Do You Have Stamina?

Stamina, or the ability to undertake sustained effort naturally varies from person to person, that's why running races or endurance sports are so exciting to watch. Athletes train and work towards their goal and then on the day they can be affected by a number of factors. What is stamina, is it being able to address the following:

Strength - knowing our strengths, but also our limitations and running the race, or fulfilling the project by working to our strengths and addressing our limitations. We need to pick the right race - the sprint, the middle distance or the marathon based on our skills.

Tension - being unable to release the pressure that you feel. Many athletes and sporting greats go through a series of exercises to mentally prepare for the task they are about to undertake. What do we do in business to prepare ourselves for meetings or confrontation so that we can remain calm and effective?

Ambition - there has to be a will to win the race, achieve the goal or to perform at one's best and that often allows us to push ourselves that extra mile. Ambition has to be tempered with self-awareness and an understanding of our abilities and limitations.

Mental focus - the way we prepare ourselves for the task, undertake the task and then relax afterwards - a mental detox. If we do not teach ourselves to do this then we carry worries and concerns with us and just feel increasingly overloaded each day.

Inspiration and self belief - we have to believe that it is "our time" that we can achieve our goals - if we stand on the start line thinking we will lose, or fall over, we probably will!

Negativity - pressures from a range of sources that can affect one's ability to perform. We need to have a strategy to address our negative thoughts - other people may not recognise our capabilities but that doesn't mean we should see ourselves through other people's eyes and not our own inner eye!

Accepting - that sometimes we have to lose a battle to win a campaign. The path to success is not straightforward , we often learn far more from our set-backs than we ever do from our successes. Try to find the positive in every situation and if you make a mistake, learn from it.

Hugh MacLeod is reputed to have said, "Stamina is utterly important. And Stamina is only possible if it is managed well." So, have you developed TEAM stamina ? Do you personally have the stamina to be an effective leader?

http://thehumanimprint.typepad.com/the_human_imprint/2007/12/do-you-have-sta.html

When Two Worlds Collide

GEORGE: This is not good. World's are colliding! George is getting upset! [Inside Jerry's apartment -- Jerry sits on the couch listening to George.]

GEORGE: Ah you have no idea of the magnitude of this thing. If she is allowed to infiltrate this world, then George Costanza as you know him, Ceases to Exist! You see, right now, I have Relationship George, but there is also Independent George. That's the George you know, the George you grew up with -- Movie George, Coffee shop George, Liar George, Bawdy George.

JERRY: I, I love that George.

GEORGE: Me Too! And he's Dying Jerry! If Relationship George walks through this door, he will Kill Independent George! A George, divided against itself, Cannot Stand! [Elaine enters]

GEORGE: You're Killing Independent George! You know that, don't you?

I know it has been a while since Seinfeld has been on the TV at least originally); however, for me that was one of the best episodes. But what has this got to do with you and the Culture/Environment within your organisation/team?

Well, along the lines of what George had to say: A Culture, divided against itself, cannot stand! However there are times when differences within an organisation can be of huge benefit:

1. People, Personality, Experience and Skills

You don't want everyone to be the same. The differences at this level can make for a great team and a great organisation, as long as this difference is headed in the same direction with a common goal and a common purpose.

2. Ideas and Philosophies

Once again this difference must be directed, and dealt with in a certain way. Each individual must know that these differences will only be advantageous as long as they don't hang onto their ideas etc, 'just because it is theirs'. They will defend themselves, their ideas and philosophies but only up to the point when they realise someone else has a better idea, philosophy or direction.

Once again at these levels and many others), differences and the conflict that sometimes follows can be a great thing for any organisation or team. But there has to be an understanding behind it that allows it to be beneficial to all.

And that understanding is that everyone is not here for his or her own agenda, but they will fight for what they believe is right for the overall good of the team or organisation. So, with this type of understanding and the preparedness of each individual to take on the belief and responsibility to work for the team's purpose and not his/her own, the difference can and will be a huge advantage.

But with that aside, what are some of the areas as in the Seinfeld episode) where, when the two worlds come together, what we see today will cease to exist?

Well obviously there are many. But to me the one characteristic where there can be no difference is Values: Organisational values and Individual values must be on the same level.

I have seen, and no doubt you have too, people try to fudge it; they try to ignore it. They try and overcome it with smoke and mirrors.

They think that even though one individual comes into the organisation with a set of values that is in total conflict to those of the team, because of some 'magical intervention' everything will work itself out and it will all be OK.

Not.

It just will not work and someone will have to lose -- either by compromising their values or by having to go their separate way.

So conflicting values bring either compromise the beginning of the end) or loss. There is nothing beneficial in either one of these outcomes.

What I am talking about here is not all one-way traffic. The organisational values are not always the be-all and end-all so that every individual who joins the team must have values that fit with the team. There has to be a combination of both sets of values.

There has to be synergy between individual values and organisational values. There has to be an ongoing evaluation to ensure that values remain in synergy. There has to be the knowledge of what values are present and which ones are missing. There has to be an opportunity to evaluate the relevance, benefit and significance of the values that the organisation or team are guided by.

You need to know the values of new individuals joining the team and have an ongoing understanding of the values of the team members who have been with you for a while. You have to know where there will be synergy or conflict between the values of organisation and the individual. There needs to be a strategy on how you can introduce the new values from the individual to the team.

For the team to benefit from individual difference and for the individual to benefit from the team, their needs to be synergy of values on the three levels:

o Organisational

o Leadership

o Individual

And as long as these are in place ...

The Journey Continues!

Bill Nelson is an elite international sporting coach who has turned his knowledge of developing peak team and individual performance into a world-class corporate consultancy, Total Performance Concepts Pty Ltd.

Bill's wisdom on the science of motivation, performance coaching and team building has been utilised by business organisations, defence forces, the real estate and telecommunications industries, educational institutions, local government, numerous businesses and elite sporting programs throughout the world.

Team Building Consultant - Consultant, Trainer And Facilitator

Team Building consultants generally use three overlapping, but distinct roles. Each of the roles mentioned below keeps the learning and Team training meaningful, self-reflective, team-reflective, and most importantly fun!

The overlapping of roles are best summarized in the explanation below:

? Consultant. In this role, he establishes and maintains contact with the client, jointly assesses the client's situation, elicits information, designs programs, serves as confidant and adviser to the primary client contact.

? Trainer. In this role, he sets the tone of the training, then communicates, educates and improvises as he orchestrates and delivers the content through a sequence of activities and facilitated group discussion

? Facilitator. In this role, he leads the debriefings [processing], engaging and challenging participants to dig for deeper meaning, mediating disagreements and pushing for ever-greater clarity and understanding.

Each of these roles is inter-dependent upon each other. For example if the training lacks the full "buy-in" or approval of the primary client contact, (usually Human Resources, a Team Leader, or a Supervisor in some capacity), the program will fail to reach a higher level of success and fail to have a long term effect on the team and the participants within the team.

It is imperative that a discussion takes place between the Team Building Consultant and the client contact. All parties need to reach an agreement on how the program will progress, what objectives and goals are going to be reached as well as how to follow up the Team training program. What if the client contact is unclear about what objectives and goals to be reached? That is where the Team Building Consultant should meet, process and enable the client contact to better see and understand what it is that really needs to be addressed in the training session. If the Team Building Consultant can not facilitate a discussion to lead to clarity on goals and objectives both parties, the consultant and the client, should agree to go elsewhere.

Additionally during the training new evidence of inter-behavioral barriers may present themselves and the program takes an unexpected turn. This is when the true test of a trainer's ability becomes evident. Does the trainer choose to stay the course and work on the pre-defined objectives? Does the trainer choose to go in a different direction and follow what has just arisen? Does the trainer have the skills, knowledge and abilities to in a synergistic fashion meld both together? Experienced Team Building Consultants have been in all three situations and the answer really is "YES". It all depends on the situation at hand. That is why when choosing a team building consultant or team building company an organization must research and feel comfortable with the qualifications of the facilitator.

Some questions to ask team building companies are as simple as, who are your facilitators? Can you tell me an example of a program you have lead that is like our situation? Can you supply me with a list of sample questions you ask during the debrief [processing]? Give us a specific example of a program you have created that was a success? A failure? Can you provide my organization with a written proposal or agenda of what will be accomplished during our team training?

An effective team building consultant has the ability to move seamlessly through the consultant; trainer; and facilitator role. This comes from experience and Team Building consultants who are well educated and trained, in several fields. Choose the right consultant and always ask for and check references.

Michael Cardus

Michael Cardus serves as an Adventure Consultant for Create-Learning-Team Building: Headquarters in Buffalo NY.

http://create-learning.com

Corporate Outings Increase Morale

A company's success is not measured by a single factor. There are a myriad of factors that can lend to the success or failure of a corporate company including funding, management competence, working in a product or service that has a demand, and employee cohesiveness. The latter is perhaps the most complicated factor to measure and maintain as so many unforeseeable influences can cause extreme unpredictability in any given employee's level of job satisfaction.

When considering your corporation's level of team orientation, keep in mind that hundreds of studies have been performed which all conclusively show that a company's level of team cohesiveness is directly related to the performance of a company. The explanation for that is quite simple: people who enjoy what they are doing and feel a connection to the people around them will work harder because they feel more invested and generally take more pride in their work.

Company events and outings can be fun and extremely useful ways to promote corporate team building and employee satisfaction. Company sporting events, picnics, and field trips are good ways to take a break from everyday monotony and add some fun and excitement to your employee's daily regimens. There are also plenty of options worth exploring that focus not only on fun and a change of pace, but also focus on team building and strengthening of employee relationships.

Corporate Team Building through Scavenger Hunts

One team building activity that many companies are implementing today is the Corporate Team Building Scavenger Hunt. These fun and challenging activities are excellent for team building because they incorporate teams working together to overcome challenges and obstacles in order to accomplish a common goal. These corporate outings are used in cities across the country and many city landmarks are cooperative in hosting these events. For instance, the Chicago Field Museum has been known to host company events such as this for several corporations.

Corporate scavenger hunts work so well, in part, because the problem-solving skills that they require can easily be translated back into the workplace, creating a segue between the fun, exciting and challenging corporate team building activity and the everyday duties and day-to-day operations of the company, thus creating a lasting feeling of comradeship that can influence business in a very strong and powerful way.

Running a company can be very difficult and challenging for everyone involved. Your employees are an investment, and your investment should be protected. By creating a positive an energetic environment for your employees, you greatly increase your business' chances for success. Implementing fun company events and corporate team-building excursions, such as scavenger hunts, for your employees to enjoy can play a huge role in the success of your company.

Watson Adventures http://www.watsonadventures.com/corporate.html is corporate team building company specializing in corporate scavenger hunts. They work with local landmarks and attractions to arrange fun and challenging company events that can help strengthen your employees' satisfaction.

Employee Loyalty - Sabotaging the Value Chain

Employee loyalty has a distinct bottom-line value affecting your margins, profits, and shareholder value. The impact of loyalty is traceable through the Value Chain manifesting itself in the delivery of your Value Proposition. Although employee loyalty is a fluid factor in today's business climate, loyalty remains a critical success factor in many components of the Value Chain.

The Value Chain was a concept popularized by Michael Porter in his 1985 book "Competitive Advantage: Creating and Sustaining Superior Performance" (The Free Press). Simply stated, the Value Chain model represents the myriad of sequential and concurrent activities occurring within an organization to render competitive goods or services exchanged in the marketplace for a value.

A business's Value Chain provides the logistical support for creating and delivering upon the company's Value Proposition to their customers. A Value Proposition is the promise for goods or services a business makes to it's customers in exchange for a fee. For example, the Southwest Airlines Value Proposition found on the Southwest Airlines web site reads:

"If you get your passengers to their destinations when they want to get there, on time, at the lowest possible fares, and make darn sure they have a good time doing it, people will fly your airline."

The Southwest Airlines analogy also provides us with a clear example of an extremely successful business model containing a streamlined Value Chain, a clear Value Proposition, and fierce employee loyalty.

The impact of employee loyalty serves to either enhance or erode the value of any of the Value Chain components. Imagine your customer's disappointment in learning you have assigned a new sales representative for the third time in as many years because of turnover. Inbound customer contact centers battle the demands of meeting service levels in the face of traditionally low levels of employee loyalty. The downside danger of this activity is a loss of customers, sales, market share, and ultimately profits because of faults in the human aspects of your Value Chain.

In contrast to lower levels of employee loyalty, higher levels of loyalty represent growth in a businesses intellectual capital, sustained quality and service levels. Management expert Peter Drucker popularized Fritz Machlup's term "knowledge worker". The term knowledge worker typically refers to a person who works with their brains than brawn to produce. These "gold collar" workers collectively represent the intellectual capital, legend, and lore that define the corporeal mind, heart, and soul of an organization. Their collective value grows with employee loyalty and retention.

How can you improve loyalty to your organization and minimize the risks to your Value Chain?

1.Hire for alignment. Evaluate internal and external candidates with alignment in mind. For external candidates, this starts with making sure the candidate's values are generally aligned with the company's values. Follow the value alignment closely with the right alignment of the person to the job. This provides enrichment, success opportunities, and employee satisfaction.

2.Focus on employee career growth. Knowledge Workers generally want to expand their skills and abilities and appreciate internal education, tuition reimbursement, attending trade seminars, and reading trade journals. This activity positions employees for positions of increased responsibility within an organization that has a solid succession management program and underlying philosophy.

3.Compensate competitively. Compensation takes on many forms and - like beauty - is in the eye of the beholder. Financial compensation must be competitive to attract and retain talent. The same can be said for employee benefits programs and both require constant attention to your industry practices and offerings.

4.Build relationships. This is the easiest, least expensive, and most overlooked tool in maintaining a loyal staff. Employees are more likely to stay in jobs where they have built a strong relationship with their direct supervisor. I have personally witnessed this affect in my own supervisory assignments and can attest to first hand knowledge of the power of this tool. Earn and maintain the respect of those you lead, value these relationships, and start holding on to the true value in your Value Chain.

Michael McCarty C.C.C.E, MBA

Mr. McCarty has a proven record of accomplishment in strategic leadership roles for fortune 500 companies. He is an award winning performer in the areas of large-scale operations leadership, strategic planning, senior project management, and significant contributions to the bottom line. Michael has successfully leveraged his leadership skills to provide keen insight, vision, direction, and executive support to financial services firms, information technology firms, and the automotive, credit, and insurance industries. He has been particularly effective in start-up and turnaround situations.

Insisting on integrity, self-reliance, resourcefulness, and ingenuity, Mr. McCarty is an action and solution oriented leader capable of making strong financial contributions to the bottom line. Operational leadership in the areas of process improvements, cost analysis, and innovative revenue generation characterize soundly this veteran executive's distinguished career. For more on Mr. McCarty, please refer to http://www.leadershippinnacle.com

Here's an interesting article about the Land Rover Discovery. The tame side of Land Rover Defender.

Play in a Team at Work

"If you want to build a ship, don't drum up the men to gather wood, divide the work and give orders. Instead, teach them to yearn for the vast and endless sea. (Antoine de Saint-Exupery)

Have you ever tried to clean all house just by yourself? Or do the removal alone, or make a big project at work not consulting to anyone? If the answer is yes, you will surely agree that those are not easy things to do. Each of it costs a lot of effort and brings unsatisfying results. It's like trying to win basketball match playing only one on one or just hanging on to ball. That kind of situation is even hard to imagine, cause the playing field is full of other people willing to play and help. It's obvious that it needs to be played in a team. It is also worth to play in a team at work to make it a teamwork.

Term 'teamwork' was brought from sport and passed on different parts of human activity. It is important in education, sometimes social life and in professional life. It can be defined as being on the same side and pulling one aim together, an idea of working together cooperatively. One task and aim is usually divided into smaller ones and each member is trying to do its best to achieve smaller goals that will gather into bigger one. It is said that the most important things in team work are good relations between coworkers and good communication. Those are things that you might change individual. But both of them takes time and good conditions.

About 80% of people might be defined as a good team members if their had good conditions. To assure that big companies are organizing special social appointments and trips, all to help their workers get to know better. It is a great strategy for increasing team work effectiveness. Putting groups of people together in new, fun or unusual settings, in which they depend on each other's individual strengths to work through challenges and problem-solving can have powerful consequences. And the better atmosphere in workplace, the more benefits it brings for company. Not seldom bosses offer their employees possibility to participate in a team development training. Such trainings are also a kind of events designed to exploit the skills of each individual, ensure effective communication between team members and build recognition of the responsibilities of the individual to the group. There is a variety of team development courses on the market, and are easy to find as any other trainings like sales training or consultancy training. Just only by writing in a websearch ' team development training uk ' probably the thousands of offers will appear.

As it was said the next important thing is a good communication. Talking with coworkers, communicating doubts and sharing ideas is essential. Also listening actively, sharing suggestions. If having a problem with one of the colleagues it is very important to talk about that. Letting bad feelings brew will only make you sour and want to isolate yourself from the group. Not only does it feel good to get it out, but it will be better for the team in the long run.

If you are in a group you should also be loyal to all members. The task is divided in smaller pieces and each person is responsible for it. But all in all, the whole group is responsible for one project and if one person faille, the failure might be global. So that's why it is so important to have a good communication with members of the crew, like each other and be willing to help. The responsibility is one. It's also not right if one person constantly blames other members of the team for her failures. You can't blame others that you couldn't meet the deadline. As a part of the team you are becoming almost a part of the family.

With all pros of working in a group it can be sometimes difficult to do.We all are different and have different points of views on some cases, different ideas of doing something. It's increasing a possibility to choose the best solution. But agreeing for one solution in a group of 15 or 20 people might not be a piece of cake. When there are differences there are also conflicts. Sometimes group needs a leader that will help organize the discussion, solve conflicts and show the most important aim. The team leader should be a person with the biggest experience and knowledge, that one who has a respect of the group. Sometimes a person who ended leadership training or have knowledge about human resource management. However, the team should elected its team leader.

Those tips might help you be the team worker of the month.

http://www.phoenix-training.co.uk/

Lately, I've said goodbye to ordinary candles and started using Organic Candles. I tell you, you've got to try them too!

How To Choose A Best Recruitment Agency

It is a daunting task for job seekers, searching a new recruitment organization across the globe. The only way left that is an effective searching of best domain-recruiting sector as per your choice. It is well known fact that every recruiting organization has its own strategies for recruitment procedure whether it is temporary or permanent jobs swathe with different industries. Moreover, companies hire their employees through these channels.

They prefer recruiting agencies due to high cost of ads campaigns. It is easy to hire professionals, cost-effective through its methodologies. When you start hiring a certain company, its profile would be well understood and managed through comprehensive homework. This is fruitful for both the companies. However, before hiring certain recruitment companies following features are taken in consideration:

? Infrastructure of the company.
? Recruitment policies.
? Industrial and employee relationship.
? Record maintaining.
? Liaison with government enterprises.
? Types of recruitment they are involved.
? Time punctuality.
? Effective marketing strategies.
? Database of candidates with locations.

Which agencies should an individual or company choose?

Now a day's many agencies are mushrooming and presents themselves that they are the best service providers. Hire a recruitment company, which understands the requirements of company's point of perception. Well, it is understood fact to how to choose candidate recruitment channels and their proactive finding of candidates, dealing well in personal details and having a strategic implementation of recruitment procedure in the changing global trends.

Launching these superb services is to increase the awareness about the hr professions and increases the market of human resource solutions, which is an expertise in BPO sector. We would like to be dynamic prominent in human resource selection and procurement services. Hire services with best exposure to human resource planning and motivating company's employees.

Outsourcing business done in India has a potential to grab the entire globe. Author (Mukesh Pandey) is an MBA (hr), Master in sociology,LLB, Bsc (INFORMATION TECHNOLOGY),DIPLOMA IN CUSTOM AND CENTRAL EXCISE having keen interest in Drawing and craft and holds the certificate from state level competition for email : mukeshpandey82@gmail.com

Small Business Startup - Secrets To Creating A Winning Team Chemistry

What an incredible ride! The Colorado Rockies set Major League Baseball on fire with an amazing 21 victories in 22 games to earn a spot in the 2007 World Series. Although the Boston Red Sox swept our home town team in the Fall Classic, let's not forget what great things any team can accomplish when they work together and play like a team to achieve one purpose.

This year's Rockies orchestrated a blueprint for success that any business or organization should want to duplicate. Winning Team Chemistry is almost like catching lighting in a bottle. And it is often easier to talk about it than to actually achieve it, but when it happens, the near impossible becomes reality. How many times have you seen teams, businesses and organizations literally implode because positive chemistry was lacking or so-called "cultural differences" sidetracked the organization's vision? Mergers, acquisitions and day-to-day operations of any business are affected negatively or positively by how the team works together.

What the Rockies did in 2007 on the field is a blueprint for any organization's success. Let's examine a few of the key factors every business should consider.

1. One for All and All for One. The Rockies developed early on a camaraderie that worked on the field, in the clubhouse and outside the stadium. These players, through late last year, in the minor leagues and in spring training developed a genuine like, trust and respect for each other. They literally did not care who got the credit for a victory. They were not about individual stats, just the most important team stat of earning a 'W.' In fact, in their incredible season ending winning streak, a different player became the hero each night. As a result, everyone was a key contributor to overall team success. You could sense how much fun the players were having as they would see a different teammate rise to the occasion and secure a victory in the streak.

This is the essence of winning team chemistry -- and it can work in any organization or business. The question is how do you create it? It has to be a vision that the owner or leader inspires. It cannot be dictated. It cannot be contrived. It must be inspired by powerful example. Team members will pick up the vision and, with empowerment, energize the organization.

2. Be Unselfish. When the team wins, the individual wins. When the Rockies players came to the ballpark, each one would ask, "For the next 3 hours, what can I do as an individual to help us win as a team?" Whether or not that player even played that day didn't matter. They sincerely wanted to win as a team by helping the other guy be successful. Helping other people is where the greatest miracles occur. It is unselfishness. It is leadership. It is vision in action. It is high-performance. It is winning.

3. Maintain an Even Keel. It's baseball, it's a job, it's work, it's a career. It's not life or death. Don't get too high with a victory, or get too low with a defeat. A baseball player who only gets a hit three times in ten at bats, is considered one of the best in the league. But to do that, he failed seven times in ten. It's not in failing, it is how your respond positively to that failure that determines overall wining or losing. Certainly celebrate and reward proper behavior and success, but also celebrate taking a risk and working together as a team to achieve - collectively - superior results that would never be accomplished by just one person.

Along the way, remember to balance daily tasks and what you do for a living - the winning and losing of daily work life, with the real important things in life - like family, friends, health and emotional and spiritual life. This balance will help you maintain an even keel and a boat with an even keel, cuts though the water more efficiently than one that is slightly askew. In fact, an unbalanced boat will struggle in the water and eventually come to a stop.

4. Focus on the Fundamentals. Always work on fine tuning the fundamentals. It is a key to team and organization success. The Rockies set a Major League Baseball record for highest fielding percentage in league season history. The winning streak just didn't happen - it was achieved by hard work in spring training, continued practice and on-going refinement during the season and then on-field execution. Proper Practice Yields Positive Performance. The Rockies went so far to back-up each other. When a mistake was made, another stepped in and made the play. As a result, very few team errors occurred. The players worked seamlessly together because they liked and respected each other. They knew that each player contributed unique and individual talents that helped the team become better and win in new ways. They embraced the diversity of personalities and skills into one cohesive unit.

A focus on the fundamentals helps any team, business or organization weather the storm in good times and in bad. Many times people get distracted from the real vision, purpose and objectives of the team. Again, make sure all team members know and understand the vision and have the charge to execute on that vision.

Summary

Teamwork, winning chemistry, whatever you call it, is hard to manufacture and duplicate, but when any organization follows these four principles: All for One and One for all; Be Unselfish; Maintain an Even Keel; and Focus on the Fundamentals, the results are incredible. Team camaraderie becomes inspiring and audiences get excited watching the organization perform. When all the parts work together in collective harmony, much more is accomplished and the outcome is dynamic. Your business needs to consider how to incorporate this vital ingredient of Winning Team Chemistry into your organization.

Bob Meldrum is a columnist for CORE Magazine in Denver Colorado. CORE is the leading online source for small business startup.

Article Source: Free Ezine Articles

Let Your Weight Down

"One way to make your team feel more trust is to let your weight down."

"What does that mean?"

"You know, just opening up, being authentic, not putting on airs."

Rhonda offered that last week in my team-building workshop at a Hospital Home Health Agency conference. We discussed how trust contributes to team success. Rhonda answered my question about how a manager or leader may generate top-of-mind awareness of trust among team members.

Rhonda suggested the manager always be authentic by letting his weight down. That was a new metaphor for me.

Certainly got me thinking.

Pretty impossible to be part of a successful team and not be engaged in contributing to the team. Pretty impossible for a team to be successful unless its members trust one another.

So, Rhonda's statement is on the money. To be trustworthy you have to be authentic. To be authentic, you may have to let your weight down.

Here are 5 let-your-weight-down suggestions:

• Share thoughts and ideas. Encourage team members to share what they think and how they think. That helps them know one another. Much easier to trust someone you know. Sharing your own thoughts and ideas demonstrates your belief in the process.
• Share mistakes. Let the team know you own your mistakes. It's a sure illustration of your genuineness to let others in on your mistakes. Also a great opportunity to learn and share learning.
• Request assistance. Ask for help and you admit you cannot do it all yourself. Such an admission is up front authentic. [I don't mean asking a team member to take on extra work. I mean asking for personal assistance with something they may do better than you.]
• Offer assistance. Without micromanaging or taking control from the individual, offer to lend a hand. This demonstrates your commitment to team and team members' successes.
• Expand the talk. When appropriate, allow conversation to move beyond business. Personal experiences, shared memories, lessons learned...all let your weight down.

Feel lighter? Give any of those ideas a try. Just let your weight down.

Wright Results.com

www.WrightResults.com

tim@WrightResults.com

512-372-9933

Little Guy Network Genuine Team Building

Little Guy Network Genuine Team Building has come into the industry recently by showing many entrepreneurs the correct and the real way to market online.

There has been a lot of controversy going between all these new 2up companies, by who is the best mentor, why join us, and look at all the money I am making......etc.

The reason behind all this is because, not one of these marketers is actually duplicating and showing people how to succeed with internet marketing. Internet marketing is a skill and a life changing asset that one can use for the rest of their lives.

It takes a determined person to really wants to make money online, someone that is willing to go that extra mile where it is very lonely and no one ever hardly goes. We can show everyone is powerful money making system, but the system has to be ran and controlled daily for it to work correctly.

" You will not get woodchips from a woodchipper without driving logs to it"...... Its the exact same concept online, you can have a powerful machine but if you don't know how to drive traffic and close the individuals you will fail bottom line.

Also you see all these people marketing " No cold calling or no buying leads etc. Well most of all marketers when you insert your information, they will call you to close the sale no matter who they are. Yes some people do sign-up without being talked to, but hardly ever does that happen. Plus if you want to make money online, you have got to be able to communicate with your prospects and team members as well.

So What happened to the Genuine marketing that has created more millionaires and successful people then ever before. Well its still here and now we use it on the internet to promote our businesses.

Very few marketers use strategy, but the ones that do are really having success because people are tired and hate being sold "hope" and a lottery ticket. The ones that succeed will be determined by your mentor and the person willing to show you exactly what they did to succeed, not a cash machine, and then lead you a different way to he doesn't create competitors.

Matias Leiva has been a very well known genuine marketing consultant for online homebased business seekers. He has developed and trained many individuals on how to succeed through the internet by branding themselves, not the company or product.

http://www.the19yearold.com

Individual Thinking Vs Group Thinking

There must be POWER in collective decision-making. We guess it is safer to say group thinking is more reliable than individual thinking. Throughout human history there is a secret consensus within shared cultures that uphold great societies, countries and civilizations and they had their 15 minutes of fame.

The fine line in teamwork is: do you tend to create differences with others or make the difference for others? Creating differences requires you assert ego. Making the difference requires you assert a self-standing principle which others may not be aware of but you know it's your job to make them understand your point of view for the benefit of themselves.

Sometimes, you must be prepared that your team mates will reject a 'principle' as 'your idea', and then every moment becomes a question of whether to follow the majority and go the wrong way or stick to oneself and believe it is the right way, and vice versa.

The twist of this article is individuality in a TEAM is important for self-preservation when you know how to master it. First, it is quite logical to say very creative people are hardly conformists, but they must train themselves long and hard to examine and conclude their own strength of character.

When you're right, do you really stand up to the group? Or do you talk yourself into convenient compromises? Do you listen to what everybody else says before you form your own opinion? Do you adjust your opinion so that it hews more closely to the group consensus?

If you can't rely on guidance from the group, you'd better have a damn good replacement or you've got to develop a talent for ferocious self-criticism. If you're going to stand up for your principles, you'd better make sure those principles are right. It's easy to stand up for your ego; it takes nothing more than the flick of a hormone to let ego run rampant. Generally speaking, many assertive people are not truly intellectually assertive; they are merely egotistically assertive. To do this well, you must develop an idea-attacking demon that assaults ideas (especially you on yourself) from every possible angle. Only an idea that can survive the meat grinder is worthy of further consideration.

Preserving your individuality against group thinking does not prevent you from soliciting the advice of those whose judgment you respect. More likely, you'll be weighing the difference in opinions before coming to a decision.

We're sure it happened to you that after carefully inquiring into the details of a recommended course of action and after much discussion, you announce you will take the opposite course of action! It sounds like you have wasted your mates' time. The trick here is that the value your confidants lies not in the actual recommendations but in the reasoning behind the recommendations. The question is: Are you sure your own reasonings will work for you? Or is it out of your comfort zone to accept their reasonings when the recommendations are obviously good? So you don't make decisions based on what your advisors "vote for"; your decisions are based on the soundness of the reasoning. If they offer no more arguments that you had not already anticipated, then you can conclude that your own thinking is sound and you proceed with it. On the other hand, your confidants' ability to surprise you is their trick to impress you to the point of changing your mind.

This is a very, very difficult subject to act on if easier to just write about. Your path in life very much hinges on this. As a team player yourself, be always prepared for group disapproval and balance group contribution for the common good with a robust process of self-criticism augmented with solicited criticism from mates as time demands.

Nelson Tan is the webmaster behind Internet Mastery Center. Download $347 worth of FREE Internet Marketing gifts at http://www.internetmasterycenter.com

Building the Perfect Team

Within corporate situations, team building has a tremendous significance. A well-functioning, united team of businesspeople and employees can work wonders for the various factors within a business and can impact the profits and assets held. There is no substitute for a solid team of workers that are united under a cause and, most of all, are actually enjoying their day-to-day work. With a few team building exercises and some time management training, any group of people can be turned into a tremendously successful team in no time.

Teamwork is a vital part of any corporate puzzle, of course. The field of organization development is dedicated to understanding this teamwork and attempting to provide as much information as possible to employers and employees about how to use teamwork to maximize effectiveness. There are a number of team building exercises that have been developed to aid in the process of building more effective, trusting teams.

Team Building Exercises

There are several team building exercises that can be completed by a group of employees or students. These exercises help develop trust, creative thinking, delegation of work, and cooperation skills. Most importantly to some, however, these exercises are also a great deal of fun.

Pictures within Pictures

This activity requires a series of pictures that can be related in some fashion to tell a story. Pass out one picture to each participant and explain that each person is holding a part of a larger story. It is the responsibility of the group to put the story together by putting the pictures in sequential order. Adding a time limit to the activity increases the tension and forces more reliability on each team member to communicate effectively.

There should be an ideal sequence to the story on a separate document that can be referred to. As the task is completed by the group, the sequence that the group came up with can be compared to the ideal sequence to determine how effectively the group worked as a team. It may even be a good idea to disallow speaking and other forms of verbal communication. This will force the group to rely on non-verbal communication and to develop other ways to solve the problem.

Survival

A great activity that helps team building is survival games. These are great for group communication and help with decision making. The activity also achieves the idea of priority making within the group. Essentially, a scenario is role-played in which there has been a plane crash or some sort of incident. The idea is for the group to decide on ten items to survive. Lists of ten items are given out to each group member, so it is the job of the group to file the list down to a total of ten items for the entire group, allowing each team member the chance to make their case for their items.

Dollhouse or Miniature Building

A final example of a team building exercise is the building of a dollhouse or another miniature. This creative exercise can be completed using as much or as little team structure as desired. Set a time limit and have the team put together the dollhouse within it. The team building exercise can be judged on whether or not the time limit was met and how correct the dollhouse assembly was.

Learn more about the fascinating world of miniatures. Visit TheMagicalDollhouse.com today for a great selection of dollhouses and dollhouse accessories from top miniature companies.

Be The Leader You're Meant To Be!

Your arrival and the first moments you spend with your staff each day have an immeasurable impact on positive employee motivation and morale.

Start the day right.

Smile.
Walk around your workplace and greet people.
Share the goals and expectations for the day.
Let the staff know that today is going to be a great day.
It starts with you. You set the tone for your agent's day....negative or positive! The choice is yours!

A leader's job often includes changing people's attitudes and behaviour.

How to change another's behaviour:
1. Begin with praise and honest appreciation.
2. Call attention to people's mistakes indirectly.
3. Talk about your own mistakes before criticizing the other person.
4. Ask questions instead of giving direct orders.
5. Praise the slightest improvement and praise every improvement
6. Use encouragement. Make the fault seem easy to correct.
7. Make the other person happy about doing the thing you suggest.

Enthusiasm is contagious!!!!! So you must be able to show it....in order to get it going.....and have to instil a drive.....a drive that makes people want to achieve and 'own' what they do. Allow them to gain ownership and make them accountable.

If your employees see you bored, sitting at your desk, on the phone, unavailable....this is one sure way for the not to be enthused.

How do you make them accountable and create a winning team?

1. Make sure the team has a challenging goal to achieve.
2. Ensure all team members understand the goal and are committed to it.
3. Provide the necessary training/coaching
4. Resolve conflict before it distracts people and splits the team.
5. Measure the team's progress, and make the score known to all.
6. Ask team members for their input and find out what they need to win.
7. Encourage diversity of styles within a shared dedication to the goal.
8. Develop a sense of humour....you need it!
9. Celebrate small wins along the way, until you achieve the big one.
10. Walk around, be personable-LET OTHERS SEE YOUR ENTHUSIASM!

Remember, you are a reflection of your team, and by being the best leader you can be will send a positive message to your team, colleagues and make you the person other's want to emulate!

www.teralunaenterprises.com

Boss and Employee Face-Off

Team building is one of the best events days that corporate companies can have. Employees are finally able to get revenge on their boss and it encourages all those quiet people to come out of their shells. You get to see the other side of your co-workers in a relaxed environment, and let's face it, out-shining your boss might get you fired in the office, but in a team-building challenge, there are no holds barred.

Paintball is one team building event where a bit of rivalry is needed. The game involves dividing staff members into teams with each member receiving a gun loaded with paint balls. Protective gear is used for safety purposes. There are different strategies that can be applied to _playing the game _and these can be adapted to _ suit _every character. If you are not much of a physical person, you could take the _stealthier approach. If you are physically fit, then running and shooting might be a better option for you.

Team building is about improving communication between employees and working on personal areas such as decision making, delegation and proving your leadership skills. However, it is also a way for everyone to bond and learn to work together. It's an opportunity to release pent up feelings and exact revenge. It helps to build on personal networking. Team building reminds you that everyone has his or her weak areas as well as strong points.

A popular team building exercise in the UK is Blind Driving. This activity involves blindfolding the driver of a go-cart, while his or her partner navigates their way through an obstacle course. Managers should take this opportunity to let their employees lead them for a while, while they drive without sight. The exercise serves to build trust between the driver and partner.

There are plenty of opportunities for employees to show their skill in other areas. Employees rarely have the opportunity to show off their problem solving techniques in the office, as this task normally falls under the supervisor's jurisdiction. However, in team building, employees will be involved in exercises both mental and physical that need input from everyone. You will discover facets of your colleagues' skills that can be used to better advantage in the office.

Team building is a fairly new trend in the corporate environment. It enhances team spirit, as when they are back in the office, employees have something else to talk about other than the next deadline. Team building brings a personal aspect into the office and gives employees opportunities to talk to co-workers that previously they wouldn't have.

Teams are normally picked at random in order to mix it up a bit. Designers will be with people from accounts and sale managers will be with IT technicians. This brings an unusual diversity to exercises such as treasure hunting.

Your initial projection as to how people from different departments might respond will probably be based on stereotypes. Sale managers might automatically think they should be involved in more physical activities than IT technicians, as IT staff are known for sitting in front of computers. But you might be pleasantly surprised to find that not everyone can be identified with a stereotype.

Team building creates opportunities for good photos and increases company moral. Employees will be able to laugh about events and discuss how everybody fared. They won't feel so shy when talking to people from different departments or trusting a co-worker with a task. Of course, there will also be the added benefit of seeing your boss walk with a limp due to that paintball that mysteriously hit him or her in the leg.

Celeste writes for RBA Events who specialize in Event Coordination.

Creating High Performance Teams

Now more than ever, it is important for those leading in the workplace to maximize the contributions of those they lead. Organizational leaders are asked to do more with less all the while being required to increase profits. It's a challenging task-one that demands everyone gives their all every moment they are on the job. So how does a good leader make this happen? Here are five ideas you might find useful to improve the results in your organization:

Create a Cooperative and Collaborative Culture

Great leaders model what they expect from others. That means if you want cooperation in the work environment, you must be cooperative with everyone in your organization. Being cooperative starts with having respect for your fellow workers. Respect is built on trust, cordial communication and appreciation for the contributions made by workers. There has to be an openness that allows leaders to engage in meaningful dialog. With a non-threatening environment, workers are asked for their opinions and leaders value the information received. Then, both should take the appropriate action on the information exchanged to produce the best results.

Create an Aligned Strategy and Organizational Focus

When everyone knows where the organization is headed, it is much easier to get there. Share the vision and strategy-the sense of purpose why the organization exists. Then align everyone's goals and job functions to accomplish the vision. When everyone is clear why their work is important to an organization that provides a greater understanding of what they should do each moment they are on the job. Purpose also opens the door to increased morale and a higher degree of problem solving. When you know what you want, your determination to get there is much higher and your chances of success much greater.

Create a Sense of Responsibility

With assignment of purpose comes the accountability for fulfilling that purpose. Leaders should give workers the tools they need to be successful while holding them accountable for creating success. That means giving them authority and freedom to be creative working within previously agreed upon parameters. There must be some sense of discipline and acceptable limits. Stifling workers creates frustration and low morale. And that leads to my next important point.

Create an Atmosphere Where Skills and Talents are Maximized

Your strongest asset is the people who work for you. The task of a leader is to place workers where there is the best fit and utilization of their skills and talents. Matching organizational needs with worker abilities is a win-win combination. Doing this places a high value on workers, creates a trusting environment and increases personal motivation. Those are absolutes that every successful organization has in place.

Create an Attitude of Commitment

Until buy-in occurs, nothing very productive will take place. Workers and leaders alike must be committed to getting the job done. Both must engage in a process they believe will work. That develops when there is cooperation, communication, clear purpose, unwavering acceptance of roles and responsibilities and a full utilization of personal abilities. Development of these steps almost automatically creates this step. Putting everything together will improve the bottom line, stabilize the future of the organization and make working for the organization an enjoyable and challenging experience.

Closing Thoughts

Whether we work for others or for ourselves, we should be willing to give it our all. As leaders in the workplace, we should be striving to see that every worker does exactly that. But, best results occur when the intentions come from workers, not leaders. And that brings us to the utilization of the five points mentioned earlier. When leaders use these strategies, it raises the self-motivation of workers thus producing greater results.

Today we compete against a global workforce. It's no longer the business down the street that is our competition-it's potentially everyone in the world. Technology has shrunk the world and raised the bar of service and the quality of goods a company must offer customers to stay in business. And, staying in business requires great teamwork within the boundaries of your organization. If both worker and leader unite in this effort, both will have staying power in the marketplace. Failing to do this creates a cloudy future and limited opportunity for growth and survival.

A Bit of Lagniappe

Success happens when there is a total team effort. That means everyone contributes and everyone is accepted as a team member. People are ready to step in and help those who need it. Everyone believes in themselves and other members of the team. Team members are willing to outwork the competition and do what is necessary to prepare themselves to get the job done. There is an atmosphere of discipline and commitment to the vision and strategy. Execution is done right the first time. Failure is never an option.

Winners are willing to do what failures won't do. They understand that it is the small steps taken correctly that ultimately move one to the destination of their choice. Become a team player or help create a winning team-those are the only two choices people who wish to be successful can make.

Billy Arcement, MEd.,-The Leadership Strategist, is a seasoned professional speaker, author, facilitator and coach. Learn more about his services at his website, http://www.SearchingForSuccess.com Call him directly at 225-677-9426 or email barcement@eatel.net Copyright 2007.

Obama and Oprah Selling Machine

Who is on your sales team? Often, success in the field is far from an individual effort. There is frequently an inside customer service group, service coordinators, a product expediter, a dependable shipping department and quality vendor technical support operating behind the scenes ensuring that the customer's experience is a good one. The salesperson is the facilitator of these collective efforts and the representative of their company when dealing with customers.

This past weekend, the rapidly changing political landscape was introduced to the live version of a new phenomenon. Although Hollywood-types have often backed political candidates and causes, the world has been holding their breath in anticipation of the impact of Oprah's endorsement of Barack Obama. Oprah lends her star-power to her friend, Obama, "a new kind of leader who possesses a tongue dipped in the unvarnished truth," Winfrey said.

The Oprah and Obama traveling tour brings new meaning to the phrase dynamic-duo! Obama had the pleasure of addressing almost 30,000 registered voters at Williams-Brice stadium here in Columbia, SC thanks in great part to Winfrey's celebrity. I do not believe that anyone will ever be able to remove the pleasure-filled smile from his face.

"In what may be the largest phone-banking effort in the nation's history, each attendee was handed a sheet that listed four registered S.C. voters and a phone script. Attendees were asked to call the voters on their sheet , right then and there, and ask them to support Obama in the Democratic primary." Regardless of your political persuasion, this sales effort is impressive. The news coverage and number of articles are amazing.

Talk about sales teams! This pairing may be just what the doctor ordered to propel Obama to the lead in the run for the Democratic nomination. What then... VP Oprah Winfrey!

The point of all this is to remember that our success in selling our ideas and products is indeed a team effort. Even if you are a self-employed company of one who handles everything from sales to accounting, you too rely on vendors, FedEx, US Mail and reliable technology to ensure your sales success. You are indeed part of a team effort, albeit the focal member.

None of us operates in a vacuum. It is necessary and proper to respect and care about your sales team. When appropriate, introduce these people to your customers. Make it more personal. Put faces on each department and function.

Remember, the bottom line is that people interact with people to make things happen. Humanize your selling efforts and warm up your sales success.

Daniel Sitter, author of both Learning For Profit, and Superior Selling Skills Mastery, has garnered extensive experience in sales, training, marketing and personal development over a successful twenty-five year career.
Read his blog http://www.idea-sellers.com/

Set The Pace From The Helm

During my 22 years in the Navy, I have heard a saying "The Captain is the Ship" and I must say that I couldn't agree more. The commands (offices) where I have worked had the "personality" of the person in charge. During my two tours as a Commanding Officer, my commands took on my personality as well - good and bad traits. Take a moment to reflect on where you currently work. What is the office mood or character? Who is the ring leader of your office's atmosphere? Most likely, the leadership--whomever is at the helm has set the office climate. Why!? It's because we take our "cues" from those who are steering the vessel (organizationally or departmentally).

To set the right tone for your "ship" as it heads into new waters, try the "COPY" leadership system for modeling organizational success. COPY stands for:

Be...

Concise

Optimistic

Playful

Yourself

Concise

With being concise, I am referring to concise communication in relaying the mission, vision, and overall strategy to team members. There are three basic questions that come with any strategy. They are:

1. Where are we now?

2. Where are we going?

3. How are we going to get there?

In being concise, knowing where you currently are is the first step. The second question of "Where are we going?" is critical to organizational success. The vision should be clear, tangible, and easily understood. More importantly, everyone should know what it is and where he or she fit into the value chain in producing the end result. A teammate who knows, with precision, where the organization is going will help you figure out the third question of "How are we going to get there." All of this starts with stepping out and reaching each teammate with concise communication.

Optimistic

As the "Captain," your optimistic attitude will permeate throughout the rest of the "ship" and will dictate the performance of the team. When you are excited about where you are going and have used concise communication to let everyone know, your team will be excited as well. Although there may be grumbling (because resistance to change can happen), you have the power to quickly turn it around. As you believe it and are positive about it, the rest will follow. Mountains, valleys, highs, lows, and even large ravines shouldn't keep you from losing focus - the battle is won (or lost) in your head prior to it's start and it all begins with PMA (Positive Mental Attitude)!

Playful

Do you remember how much fun it was to hang out, laugh, and play with your friends when you were a kid? So do I! That's what work should be...FUN! Cell phones, deadlines, finances, and email pound down on employees every day - stifling creativity, productivity, and morale. You, as the leader can mitigate the effects of stress by infusing "fun" into each day. It could be as simple as hosting a weekly "potluck" - something to break the workweek/day up. Work should be like a game of kick ball. The focus stays strategic (win the game) but the method is fun. You set the pace and the entire "crew" will take their cues from you...go ahead, kick the ball!

Yourself

During Officer Candidate School, one does A LOT of push ups (I did more than most). As we went down to the floor in the push up position, we had to scream "INTEGRITY" and on the up we had to scream "DISCIPLINE!" Honestly, although it was done as a punishment, it was one of the most motivational moments of my life - hearing 80 people scream in unison can help you tap into strength reserves that you didn't know you had. When times have gotten bad and I may have been tempted to cut a corner and not be true to who I was as a person, I think of those two words and my teammates yelling them in my ear "INTEGRITY!....DISCIPLINE!" and I am able to tap back into those reserves and stay the course. We all have those times of trial and if we stay true the entire team appreciates it. Always be "you" and always stay true to your core beliefs.

Modeling the way for your team through the "COPY" system will help your team achieve greater productivity, creativity, cohesion, and will, simply, make work a much better place to be. It's very much like when your mom used to say "monkey see monkey do" - you get to be the head monkey, model the way and, let's face it, monkeys are cool! Remember to COPY and never give up the ship!

Chip Lutz is a professional speaker, trainer, and retired Navy Officer with 22 years leadership experience. He speaks and trains on the power of positive leadership and the infusion of humor in the workplace to increase morale, productivity, and teamwork. He served as Commanding Officer of two separate Navy Facilities and was the Director of Security for Naval District Washington, DC during September 11th, 2001. Additionally, he is adjunct faculty for two colleges where he teaches classes in leadership, teamwork, and organizational behavior. Find our more about his work at http://www.funsquadinc.com or email him at czar@funsquadinc.com to be put on his weekly newsletter distribution.

What's For Dinner?

The inspiration for this Wisdom comes from a quote I received from a team member:

""If you can't feed a team with two pizzas, the size of the team is too large."" --Jeff Bezos, chairman, CEO, and founder, Amazon.com

Creating a team by today's business standards is crucial. You've heard me time after time talk about getting your employees involved in your marketing. Delegating is the number one skill in growing your business. You can't do it all by yourself, so you need to create a team or groups of teams to accomplish the common goal for the company.

The above quote moved me to action because I have seen confusion and disorder when decisions are made by large committees. The quote certainly doesn't refer to the number of employees you have, it simply refers to the particular group of folks that you determine are your core team.

Democracy is great. The diversity we need in order to create incredible teams can only happen in our democratic environment. I was just talking with my good friend Robert, another great marketer in my circle. He said, "The reason countries under dictatorships don't grow and mature is because of their structure. They limit the amount of people who can contribute to great ideas. If you disagree with the dictator, you're fired or even worse."

Our country cultivates maximum diversity. We have resources from different ethnic influences, men and women, various religious backgrounds, seniors and youths, wisdom from experience or good ole common sense?we have a wealth of diverse resources. Diversity creates strong leadership and that's vital to the core growth in this country and in any business.

The simple message is this: as Jim Collins says, you need to get the right people in the right seats on the bus. Furthermore, you need to welcome diversity and differences of opinion so that members feel open to share ideas. Keep the group focused on the common goal and help them make it personal. You simply cannot have fifty core people. Alienation will develop in a group that big. Instead, create subgroups and watch communication flow to every cell of the organization.

Thanks, Robert, for stimulating this conversation that seems so basic yet reminds us of the importance of diversity and what makes this country so great!

Joe Kiedinger is Brander in Chief of Prophit Marketing, a unique and vision-driven marketing organization that helps small to medium-sized business succeed by adhereing to the Prophit Marketing System. The Prophit Marketing System is a process based approach that combines corporate culture with strategy and finally advertising. The emphasis starts with leadership and flows from there. Joe's message has been heard by many through his unique Prophit Marketing Road Show, an entertaining informative presentation that leaves audiences with an action plan for success. Joe also authors Wisdom on Wednesday, a weekly email newlsetter which will enlighten and challenge you to get the most out of your marketing efforts. Visit http://ProphitMarketing.com/ to learn more about the Prophit Marketing system or http://WisdomonWednesday.com/ to subscibe to Joe's weekly email newsletter.

Team Building Games, Ideas & Trips Barcelona, Spain

You often hear wise old managers, at workplaces, saying, "many hands make work light". The wise saying best conveys the importance of team efforts at a workplace or business organization. In fact, the word, 'TEAM' can be expanded as "Together Everyone Achieves More". You see, there's no "I" in "Team".

Actually, the success of a workplace or business organization depends on, the way its teams work, the way its teams perform. Thus, team building has become important part of business corporations. In fact, team building events are often considered as one of the most important corporate events.

The modern corporations use various team building ideas & plans to make their workers understand the value of team efforts. Corporate owners organize various team building programs & courses to develop the spirit of team working among their workers and managers.

These courses/programs are generally comprised of various team building games, events, activities, or trips. The team building games & events are usually focused on corporate team building. They help improving mutual communication and relationships among workers, and workers and managers. Usually designed by team building experts & professionals, these team-building activities, games, and events help to improve potentials and performances of workers.

These games are just the fun games that are designed to promote creativity among workers & managers. The basic idea behind these games is to develop the corporate spirit among the people working in a corporation. These games help to develop trust, confidence, cooperative attitude, communication and healthy working relationship among the worker.

Some business corporations also do organize outdoor team building events, programs, or trips. They take workers & their managers on outdoor trips, which are specially designed to instill team spirit among them. The corporate people enjoy the trips and learn useful things as well.

Corporate games, ideas, and trips are designed to make workers come out of their personal selves, and do away with their "waiting attitude" and "spectator mentality". Often, various psychological, educational or recreational techniques are applied to design the team building games & activities.

These games & activities help workers to well assess their real worth and weaknesses. The teams participating in these games & events are provided with the feedbacks on their performances, which help teams to evaluate their strong as well as weak points.

It is the responsibility of business managements to create healthy team spirit among workers. They are responsible for maintaining proper corporate atmosphere at their workplaces. Thus, they always keep on organizing teambuilding games, activities, events, and trips, which play instrumental role in setting up team atmosphere at their organizations.

Nowadays, some business organizations or corporations have their permanent experts to design teambuilding courses & programs for their workers, while, others hire the services of the freelance teambuilding professionals & experts.

Author writes for Team building Barcelona and for FC Barcelona match tickets online.

Six Tips on Coaching Generation X

For this article we are looking at Gen-X as those born between 1961 and 1981. That would place them about 26-46 years old. Can you think of people working in your hotel, or business, which would fall within this age range? I'm sure you can, in fact chances are you probably fall within that range. If you, or anybody working for you, are in that age range then you can be considered a member of Generation X.

Here are a few things to keep in mind when working with and coaching Generation X.

Gen X Loves to Learn

Training is important to Generation X. It has been reported that eighty percent consider training when accepting a job. The quest for self improvement is part of what drives Gen-X. It gives them the desire to move forward, to get up in the morning, learning new things and new skills are important to them. Provide them with the opportunity to grow and develop.

Work is Not Their Life

For Xers, work is what a person does to have a life, work is not their life. They watched their parents and grandparents lose everything when major companies went bankrupt, or pension plans failed to provide what these people worked so hard and loyally for. Gen-X only views work as the means to have a life and they don't make work the focal point of their life. They see a job as temporary, a stepping tone on their journey. The next big thing is always on the horizon. But, they will do their best as long as they are learning and developing their skills, skills that may come in handy on the next job.

A Sense of Community

Xers will work hard for what they believe in, and what they find to be challenging. Generation X strives for a feeling of community, a feeling of family. Because of this desire for community they like to work in a team environment, team projects. Make the work environment one they can believe in, give them a sense of belonging, a sense of self improvement and you will have happy people on your team ready to serve.

Treat Them as Individuals

While we tend to lump people together when we talk about these personality traits of a generation, keep in mind that Gen-Xers want to be treated as individuals. They know they are part of a group, part of a team, but they want to be recognized as an individual as well. The very fact their generation is named for an unknown (X), they like to be identified individually. When working with a group of Gen-Xers, don't forget they are a group of individuals.

Give Them Space

Don't be one of those over-the-shoulder managers or an intense micro-manager. Let Xers have their space, leave them to do what they are trained to do. They don't like to have every move constantly monitored. Trust that you have trained them properly, that they can perform their skills appropriately, just let them do their job.

These people are a generation of latch key kids. They spent a lot of time growing up alone while both parents worked and fending for them selves. They are used to handling things on their own. Let them do what is natural for them; to do what they know how to do without constant supervision. They are good at working on their own. This is one reason why we see more and more people working from home over the internet.

Time with the Boss

One relationship that is important to Gen-X is that with their bosses. They actually crave time with their boss. This not only gives them another valued relationship, but it also gives more opportunities to learn and develop as they gather information from someone they see as an authority at the workplace.

This relationship with the boss will also provide them with the feedback they love so much. They want to know how well they are doing their job. Having time with the boss will afford them more chances of gaining feedback on performance and gives them the chances to improve their jobs and themselves. Gen-X wants to improve, to learn and to grow. Having a proper relationship with their boss is, to them, the perfect way to develop that growth.

When it comes to the X generation, they need to have feedback quickly, especially recognitions and rewards. Wait too long and the intended praise will lose its' value and meaning. A simple 'thank you for what you do' will carry much more weight and it will build their esteem to a greater extent then the once a year performance evaluation. Give recognitions and rewards often and quickly.

Will Maguire, CHA

http://www.freewebs.com/borderlandhosp/

Over 20 years working in the hospitality industry in jobs from dish-washer to hotel general manager. Will demonstrates success in every stage of his career. Most notably in the service side of the industry. His last hotel went from the mid 50% to the top 5% in brand service rankings.

Will's book: X-cellent Guest Service, What Every Hotel Should Know About Generation X Now available through his website.

Visit his blog where he shares some of his thoughts and insights about guest (customer) service.

http://x-cellentguestservice.blogspot.com/

The Two Truths Of Team Building

There are a few "truths" every manager, supervisor or team leader should realize before beginning any team building initiative. Ignore these principles and you'll be building your castle on sand. Recognize them at every step throughout the team's work and you'll have a group that will function smoothly and effectively.

"So what are these truths?" you may ask. Well, their simplicity may astound you, but their effect is significant. I've listed the Two Truths of Team Building in the order of their importance below, and I've also suggested ways for you to implement them for the benefit of your organization.

Truth #1 – Know Your Team on an Individual Basis

If I had to choose one of these truths to build on initially then this would be the one. People are far too anonymous these days. Even within families and in the workplace where we see each other every day, we don't tend to connect on a real level with very many people. In fact, if you ask anyone they'll probably tell you that their friends of their childhood years are far more memorable and meaningful to them than their present associates.

Now I'm not suggesting that you befriend everyone in your workplace in a deep, personal way. But a few extra moments of "lingering" after the necessary work-related communications have happened can open up a whole world of opportunities to learn about those within your workplace in a natural, non-threatening way.

Truth #2 – Let Your Team Get to Know You

Most managers, supervisors and team leaders have an unreasonable sense of how they should hold themselves within the workplace. In our efforts to serve as a role model and a standard bearer we tend create a distance from the very same people who need to feel like they can come to us with their ideas and concerns. But who feels at ease in the shadow of Superman or Wonder Woman? Not very many people, that's for sure. Team building efforts will never come together as effectively as possible if the leader is seen as unapproachable or "too perfect".

So how should we combat this? I wouldn't suggest for a minute that you do things that would lower your status in their eyes. But you can give them insights into who you are by being more of who you are at work. We all have lives outside of the office. Why not bring more of that to work? Do you have a favorite sports team? What kind of music do you like to listen to? Where have you been with your family recently?

Bring those things into your work environment so that your team can see who you are without having to come right out and ask you. Remember, it's hard to get close enough to an icon to find out who he or she is. You've got to make those features about yourself accessible so that they can pick up on them without being too forward in finding out for themselves.

When you practice these two truths on a consistent basis along the road of team building you will find your team coming together more easily and more effectively. The power of getting to know one another within a work group can be the lubricant that eases the team through challenges that would stop a less cohesive group dead in their tracks. Which one do you want to be?

 

Business writer, John Davis, writes about

http://www.better-business-now.com/

and http://www.better-business-now.com

at his site, http://Better-Business-Now.com.

Team Building Ideas

Team Building - A Complete Guide and Online Resources
Team building exercises, articles, online questionnaires, practical tips and other printable resources.
Tips for Team Building: How to Build Successful Work Teams