You’re a startup founder. How can you get your team working together more effectively?

"Se você n?o sabe para onde vai, qualquer caminho serve" - essa frase da obra de Alice no país das Maravilhas, de Lewis Carroll, é totalmente aplicável nesse contexto. Um líder precisa deixar claro para sua equipe qual é a meta para que, ent?o, eles saibam se est?o - ou n?o - caminhando na dire??o esperada.

It is so simple. You need full transparency, role model management, and very honest and contact communications. The rest will come and will cover your expectations.

Startup Begins with A passion and dedication. The team working together must have a mutual trust and willing to achieve the expected outcome with excellent harmoney and synchronisation of work. When you believe your team , you can simply leading a army to conquer as the motivation and moral of team depends more on TRUST

Visions, Missions and Values, which is also named as VMV. These elements are the critical cores that should be identified at the very beginning of each team building. Visions look for the index of a long-run success, Missions look for the accomplishments that suit the success. Values look for a common shared thoughts and ways to success.

When it comes to ensuring alignment on a business strategy, the Hoshin framework is a great tool to facilitate these conversations. The framework aims to align an organization's strategic goals with its actions and results. The framework typically involves: 1. Setting Vision and Objectives: Defining the long-term vision and strategic objectives of the organization. 2. Developing Strategies: Identifying key strategies to achieve the defined objectives. 3. Cascade Planning: Communicating these strategies throughout the organization and breaking them down into actionable goals. 4. Execution: Implementing the plans, monitoring progress, and making adjustments as needed. 5. Review and Reflect: Regularly reviewing performance against goals.

Facilitating your team's work involves establishing clear norms and expectations. Defining communication channels, collaboration methods, decision-making processes, individual roles, and conflict resolution strategies is essential. Agreed-upon team rules foster a positive and respectful culture, preempting or resolving issues effectively. Utilizing team facilitation software like Slack or Trello aids in communicating, monitoring, and tracking team performance and behavior. These platforms serve as dynamic mediums for sharing norms, ensuring alignment, and providing real-time visibility into team dynamics. Through proactive definition and continuous reinforcement of expectations, teams can cultivate a harmonious.

Eu já cometi o erro de esperar algo de um liderado mas n?o dizer para ele que eu esperava isso dele. Acredite: o que é óbvio para você n?o é, necessariamente, óbvio para o outro. Deixe sempre claro o que você espera de resultado e de como espera que seja feita determinada tarefa.

These are the ground rules of working in my startup - The UpSkill Studio: 1. Have a morning check in call or msg if somebody is held up with an immediate list of action items 2. One day prior before logging off, update calendars and notion board about our projects (big ???) 3. Everything has to be in the calendar so we are able to manage time efficiently. 4. Everyone's calendars are shared / task list we maintain for each day each other is marked. My biggest learning more than any fancy tools, you need to literally know your calendar in and out and have some basic no breaking ground rules for everyday ??

Team building is always difficult; it is about people management. The following staging is often inevitable — Forming, Storming, Norming, Performing, and Adjourning. Team members have to go through a series of negotiation and conflict-resolving processes to become performing. Setting rules, standards and specific objectives and key results (OKRs) are important to create appropriate expectations to all team members. By accomplishing different milestones in the OKRs and move the whole team into a desired direction.

Tout démarre par une gouvernance très claire, qui décide et qui ne décide pas ? Cela doit être extrêmement clair pour tous les membres de l'équipe. Ce peut être une décision collégiale (Exco). Il doit être clair également que chaque membre de l'équipe peut proposer, commenter, dans tous les cas donner un avis qui sera pris en compte lors de la décision finale. Le pire est de ne rien décider, il faut mieux prendre une décision, implémenter quelque chose et changer de modèle si cela ne marche pas. Surtout éviter de ne pas décider ou de ne rien faire !

One thing I have found helpful is transparency. Our team uses staff meetings to review all ongoing, new, and future projects. As we move through and update the activities the team members can ask for help or ideas. This approach has allowed people to express their needs, share concerns, and feel supported by their colleagues. Also we set time blocked meetings to address specific needs such as clarification of duties for certain roles. Before the session, we draft a document for review to prepare people for the discussion. During the meeting we review, ask questions, clarify, and decide on the topic. The decisions are captured and one person takes ownership of compiling and sharing the final product.

Facilitating your team's work involves fostering creative and constructive dialogue. Methods for generating and evaluating ideas, leveraging diversity and strengths, and cultivating a culture of learning and innovation should be established. Engaging your team in open dialogue and inviting input taps into collective intelligence and creativity. Team facilitation software, like Zoom or Google Meet, becomes a crucial tool for hosting interactive and inclusive meetings, workshops, and brainstorming sessions. These platforms provide the space for collaborative discussions, enabling effective communication and idea exchange. By encouraging active participation and valuing diverse perspectives.

usually, one of the misused tools in companies is the daily, weekly, and monthly meetings. Its focus is usually on good feedback and worse problems. But, in my idea, it must have space for personal sharing and thoughts for every member. Like the opening of a supporting group for NA or AA (Alcoholics Anonymous). What do you feel now? What is the most significant thing happened to you this week? If you have bad feelings against one of your colleagues or against the system itself, share them. This type of question melts the conflicts before it starts. And also, builds the trust and the comfort zone for each member. But this needs a very humble and insightful leader. Valuing the person and the strategic goals together.

People who come from different societies usually share different views towards the same event. By clarifying assumptions before every discussion is often beneficial to making a constructive dialogue. Gathering different viewpoints towards a thing and eliminate all the conflicts and you will find the collective outcomes is full of intelligence, creativity, and potential.

Il faut avant tout créer un climat de confiance au sein de l'équipe qui poussera chacun à ne jamais hésiter à proposer une idée. Cela veut dire pour le Top Management demander des feedbacks sur une décision prise et savoir en tenir compte si ceux ci sont bons. Quelqu'un décide mais tout le monde doit avoir le sentiment d'avoir participé à la décision.

To support development, it is important to create trust and cohesion within the team. This helps people learn from each other and work not in competition, but in cooperation. Joint retreats are a good tool, this is especially important for remote teams. At retreats it is good to develop such skills as: trust, empathy, openness, cohesion. These skills are important for improving team productivity and preventing burnout.

In all my courses I always apply the ‘learn by doing’ model. Quick online course are rarely enough for team members to learn challenging concepts then implement them. It doesn’t take into consideration their level of engagement or motivation in their learning or the retention of new models and concepts. It also doesn’t account for the fact that one person implementing new techniques is the hardest way to embed progressive change. Instead, designing learning opportunities that are tailored to teams or groups needs, introducing the concepts via content THEN creating an interactive learning experience that allows for a deconstruction of principles and interpretation of how that can be implemented. The team can then embed change unique to them

To support team development, I emphasize understanding the need for skill enhancement. Our employee platform tracks individual progress from day one. We provide diverse learning courses, acknowledging achievements with profile badges. Regular knowledge-sharing sessions are established as a norm, with each team contributing monthly. Top management actively participates, setting an example. The platform guides career paths based on skill development, and we celebrate and recognize team members who actively engage in learning and sharing.

Temos que entender que a equipe é composta por pessoas, com problemas e desejos diferentes, sem elas nenhum dos nossos objetivos s?o alcan?ados, elas s?o o maior bem da empresa e devemos sempre mantê-las motivadas, para que tenhamos êxito nos objetivos de cada um da equipe e assim refletindo no sucesso da empresa!! Alinhados os objetivos , tendo uma equipe engajada no que faz, com certeza é sucesso garantido!! Gest?o de pessoas é o principal!!

As a founder of a startup it's very important to foster teamwork and to promote it among the coworkers. A few points to remember would be to - delegation of work and sharing of responsibilities - setting clear goals which are achievable yet ambitious and communicating with your team regularly -providing resources that are required and supporting the team when they need you -learn through your failures and celebrate success at the same time -giving others to lead and making them accountable for tasks. By doing this you are setting an example of a great leader and silently building a second line leader as well -promoting the culture of feedback, remember a constructive feedback always helps one to work on the shortfall and achieve the targets

Adapting your team's strategy and approach marks the fifth step in effective facilitation. Monitoring and measuring results, gathering and analyzing data, and adjusting plans based on findings are essential elements. Facilitating the evaluation and improvement processes optimizes team efficiency, effectiveness, and value. Team facilitation software like Asana or Airtable proves invaluable for organizing and managing team data, feedback, and action plans. These tools provide a structured framework for continuous improvement, fostering a dynamic and responsive team culture. .

Evaluation tools are important to analyze data and improve team performance. By self evaluation chart, peer review and external audit can thoroughly investigate the effectiveness of the strategy and approaches the team complied.

The world is different today than it was yesterday and tomorrow. So the only way is to adapt your products and services constantly. The best way to kill your company is to think that what was efficient will remain efficient for ever…. Like species over the last 5 millions years they have changed or they have disappeared. Darwin’s is also applicable to companies.

O desejo de ser reconhecido é uma característica intrínseca ao ser humano, algo que a neurociência confirma ao destacar como o reconhecimento ativa áreas do cérebro ligadas à recompensa e satisfa??o. Contudo, quando pensamos em trabalho em equipe, é essencial entender que algumas pessoas gostam de receber elogios em público, enquanto outras preferem um reconhecimento mais discreto e privado. Um líder ou facilitador de equipe precisa ter a habilidade de perceber e respeitar essas diferen?as. é fundamental garantir que cada pessoa do time se sinta valorizada e motivada de um jeito que fa?a sentido e que ela realmente se sinta valorizada.

Expressing appreciation is vital for team morale. Acknowledge efforts through personalized recognition, highlighting specific contributions during team meetings or through written notes. Implement a structured recognition program, where team members celebrate each other's achievements. Consider tangible rewards or incentives, like professional development opportunities or team outings, to recognize significant accomplishments. Regularly communicate the importance of individual efforts in contributing to overall team success. Utilize team facilitation software, such as Kudos or Bonusly, to streamline recognition processes, allowing team members to send and receive praise seamlessly.

Reconhecimento é o ponto chave para manter a equipe engajada!! Comemorar as pequenas conquistas também faz parte disso!! As vezes os lideres esquecem que o feedback positivo o primeiro a ser feito imediatamente, isso faz com que o colaborador mantenha engajado no atingimento da meta completa!!

I believe a key word is "transparency." As a startup founder, you shall get so busy with multiple things you are managing that sometimes you "forget" to share important developments with the team, who can take decisions on the same. Some might even be skeptical about the team (especially if members are new). However, disclosure empowers team members to work effectively and move fast.

Startups suffer from poor communication skills more than other companies due to their size and growth rate. The communication short hand and workaround the founders use often turn into huge cracks and fissures as growth occurs. My culture of communication helps founders avoid that trap. See case study post below. DM for deets.

In a startup, you have limited resources (people) and a seemingly unlimited number of tasks to accomplish. As opposed to an enterprise, people in a start up cannot work within boundaries and confines to get work done. Therefore building a COLLABORATIVE CULTURE is key. The nascent team needs to step in and contribute to each others success, needs to overlook boundaries of job roles and work across grey areas to get things done. This can only be built if the founding team leads through an example of an empathetic, accountable culture and goes above and beyond their “job roles” to help each other succeed. Only then can the venture truly succeed.

It is important to understand the team members family background and what motivates him to work . This is critical in these days of flexible work hours and work from home considerations especially when the team members physical presence is required at home.

In cultivating a positive team culture, embrace flexibility. Encourage open communication, allowing team members to express ideas and concerns freely. Share personal anecdotes or lessons learned to create a more relatable leadership style. Implement occasional informal virtual coffee breaks or team-building activities to nurture camaraderie. Recognize the value of diverse perspectives and experiences within your team. Periodically reassess and adjust team dynamics to adapt to evolving challenges. Embracing adaptability and authenticity fosters a resilient and united team, contributing to sustained success and a fulfilling work environment.