Niels Klement’s Post

You can't build a successful team without first building up each member of the team. There is an "I" in team -- two of them in fact. Individual Investment The more you invest in each individual, the more loyal they are to the leader of the team. Watch any sports biopic. Overcoming the challenges each individuals face -- and putting them in the proper position -- contributes to TEAM success and measured achievement. Rudy, Remember the Titans, Last Dance, Blindsided, Moneyball Not into sports? Fine. Learn anything about the military. Follow any successful company (not by Stock Value). What companies have high productivity and high retention? What team do you want to be part of? What leader do you want to follow?

True motivation does not come from slogans or strategies. True motivation comes from the spirit that a team has inherent in its chemistry. As a leader, this is the first priority and the prime objective when building a team. Should you have the choice, then here is where the fundamental structure is determined. Should you have the privilege to be in charge of such a team, then removing obstacles in the way of clear-cut tasks and goals unleashes the team's energies. Nothing is more detrimental than feeling disoriented and disempowered. So, if you put in the effort and make your intentions visible, then there’s little room for anything else but success.

How to build a great team? ¶¶ To build a strong team, you must see someone else's strength as a complement to your weakness and not a threat to your position or authority. ¶¶ No one is an expert in everything, the strongest businesses are built on the smartest people – not on one person., I've learned that strong leaders don't fight to have the first and last word. They listen to their teams, ask the right questions,❔❓⁉️ and give everyone the chance to contribute. Instead of trying to do it all, find people who can do it better. With the right people in place, you can take a step back to focus on your strengths – like leading your team and planning your company's future. They admit when they’re wrong and genuinely want to learn from others. At the end of the day, it’s not about being the smartest person in the room. It’s about building a team with the smartest people you can find and inspiring your people to believe in the impossible.

For great results, you need to empower others to perform even when you are not around. This isn't "getting out of their way." It's showing the way, creating a cadence of accountability, and driving action that builds a team.

What's the most effective way to build a winning team? ✏️ Building a winning team isn't a stroke of luck. It's something you have to build. 👇 The Energy Investment Model is a method that can help with this. It identifies two dimensions of an individual’s motivation for a task: •  Their attitude towards change. •  Their willingness to invest effort into the change. The combination of these dimensions defines each category: •  Passengers •  Spectators •  Cynics •  Winners As a leader, understanding the types of employees, their characteristics, and what motivates them can help you guide them to success.

In the early part of this year, I found myself immersed in an environment ripe for personal growth, primarily through my interactions with the leadership team. This period was marked by emerging conflicts and differing visions for our path forward, creating a palpable tension among team members. Initially, there was a noticeable reluctance to engage in open dialogue, perhaps due to the strain of the situation. However, a turning point came when we collectively decided to address these challenges head-on. We agreed to sit together and discuss our issues openly. During this process, I experienced a range of emotions. There was apprehension about the potential outcomes of such discussions, coupled with a growing sense of hope as we progressed. As we engaged in these conversations, I noticed a shift in my own perspective. The difficulties we faced began to seem less daunting. A realization emerged that, despite our differences, there was a common thread uniting us – our shared goals and underlying intentions. This understanding brought a sense of unity and eased the previous tensions. Reflecting on this experience, I recognize the importance of open communication in resolving conflicts. It was a reminder that beneath the surface-level disagreements, there's often a shared purpose. This experience was a testament to the idea that when individuals come together with openness and willingness to understand each other, seemingly insurmountable challenges can become opportunities for growth and unity.

A word on motivation: Teams feel motivated when they feel a part of something. They feel a part of something when they have a specific role to play. When we micromanage we take that role away and thus the greater purpose. If you want to motivate a team, give them the tools not the recipe.

Rocks are a dynamic way to foster both accountability and excitement within a team. These clearly defined, achievable 90-day goals create a sense of urgency and focus. When team members are assigned specific Rocks, it gives them ownership and a clear direction, enhancing their commitment to the outcomes. This sense of responsibility drives accountability, as each person knows their efforts have a direct impact on the team's success.

Rocks are a dynamic way to foster both accountability and excitement within a team. These clearly defined, achievable 90-day goals create a sense of urgency and focus. When team members are assigned specific Rocks, it gives them ownership and a clear direction, enhancing their commitment to the outcomes. This sense of responsibility drives accountability, as each person knows their efforts have a direct impact on the team's success.