies.


b) Join the Team Building Dojo and connect with other managers or business leaders who are in a similar position to you. It’s our new Facebook community where smart leaders learn tricks and tips to make a larger impact and understand their staff behaviours better — JOIN HERE

c) Join our Explore Program and be the next Case Study We are putting together a new gamification and coaching case study group at Team Building Agents this month... stay tuned for details. If you’d like to work with us on your team building plans... just send us a message and put “Case Study” in the subject line, and we will get you all the details for Phase #1 Explore.         Email: hello@teambuildingagents.com

d) Work with us and our team privately  [URGENT and IMMEDIATE Start]   If you’d like to work directly with us and our team, in order to take your team from dysfunctional to fully honed and toned... please email us and put “Private” in the subject line... tell us a little about your business and team (what has and hasn’t worked in the past) and what you’d like to work on together, and we will expedite your next steps. Email: hello@teambuildingagents.com

How To Be 88% More Successful Than Your Competition

Yesterday I published a staggering statistic from the National Sales Executive Association - which claims that only 12% of those in the active pursuit of Sales conversion make 3 contacts with prospective clients.

The statistic engaged some interesting comments, and very notable the subject around the Value of Following Up and also then the Value Of The Follow Up. As I will point out that not all follow-ups are created equal!

Which brings me to the topic of discussion here around how to word the follow-up, whether verbal or written. (And please this is by no means all inclusive of all available options regarding following up!)

I have to be completely honest and put my hand up that upon reflecting back on my years within sales, that my follow-ups were a little less awe-inspiring than I thought! And yes often I did not do the 3 x touch points and thus was 88% less effective than my competitors. Guilty as charged!

However in my defence, I did sometimes follow up, but the quality of it was low. The words “quick” and “just” seemed to have reared their heads on many an occasion and if I were to dissect the Etymology of those two words and the power of them - and I am sure you would agree, that their poundage in persuasiveness is relatively low. "Just checking in if you received my email", "Just a quick email to ask if you still are interested"…any sound vaguely familiar?

Let us leave the premise of any contact is better than no contact, and really up the game, raise the stakes and approach our next contacts with quality in the front of mind. Mix it up, make it relevant and really make sure that the contact is one of high quality. What do I mean by high quality? Instead of an “I am just checking in”, make for an “I am curious if you have any unanswered criteria?” or “Have I given you enough information to get on with x”. In other words let us make a pact to omit the two low persuasion words of Quick and Just, and get a conversation flowing. And with this tacky one-liner I will end my standpoint, remember in the days of yore when couples courted, did you ever come across the line “I was just in the neighbourhood” (probably YES), and how often did it work…Really?

If you frequently find yourself a user of the words just and quick in your follow up attempts and are highly successful with them, by all means, enter your comments and share with me your recipe for success.

* Our FREE download into the 5 Hurdles any team can experience can be found here >> 

1. Join the Team Building Dojo and connect with other managers or business leaders who are in a similar position to you.  It’s our new Facebook community where smart leaders learn tricks and tips to make a larger impact and understand their staff behaviours better — Click Here

2. Join our Explore Program and be the next Case Study We are putting together a new gamification and coaching case study group at Team Building Agents this month... stay tuned for details. If you’d like to work with us on your team building plans... just send us a message and put “Case Study” in the subject line, and we will get you all the details for Phase #1 Explore.  Email: hello@teambuildingagents.com

3. Work with us and our team privately  [URGENT and IMMEDIATE Start]   If you’d like to work directly with us and our team, in order to take your team from dysfunctional to fully honed and toned... please email us and put “Private” in the subject line... tell us a little about your business and team (what has and hasn’t worked in the past) and what you’d like to work on together, and we will expedite your next steps. Email: hello@teambuildingagents.com