Build A Tag Team
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Are you part of a team? How do you build a tag team? How to achieve flawless execution of each member and the whole team?
by Karpfish
Here is my take
- Plan Ahead Or Plan Your Back Up Plan.
- Hire potential, not skills.
- Commit on shared values.
- Build vulnerability-based Trust in Your Teams.
- Each member is an Eagle, not a Duck.
- Share knowledge and opportunities.
- Practice Emotional Intelligence Core and High Order Skills.
- Grow Quality – Not Quantity
- Personal accountability is key.
- Provide and ask for contionous feedback.
“Coming together is a beginning; keeping together is progress; working together is success.” - Henry Ford
Stomp Out Loud is my vision for how tag team should look like.
5 May 2008
Alik -
Bravo! You’re getting astute with you concise yet powerful writing. It’s hard to add anything to what you’ve mentioned about team building. Team building to me is a collective conscious of individual achievement.
Shilpan
Shilpan, thanks for nice words
Actually I forgot this one – “Love your dogs”
http://blogs.msdn.com/jmeier/archive/2007/12/31/love-your-dogs.aspx
- Fixing your dogs can yield unexpected levels of shareholder value.
- Improving operations is an important management lever for adding shareholder value.
- Buying and fixing someone else’s dogs will produce more shareholder value than buying stars.
“Hire potential, not skills” is really smart. Although I’m not sure it’s the way it always works, especially not in the U.S. job market. It’s how I got most of my jobs – I made several career changes, so couldn’t offer skills, but rather a potential, the ability to work as a team player, and to learn those skills. Employers were able to see that, and hired me, despite lack of certain skills.
Vered, it is too cool. How did you make the employers see your potential? What was the technique?
One challenge that I’ve had, however, is that judging potential is much harder than looking at skills. Also – I’ve noticed that what you see in the interview is night/day with ‘what you get’. I’d love to hear any insights you – or anyone in a hiring position – would have on this. I’ve been on the interview committee for a number of people, engineers and technicians.
E-x-a-c-t-l-y!!!
That is why i love doing the following the most:
- Role play. Pretending i am really tough customer (i mean really tough…), i am trying to recognize the creativity in the potential candidate. Trying to identify the point when the candidate give up.
- Ask very simple questions like “why should i hire you?”. I am always surprised how many people surprised with this question.
- Asking simple question “Why you want to work for us?”. I am trying to recognize the passion. Worst answer I heard was “I heard you have great salaries”.
have you checked on this one?
http://practicethis.com/2007/05/30/how-i-conduct-interview/
also check on this book:
http://www.amazon.com/EFFECTIVE-WAYS-HIRING-SMART-People-Reading/dp/1580085148/
I don’t know.
But I was honest, and straightforward, and I guess I conveyed the message that I really am a fast learner and a team player. Plus I had great references.
I am feeling a little braggy for saying all this. But since you asked…
Vered,
Thanks for sharing this.
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