identifying anyone . On a 1-10 scale — with 10 being the highest score — the average evaluation from over 1,000 teams is “ We are a 5.8 . We need to be an 8.7 .”
2 . Assuming there is a gap between “ we are ” and “ we need to be ,” ask each team member to list two key behaviors that , if each other individual team member improved , could help close the gap and improve teamwork . Do not mention people — only behavior — such as listening better , clear goals , etc . Then list the behaviors on a flip chart and have the team pick the one that they believe will have the biggest impact .
3 . Have each team member conduct a three-minute , one-on-one meeting , with each of the other team members . ( Do this while standing and rotate as members become available .) In these sessions each person should ask , “ Please suggest one or two positive changes I can make individually to help our team work together more effectively .” Then have each person pick one behavior to focus on improving .
4 . Begin a regular monthly followup process in which each team member asks each other member for suggestions on how to continue their improvement based on their behavior the previous month . The conversations should focus on the specific areas identified for improvement individually as well as general suggestions for how to be better team members .
When asking for input the rules are that the person receiving the ideas cannot judge or critique the ideas . He must just listen and say “ thank you .” The person giving the ideas must focus on the future — not the past .
This is a quick and easy process that helps teams improve and helps team members become better team players . Try it for yourself and see !
At the recent Thinkers50 ceremony in London , Marshall was recognized again as the World ’ s # 1 Leadership Thinker and # 1 Executive Coach . His newest book , Triggers , is a # 1 New York Times and Wall Street Journal best seller , as well as an Amazon Best Business Book of the Year .
Dr . Goldsmith is the author or editor of 35 books , which have sold over two million copies , been translated into 30 languages and become best sellers in 12 countries . His two other New York Times best sellers are MOJO and What Got You Here Won ’ t Get You There .
Marshall ’ s professional acknowledgments include : Harvard Business Review and Best Practices Institute – World ’ s # 1 Leadership Thinker , Global Gurus , INC and Fast Company magazines – World ’ s # 1 Executive Coach , Institute for Management Studies – Lifetime Achievement Award for Excellence in Teaching , American Management Association - 50 great thinkers and leaders who have influenced the field of management over the past 80 years , BusinessWeek – 50 great leaders in America , Wall Street Journal – top 10 executive educators , Economist ( UK ) – most credible executive advisors in the new era of business , National Academy of Human Resources – Fellow of the Academy ( America ’ s top HR award ), World HRD Congress ( India ) – global leader in HR thinking . His work has been recognized by almost every professional organization in his field .
Marshall ’ s other books include : Succession : Are You Ready ? – a WSJ best seller , The Leader of the Future - a BusinessWeek best seller . Three of his books have been American Library Association – Choice Award winners for best academic business books of the year .
MarshallGoldsmith . com
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