You're leading a team of motivational speakers. How do you cultivate strong relationships and teamwork?

Even though I have never had the opportunity to lead a team of motivational speakers, I vision it like conducting a symphony orchestra. Each musician (speaker) has their own instrument (believes) — powerful on its own, but the true magic happens when all play in harmony. According to Deloitte, highly collaborative teams can be up to 37% more effective in decision-making, while Harvard Business Review notes that 86% of failures stem from lack of collaboration. As the conductor, my role would be to ensure everyone is synchronized, with communication as the sheet music, trust as the rhythm, and our shared vision as the melody. When all these elements come together, the result is a symphony far greater than any solo performance.

> Unified Goals: Ensure everyone understands and is committed to the team’s overarching goals and mission. > Collaborative Planning: Involve the team in setting objectives and planning activities to foster a sense of ownership and alignment.

Moving from the middle of the pack to #1 speaker was a byproduct of surrender. No one can motivate others (Fact: people forget 50% of what they absorb in 24 hours and another 40% by weeks end. ) Yeah, everyone raves about good delivery so they company/point person that hired you feels great. But what changes? Setting a target for having more offers than dates available required that surrender. We spent 30-40 hours understanding via interviews and surveys. Designed programs that were highly interactive *and* supplied a 30 followup workbook and q&a webcast. Once that was nailed, built a team in that model and all speakers were booked out at least 6 months. What keeps “motive in action” are skills & support.

Leading any team it is most important that you first put in place effective communucation. Outlining the framework and qualities you expect so that everyone is on the same fence. Positivity and mutual repect go a long way so that all members of the team are fully aware of your expectations. I am sure any team you collaborate with would be highly respected and therefore have the skills to be effective and ensure success.

Something that always works is when it's a blend of personal experiences of different people. It's relatable and very often what may small for you is very inspirational for others. And motivation is never a particular point, it's a process that keeps you going. Blend leads to shared vision where each individual takes what it takes for them to move ahead.

> Regular Meetings: Hold regular team meetings to discuss progress, challenges, and ideas. > Transparent Feedback: Encourage open and honest feedback, and create a safe space for team members to express their thoughts and concerns.

Celebration not just people but their diversities leads to trust and respect. Creating a ' Safe Space ' for your team is the most important thing. An open communication can be effective only when one feels heard, respected ans acknowledged.

As a Leadership coach I help Teams ,Managers, and Executives to create a build strategic communication skills and connect across departments, cultures and functions. I help people build their pipelines for psychological safety using interpersonal effectiveness tools. It is important as a company to reinforce this safety so people feel they can address areas of concern and obstacles in their way.

To foster open communication, it's important to establish regular check-ins and feedback sessions. These meetings, whether formal or informal, give every member a platform to voice their opinions and ideas. Structured feedback helps identify areas where improvement is needed, while informal conversations can provide a more relaxed setting for sharing creative thoughts or discussing smaller concerns. These interactions ensure that everyone feels heard, fostering a culture of transparency and openness.

I’m not on board with the usual platitudes, empowerment catch phrases and hackneyed cliches about teamwork. While there is accuracy in “its all about relationships” it really defines what exists. Relationships build or break on communication… Lot of good profiling tests yet every shifted from good to great when we moved to Colorcode. It tests for core motive, not behavior. 7 of our staff and myself are certified by Colorcode. We cover it 2x a month and figured out how to reduce everyone’s 30 page report to 1 page. Everyone has one another’s and it’s increased productivity 20%. Did you know the average manager spends 19-29% of his/her time resolving personality conflicts ? Reducing it around 5% the differential = better moral

> Reliability: Demonstrate reliability by following through on commitments and encouraging the same from team members. > Supportive Environment: Foster a supportive atmosphere where team members feel comfortable seeking help and offering assistance.

Encouraging accountability is another important factor in building trust. Set clear expectations for each team member and ensure that everyone is held responsible for their commitments. When people consistently follow through on their promises, it demonstrates reliability and reinforces trust within the group. This creates a culture where each person knows they can depend on their teammates, which is essential for long-term success.

> Defined Roles: Clearly define each team member’s role and responsibilities to avoid confusion and overlap. > Strengths Utilization: Assign tasks based on individual strengths and expertise to maximize efficiency and satisfaction.

Teams, Executives, Managers, workplace cultures need to have the whole picture in their roles, to achieve expected outcomes. Their needs to be a balanced picture of expectations and the messages given.

> Valuing Contributions: Recognize and appreciate each team member’s contributions and efforts. > Inclusive Culture: Promote an inclusive culture where diverse perspectives are valued and respected.

> Professional Development: Encourage ongoing learning and development through workshops, training sessions, and sharing resources. > Knowledge Sharing: Create opportunities for team members to share their knowledge and experiences with each other.

2 areas… delivery and content The best way to improve delivery is film/video Watch it 4 ways… First- no sound to pick up ticks, poor positioning, yucky habits Second - Listen only.. the “ums” “you knows “ etc. Third - Watch at high speed - no sound. More ticks, etc. Fourth - watch normal It’s ugly but it’s how we improve Content - Feedback is helpful but the only thing that matters is dud their results improve (see answer on first point) Wowing an audience is easy… and compliments are nice. Results sustained = increased bookings and higher fees . We focused on how to improve the intake BEFORE we spoke; deep dives. If you get that correct the content is great