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Why Team Building Doesn’t Work and What to do Instead

Team Building Gone Wrong

Now more than ever, leaders are struggling to find ways for their teams to connect in an increasingly digital environment. Even before the great digital shift of 2020 (thanks COVID) management hustled to find ways to engage their team in ways that built trust and camaraderie.

If you have ever been on the receiving end of a team-building exercise, you know that they can be awkward, uncomfortable, and even just plain boring.

But the higher-ups keep trying… looking for the silver bullet escape room or board game that will bring the team together.

The truth? Team building, as we know, it doesn’t work.

It’s Not a Team Problem, It’s a Leadership Problem

It’s Not a Team Problem, It’s a Leadership Problem

That is right, leaders are trying so hard to fix a team and are blind (or willfully ignorant) to the fact that they are the source problem. Trust falls won’t save your team and putting the onus on them to fix a leadership issue is ineffective at best, and insulting at worst.

It is important that leadership takes initiative and owns up to their shortcomings because the solution comes from the top. That said, the shortcomings are not always obvious and may require some introspection to get to the root of it all. If you are a leader and you notice that your team isn’t quite connecting as you hope and your instinct is to book a motivational speaker…

Pause. Take a deep breath. Take a look in the mirror and see if you have any of the following warning signs:

Unnecessary Red Tape

Rules and processes are in place for a reason and most of them make sense but I guarantee that there is some kind of process or system that is getting in the way of your team doing their best work. Take the time to survey or meet with the team to find efficiencies, maybe you don’t need to print forms on blue paper that requires changing the settings on the printer every single time or maybe meetings could be held at the end of the week instead of the beginning. The act of soliciting feedback itself will help build trust by saying that you value their perspective and recognize that they may have solutions to the issues that they face on a daily basis that you may not see.

Unwritten Unwritten Rules

Every organization has their own set of unwritten rules:

  • No fish in the breakroom microwave… no exceptions
  • Any desserts brought into the office must be in a sharable quantity
  • Always make a fresh pot of coffee if you finish the last one
  • Don’t wear pink on Wednesday

Whatever the unwritten rules are, either write them down or ensure that there is a way to communicate them with new people on the team. Imagine trying to integrate into a team and being expected to know the work culture norms without having any exposure to them? This not only causes stress but diminishes trust between team members and leadership.

Excessive Meetings

Nothing erodes trust quite like being inconsiderate of other people’s time. As a leader, consider the amount of time that you interrupt your team, whether that be with emails, requests, phone calls, or meetings. Step back and reevaluate how you check in with your team, find a way to make it as considerate as possible. Trust goes both ways and ensuring that you respect the time and attention of your team will go a long way to building trust.

Unreasonable Expectations

Leaders delegate work, that is a big part of the job, but are you reasonable with your ask? Are you expecting too much of your team? Check-in with them and ensure that their workload is reasonable. If your team is not in a place where you feel they are giving honest answers for fear of repercussions, do your own experiment and reduce the workload and observe the effect that may have on morale and quality. Results may vary and you may find that shifting the load even a little bit will make a big difference.

Lack of Positive Reinforcement and Feedback

No, you don’t need to hand out participation trophies but a little praise and recognition go a long way to building trust but also confidence. A person who feels genuinely appreciated will be more inclined and able to produce good work knowing it won’t go unnoticed. Taking the time to recognize someone for their work, whether that be verbal, a written note, or even a quick email goes a long way and is a great way to build up your team but also practice great leadership.

How to do REAL Team Building Every Day

How to do REAL Team Building Every Day

Team building as we know it is generally ineffective, so how can we embrace new ways that actually work to build a team based on trust?

Clear is Kind

Thank you Dr. Brene Brown for these words of wisdom – Clear is Kind. Don’t leave your team guessing, be clear with goals, expectations, and strategy. Not only will this reduce confusion, but being clear and straightforward is kind because you are reducing any guesswork and respecting the time and energy of your team. Be clear in all aspects of your work whether that is communicating expectations or providing feedback, your team with thank you but also trust that you will continue this practice in the future.

Have Fun!

Not every activity has to tie back to work or work-related skill-building. Create opportunities for more authentic connections that involve fun activities that people actually want to participate in. Sure, there can be some aspects of work skill development but that tends to come naturally when your team can simply have fun together and get to know each other. Rent some cabins, go on a hike, race some go-carts, but be sure to take suggestions! Try alternating between activities that individuals on your team like to do. Not only do you get to know them better as a person, but they can share something they are passionate about with the people with who they spend most of their weekdays.

Read the Room

Leaders need to take responsibility and know their team members better than they know each other. Take a moment to read the room, note who most involves themselves with certain aspects of the project, recognize their strengths and weaknesses and offer them developmental opportunities that speak to them. Also, note what type of activities gather the most participation and those that tend to speak to more introverted members of your team. Respect that there will be a variety of personalities and preferences so don’t waste time finding a one size fits all activity, embrace diversity!

Be Consistent

True team building is not a one-and-done activity, it is a consistent and reliable part of a team member’s schedule. Whether activities are once a week or once a month, ensure that there is a predictable schedule that the team can expect fun opportunities to get to know one another.

Make it Voluntary

There is nothing worse than being forced to attend a team-building exercise that you are just not feeling. Leaders need to respect the boundaries of their team but also understand that they may have a lot on their plate. Maybe they are in the middle of a big project, have a family commitment, or just need a break. Making activities voluntary gives a choice but also means that you have to work harder to create an activity that people want to attend. Having a great turnout at an event where attendance is voluntary is validating that you are on the right track.

How to Know that Team Building is Working

How to Know that Team Building is Working

So if you don’t have an activity with some kind of post-event survey to collect feedback, how will you know if your efforts are working? You can simply ask the team for feedback or you can observe the indirect ways that your team will tell you that your efforts are paying off.

Reduced Stress

If you are still working in person, you can almost see stress hovering in the air. If you are more distant, stress may look like trouble meeting deadlines, inconsistent email responses, or even frequent sick days. As obvious as stress can be, the lack of stress can be just as visible. A more relaxed team is meeting deadlines, sharing new ideas, and showing up when they are needed. Productivity will increase and people will be happier when the weight of unnecessary stress is lifted.

Improved Communication

Whether this is watercooler chat, informal lunch meetings, or an active digital chat stream, a good team has learned how to effectively communicate both personally and professionally. You will know that you have successfully built a team when communication comes naturally. You will notice once quiet team members speak up in meetings when they have suggestions or need clarification, this is a sure sign of trust because it was the uncertainly of others’ reactions that kept them quiet in the first place.

Clear and Respected Boundaries

Often, teams tolerate a certain level of disruption and discomfort because they fear that setting boundaries will out them as not willing to be part of the team… the opposite is true! A team built on trust will recognize the need to communicate and set reasonable boundaries that will allow them to work most effectively – better serving the team. Not only are they comfortable setting boundaries but they also respect the boundaries of their team.

Supportive and Encouraging Environment

This one is obvious – high fives (elbows?) in the halls, shoutouts on the message board, and even personal notes of encouragement are just some of the ways that your team may show their support to each other. It is important that leadership foster an environment where the team feels supported, valued, and is recognized for their contribution to the organization.

Creativity Thrives

A team built on trust provides the foundation for people to feel confident in taking initiative and sharing creative ideas when they would have otherwise kept them safely inside their head… where no one can criticize. Nothing fosters a creative environment like a team that trusts each other, making it easy to offer suggestions that may be outside of the box. Innovation happens in environments where creativity is encouraged and everyone feels comfortable enough to share their true thoughts and ideas.

Conclusion

The old way of team building is dead but there are still many ways to build up your team that actually work. If you are looking for some inspiration on quality in-person and virtual team building, check out Team Building Activities for Your Business: How to Strengthen Team Bonding with Activities That Create Connection and 10 Virtual Team Building Activities Your Employees Will Actually Want To Do for quality ideas your team will want to participate in.

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Your Step-by-Step Guide to Managing Projects for Strategic Advantage

Strategic Management in Project Management

There are two types of companies: those who give strategic planning only lip service and those who don’t. It’s the second type that wins because they have a strategic approach to project management. They know that strategy is about winning and igniting transformation in the entire marketplace.

Cambridge Online Dictionary says that strategic advantage is when a company has “a particular characteristic or way of doing things that makes it more successful than others.” In other words, strategic advantage is your ability to lean on your unique traits and win the severe competition.

Many businesses had to learn it the hard way – it takes time and several steps to manage projects strategically. In project management for strategic advantage you should develop a perspective, set a direction, and create a system to enjoy the best possible benefits in the long run.

Step 1: Adopt a strategic mindset

“One day Alice came to a fork in the road and saw a Cheshire cat in a tree. ‘Which road do I take?’ she asked. ‘Where do you want to go?’ was his response. ‘I don’t know,’ Alice answered. ‘Then,’ said the cat, ‘it doesn’t matter.”

Lewis Carroll, the author of “Alice in Wonderland,” couldn’t have said it better. You won’t have project management for a strategic advantage if you don’t know where you’re heading.

Strategic project management is not merely taking your project from A to Z. Instead, strategic management creates and highlights the link between the project and the company’s bigger objectives.

Management “on the ground” is oftentimes disconnected from strategic project management. Strategic meetings are usually the ones you want to avoid by all means. But that’s where you decide on the criteria for selecting the next project. That’s where you build the strong link between the business strategy and your project plan.

With a strategic mindset, you can confidently plan, assess and review to retain the competitive edge of your product or service. That’s the best shortcut to place you one step ahead of your competition.

Step 2: Choose the right project

How do you decide which project to complete and which one to reject? Right. You assess your project against the organizational objectives.

Choose the right project

Source: ResearchGate

Let the vision of the company guide you. Day-to-day or month-to-month projects should help you link the results to a key strategy and the company’s vision. You take those long-term goals and weave them into each and every project you do. That’s what they call seeing the bigger picture.

It’s not about getting down to the next project only because it looks great. You need to analyze strategically, choose strategically, and implement strategically if you aim to gain a strategic advantage in the market.

Focus on business outcomes

Step 3: Focus on business outcomes.

When the first generation of Ford Taurus was launched in 1986, it was a tremendous success. Customers loved it! It quickly became the best selling car in America at the time.

Ford Taurus set new standards in the market and demonstrated how to manage projects for strategic advantage. However, upon the project’s completion, the project manager was fired. The reason was that the project wasn’t delivered on time (in fact, there was a six-month delay).

When the new project manager came on board to oversee the launch of the second generation of Taurus, he knew what exactly to be aware of. The second generation of Taurus was launched on time but provided disappointing results. The outstanding success wasn’t replicated.

“This is what we call the difference between an operationally managed project and a strategically managed project,” writes Aaron Shenhar, professor of Project Management, in one of his articles.

No wonder project management for strategic advantage means improving business outcomes in the long run. If you aim for innovation and a refreshing customer experience, you should think beyond filling in templates and ticking boxes for completed tasks. Place customer needs and strategic advantage at the heart of strategic project management.

With these three steps, the scene is now set. But even after you’ve started with the project, external and internal factors can cause disruptions by putting the project on hold or even forcing you to give up on it.

Monitor the competitive landscape

Step 4: Monitor the competitive landscape

You don’t want to be caught off-guard at any stage of project completion, do you?

Strategic management in project management always goes hand in hand with monitoring the competitor’s activities. This means that you take care of the internal processes as well as watch out for external threats and opportunities.

Unexpected twists and turns in the market can give you an early warning or an additional push in a specific direction. Asking questions like “Is this change significant?” or “How does this change affect my project?” will successfully guide your action plans.

For competitor assessment, consider using Michael Porter’s “Five Forces Framework,” which helps to evaluate the five major forces that affect industries, their corporate strategy, and profitability.

Manage risks strategically

Step 5: Manage risks strategically

It’s time to make sure your project is risk-informed and resilient to uncertainty.

A detailed risk management plan not only helps you watch out for barriers in project management but also contributes to the strategic success of the project. Dr. David Hillson points out six steps in the risk management process:

  1. Define objectives at risk (What are we trying to achieve?)
  2. Identify risks (What could affect us achieving it? )
  3. Assess/analyze risks (Which of those are most important?)
  4. Plan risk responses (What could we do about it?)
  5. Implement risk responses ((Do it!) Did it work?)
  6. Monitor and review (What’s changed?)

But there is more.

If you strive to find a strategic advantage, you should acknowledge that strategic risk management doesn’t refer solely to risks; it also involves opportunities. If you manage to spot a gap you can fill in or an uncertainty that you can make use of, then congratulations! You’ve been in the right place at the right time!

Thus, strategic management in project management will aim to minimize risks and maximize opportunities. This helps you optimize your project delivery and manage your projects more successfully than your competitors do.

Put your people first

Step 6: Put your people first

What if research shows that customers are more worried about customer service than the price of your product or service? Would this information force you to change the way you hire and manage your team?

Let your staffing action plan become a strategic advantage itself. Prioritize these two steps: make certain that your team is able to do something that competitors cannot easily copy, and take the best care of your people so that no one can lure them away.

Be present. Offer guidance. Make sure your team fully understands the company’s business strategy. Confused and uncertain team members will push the entire project to mediocrity. And mediocrity means you’re in trouble.

As surprising as it may sound, when you think beyond a single project and take the company’s bigger objectives and vision into account, you’re more likely to recruit the best talent for your project. Aim to find answers to this question: what knowledge, skills, and competencies do my team members need to respond to long-term market demands and deliver business results?

Furthermore, transparency is a key currency in project management. Involve your team members in the process of developing the project goals. Get the people to agree on the direction to go. “You need collaboration and participation by the people that are going to be impacted, not just in the execution of the plan but in the planning itself,” writes Dr. Joseph M. Juran, an engineer and management consultant. This empowers people to deliver results, boosts employee morale immensely, and establishes a starking linkage between employee commitment and customer satisfaction.

When you shift from mere team building activities and conflict resolution to establishing a team spirit, meaning, motivation and vision, you start managing your project for strategic advantage. Walk the extra mile to keep the team inspired, and your people will cultivate organizational capabilities that all of you will be proud of. Your team has unique strengths. Recognize them and build on them!

Concluding thoughts

We know it. You want your competitors to admit that your company has a deep strategic advantage. Don’t worry. If you’ve opted for project management for strategic advantage, you’ll continue delivering outstanding results.

Before allocating any resources to the next project, take a short break. Look into the mission and objectives of the company and see whether the project will take you a step closer to your company’s vision.

Most businesses are still busy with getting that next project done. Don’t be one of them. Your commitment to managing projects for strategic advantage will soon reward you. The few who make it the core of their working style will thrive in tomorrow’s marketplace.

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Advantages and Disadvantages of Visionary Leadership

Visionary Leadership

Organizations have a vision statement for a reason – to communicate the direction in which they are heading and the goal (vision) they wish to achieve.

Visions are powerful tools that inspire people into action. A team that has a clear vision for their work will be more motivated to contribute to the process because they understand how their contribution fits in the grand scheme of things and helps move the needle in the right direction.

But it isn’t enough to simply have a vision, the vision itself will only get you so far.

A powerful vision paired with an inspiring visionary leader is the organizational gold at the end of the rainbow. The role of a visionary leader is an important one but it isn’t as simple as finding someone with a vision and giving them a position in your organization. Visionary leaders, while inspiring and essential, come with quirks and tendencies that will require some mitigation to ensure they are as effective as possible.

What is Visionary Leadership

What is Visionary Leadership?

One of the best and most recognized examples of a visionary leader is Nelson Mandela. It was his vision that not only pushed for profound changes in his home country but also inspired the world. His words and quotes are recognized around the globe and there is no arguing his impact that we are still feeling to this day.

No, you do not need to have the reach of Nelson Mandela or even be a CEO to be considered a visionary leader, only the attention of a dedicated team that believes in the vision you are presenting – big or small. Here are some key qualities of a visionary leader:

They Inspire Those Around Them

It isn’t hard to spot a visionary leader but it is hard to resist being pulled into their orbit. Visionary leaders have a way of drawing people in and inspiring them to work towards a common goal. Their style is such that they tend to gather a team of passionate individuals, rallying them for a cause that seems so close they can taste it!

They are Great Communicators

Visionary leaders prioritize communication. Their role is to create a vision that inspires people to actually make it happen and they can only do that if they can effectively communicate with the team. They are inclusive because they understand the value of a number of perspectives and know that each person has something to add.

They are Optimistic and Enthusiastic

They are big picture thinkers whose optimistic charm is contagious. They believe in their vision with an unmatched passion driven by the sincere belief that it can and will happen (with the help of a team of course). This enthusiasm is responsible for the magnetic pull that seems to accompany every good visionary.

They are Open-Minded and Empathetic

A vision does not come without its challenges and being open-minded and willing to pivot when there is new information is important. Pairing nicely with an open mind is the ability to be empathetic, visionaries are able to connect with the team at a level that fosters a reciprocating relationship of trust and understanding.

They Embrace Innovation and Set Goals

A vision (by definition) is innovative because it has yet to be achieved… keyword being yet. Visionaries recognize the importance of setting tangible goals, communicating them to the team, and ensuring that there are rewards for achieving them to keep people motivated and pushing ahead.

Leadership Styles

Other Leadership Styles

For context, it is important to understand that there are a number of leadership styles, the visionary being one of the 6 that are most recognized. We can thank Daniel Goleman for artfully laying out the different leadership styles in his book Leadership That Gets Results. While this article will focus on the visionary leadership style, know that each style has its advantages and disadvantages and all provide value to a team.

Coaching

If you have ever played any organized sports, this will be a familiar style to you. Much like an athletic coach, leaders that implement this style tend to be supportive and helpful and create the ideal environment for high performers. One of the main characteristics that you will observe in this style of leadership is a culture of empowerment. These types of leaders value constant and incremental improvement, good ones will be able to recognize and respect individual boundaries and apply the right amount of pressure when needed.

Affiliative

Affiliative leaders focus on building relationships and camaraderie. They lead with empathy and understanding which helps the team realize that they are in it together and are motivated because they feel understood and seen. In essence, affiliative leaders put people first and are especially effective in stressful work environments, helping people push through tough times because they feel supported and valued. Affiliative leaders tend to struggle when it comes to giving negative feedback though because of the value they place on relationships.

Democratic

Democratic leaders see their job as a numbers game, gathering input and feedback to find the most agreed-upon solution. They tend to value creativity and have no problem taking more time to ensure that the best solution is reached. Consensus is important to democratic leaders, they trust their team and foster an environment where they feel safe to contribute their thoughts and ideas. Things may not move as fast under this type of leader but everyone will have the opportunity to have their say.

Pacesetter

Unlike the slow and steady democratic leader, pacesetting leaders are driven by results and the need to move up… fast! To work under a pacesetter, you must be self-motivated and driven because the expectations and the stakes are high. If you are a pacesetter, it is important to recognize that there is a slippery slope between being driven and driving over others. There are admirable qualities of this type of leader but they can be intimidating to those that don’t share the same style.

Commanding

Though often seen in a negative light, commanding leaders are particularly effective in situations where quick decisions need to be made. They work well under pressure and have no problem with confrontation when needed. This type of leader does not work well in all work environments and can quickly become problematic if respect hasn’t yet been established.

Developing as a Visionary Leader

Developing as a Visionary Leader

Whether you are a natural visionary or are looking to become one, it is important to consider the following aspects of development to ensure that all pieces are in place to properly develop as a visionary leader:

Industry Knowledge

Having industry knowledge may seem obvious but it is incredibly important for a visionary, no rock is to be left unturned as they gain familiarity with every component of the organization and the industry in which it resides. Understanding the trends, best practices, and key players in the industry will better inform the viability of the vision – visionaries are optimistic, not blind.

Develop Outside Perspective

Being able to step outside of your organization and view it from a different perspective is one of the key traits of a visionary leader. While everyone else is busy hustling, visionaries are taking the time to observe the intricacies of the full machine that is the organization. This practice can serve to better inform internal workings by offering insight into how the business is perceived from the outside. Some of the best innovations come from taking a step back.

Cultivate Relationships

Visionaries are often likable by nature but that also comes with their ability to develop and cultivate relationships. The bigger the vision, the more resources and people are needed to make it happen. Visionaries are generous, often giving credit to their circle of colleagues and other acquaintances. They understand that, though they may see a more complete picture than most, they cannot possibly know everything so they rely heavily on the networks they create to fill in the blanks.

Connect Ideas and Opportunities

Much like the perks of looking at the organization from the outside, stepping back far enough to see ideas and people worth connecting is just another example of the great value that visionaries bring to the table. Being able to leverage all the resources available is not only cost-effective but also creates an environment for innovation to thrive where it might otherwise be stifled by arbitrary boundaries between departments or organizational hierarchies.

Quiet Time for Brain Exercise

Quiet Time for Brain Exercise

Your brain is like a muscle, use it or lose it. While it’s easy to see the energy needed to perform a physically demanding job, brainwork often appears to be invisible and sometimes underappreciated. Don’t be fooled, being a visionary is a mentally demanding job. It is important that visionaries set appropriate boundaries on their time and attention and make those boundaries clear to the team. Some visionaries require quiet time in a distraction-free environment to hash out their plans, grant them this and any other accommodation that may be needed so that they may exercise their brain in peace.

Regular Vision Tests

Visionaries tend to have such strong convictions and faith in their visions, not from blind optimism but because their ideas are routinely tested against other visions and informed by outside expertise. They are always consulting with trusted colleagues and industry leaders, observing early adopters of similar ideas and asking themselves “what if…” in an attempt to refine their vision to be foolproof. Part of this testing happens naturally as visionaries consume more and more information relevant to their industry and apply their learnings in practical ways that better inform and refine the vision.

Practice Communication

No one can build excitement quite like a charismatic visionary but that doesn’t always come easy. Some visionaries get lost in their own excitement and implement a just-trust-me kind of attitude which can backfire when others cannot see what all the fuss is about. Clearly communicating the vision not only helps others understand it but helps them understand their place in the process so that they can better support its development. When a team feels ownership over an idea, they are instantly more motivated to see it come to life.

Take Calculated Risks

There are no gains without any risk. It is important to understand the level of risk that an organization is willing to undertake for the sake of a vision as some companies are inherently risk-averse. Visionaries, when left unchecked, can become a huge liability to the organization but they can also be the best thing to ever happen to them.

Examples of Visionary Leaders

Examples of Visionary Leaders

We already mentioned Nelson Mandela as one of the most recognizable and obvious visionary leaders. In order to fully understand the impact of visionary leaders on your everyday life, here are an additional 5 that you may (or should) recognize for the impact of their visions on the global community.

Salman Khan

You may not recognize his name at first but, especially if you are a parent, you are likely familiar with the impressive platform that he built called Khan Academy. Khan Academy is a non-profit that offers free educational videos and tutorials online that are available around the world. Salman had a vision that was inspired by his time spent tutoring his younger cousins, he wanted tutors and educational resources to be available to every young person, not just those with money. His mission and vision?

“Free world-class education for anyone, anywhere”

Simple, right? While initially focused on younger learners, the platform has expanded to higher levels of education to reach even more people.

Bill and Melinda Gates

Unless you live under a rock, you have heard of the Gates. While Microsoft may be the first thing that comes to mind, it is the Bill and Melinda Gates Foundation that offers an even better example of visionary leadership.

Together, they are “working toward a world where every person has an opportunity to lead a healthy, productive life—a vision that is as important in our home state as it is around the globe.”

The foundation holds the title of the largest charitable organization in the world. At the time of writing this blog, Bill Gates is the fifth richest person in the world so it is comforting to see all that money go to good use and towards a vision that truly inspires and reaches people in every corner of the world.

Maya Angelou

Another household name, Maya Angelou is a one-woman show! She wrote poetry and books, acted, danced, and sang. She was the recipient of countless awards, some after her death in 2014. She also holds more than 50 honorary degrees!

Arguably, one of her most impressive accomplishments was her civil rights activism. Dr. Angelou worked closely with other recognized civil rights leaders like Martin Luther King Jr. and Malcolm X to fight for equality in the ’60s for African-Americans and the fight is ongoing today.

Very recently, she even became the first black woman to be featured on a U.S. coin!

Her many works and her inspiring words will stay with us for generations to come as her vision lives on in anyone who continues her work towards a vision of a more equitable world.

Malala Yousafzai

The world knows and loves this brave young woman. She believed so strongly that girls should have access to education that, contrary to local rules, she boarded the school bus in an attempt to go to school. Because of her defiance, she was shot in the head by the Taliban.

She was 15 years old.

In the western world, it is hard to imagine that our children would ever be in a situation where they would have to risk their lives for an education and we take for granted that this is not the reality for so many young people. Malala opened our eyes to this injustice.

Not only did she survive, but her vision for education and human rights for girls was made even stronger and quickly spread around the world, her bravery won her the Nobel Peace Prize. Malala inspired a whole generation of girls to push for the right to education and disrupt the system of oppression that weighed so heavily on her peers and girls around the world.

Dr. Pamela Palmater

While not known around the world like Maya, Bill, or Malala, Dr. Palmater has made strides in her home country of Turtle Island – also known as Canada to settlers. She is a Mi’kmaw citizen originally from Eel River Bar First Nation in New Brunswick.

Her vision is clear: an equitable world where Indigenous people are respected and valued for their traditional knowledge and wisdom. She pushes this vision by holding some pretty impressive positions as both a lawyer and a professor at one of Canada’s top educational institutes, Ryerson University, where she teaches Indigenous Governance.

Her list of recognitions and awards is a mile long but one of her most recognized contributions was her involvement in the Idle No More movement, a movement related to environmental and Indigenous rights. Because of her passion for justice, it is no surprise that she uses her position and her extensive education to push other social justice issues like that of murdered and missing Indigenous women and girls.

These are just a handful of examples of inspiring visionaries leaders and their accomplishments that changed the world but the pattern is clear – visionaries hyper-focus on their vision and work tirelessly towards it.

Benefits of Visionary Leadership

Benefits of Visionary Leadership

It isn’t hard to see the benefits of having a visionary leader in your organization or on your team. This optimistic and energetic individual has a way of inspiring those around them, motivating them to take up the cause and eagerly follow. Some key benefits of recruiting or fostering a visionary leader include:

Directional Hyperfocus

Visionaries have a way of always bringing it back to the main vision, ensuring that everyone is on track and heading in the right direction. Small bumps in the road are no match for their persistence and desire for the vision to come to fruition. These long-term thinkers pair well with the short-term and day-to-day team members that implement the work needed to achieve the vision.

Comfortable with Risk

When there is something worth striving for, risks are part of the game. Visionaries are more likely to take calculated risks because they can see the bigger picture and therefore more accurately understand not only the cost but the potential gain. Their optimistic nature also helps calm the nerves when it comes to making any kind of jump.

Optimistic Energy

Has it been mentioned yet that visionaries are optimistic people? One of the most lovable qualities of a visionary leader is their unwavering optimism and dedication to the vision. Their energy is contagious and people can’t help but jump on board the visionary train. Visionaries play an important role when it comes to inspiring a team to action and assigning meaning to their work.

Creativity and Innovation

Visionaries are known creatives, they have to be in order to have such a clear vision of the future in which their idea comes to life. Much like inspiring optimism in their teams, they also inspire people to let their creative juices flow. They encourage an environment where innovation can thrive by establishing it as the norm. While their own ability to be creative and innovative is unmatched, giving permission to others to exercise these often suppressed qualities creates the perfect environment for future visionaries to spread their wings.

Inspiration and Direction

At their best, visionaries are simply great people to be around. They are known not just for their value but also for acknowledging workers’ achievements, recognizing their contributions to the overall vision. Appreciated people are more likely to give it their all and help advance the vision for everyone. Visionaries create a united front of inspired people with a common goal.

Disadvantages of Visionary Leadership

Disadvantages of Visionary Leadership

Visionary leadership sounds like a dream, doesn’t it?

It certainly is a dream in many ways but nothing will ever get done if your head is always in the clouds. With all of the upsides, inspiration and optimism that come with visionary leadership, there are disadvantages that are obvious to those who have ever had the pleasure of working with this type of leader.

Hyperfocus on the Wrong Things

Visionaries tend to hyperfocus on the big picture and neglect the details and processes that would actually allow them to reach the end goal. This can leave a team frustrated as they can see the vision but lack any kind of instructions on how to make it happen. The big vision can be overwhelming to a team when there is no guidance on how to obtain it.

Disconnected from Reality

While the visionary is focused on the big picture and distant vision, they tend to ignore the present as it seems much less interesting than the “what ifs”. This lack of day to day perspective and guidance can lead to additional frustration from a team that struggles to see the clear path to the vision or even their roles in obtaining it. The team may also tire of having to constantly remind the visionary that we live on planet Earth and the laws of physics (or general business) apply here.

Bore Easily

A bored visionary is problematic as they rely heavily on the energy that comes with exciting opportunities. When that energy fades, they tend to look for the next hit of excitement. A solopreneur may benefit from the ability to quickly pivot to new projects but an organization (like a large boat) take time and energy to change directions. While change is sometimes warranted, if it isn’t planned properly (with everyone onboard) it could turn out to be a huge waste of resources and increase the time needed to arrive at the destination.

Inconsiderate of Succession Planning

To a visionary, succession planning is working backwards… not their strong suit. Who needs to plan for succession when you are so focused on the end goal and so optimistic that you will achieve it? Long-term vision can sometimes blind you to short-term realities which can be stressful for management as well as the team.

Lack of Communication

When a visionary leader is left unchecked, they are significantly less likely to follow through and even less likely to communicate any changes or ideas with the team. Lack of communication can be the nail in the coffin when those involved in implementing the strategy are left out of the loop. In 2019, the Harvard Business Review released an article called Why Visionary Leadership Fails which discusses the idea of risk management through communication and team involvement.

Disrespecting Boundaries

Blinded by the bright side, visionaries can also be unrealistic in their expectations of others but also the boundaries that exist in the real world. When they are out of touch, it could spell disaster for the organization because everyone else is expected to follow a certain set of rules and respect certain chains of command. Trust is eroded when one individual is given free rein while the rest scramble to make it work.

Compensating for Shortcomings

Compensating for Shortcomings

So what is the verdict? Are visionary leaders inspiring and creative individuals that are an asset to the company or are they a blind risk taking liability?

The truth is that they have the capability of being either. The good news is that there are ways to mitigate the potential negative impact that a visionary leader can have on your organization and embrace their best qualities.

Almost all of the disadvantages have one common counterweight – the buddy. The most obvious and effective way to make the best of a visionary leader is to pair them with someone with the opposite set of skills, a professional buddy. This person will serve as an anchor to keep the visionary from drifting too far from shore while giving them a good amount of lead to do what they do best. It is important that this designated voice of reason be someone that the visionary actually trusts and will listen to.

This partner also has a vision, theirs is just on the ground level. Being able to see the path that leads to the vision and chop it into bite-sized pieces is complimentary to the visionary.

If you happen to be a visionary, work for one, or have one on your team, keeping things fresh and interesting will keep them inspired and focused on the vision. Remember, a bored visionary is bad news and can cause disruptions in the organization.

Conclusion

Visionary leaders are valuable to any organization. Their contagious energy and dedication to the vision will inspire your team to action and keep the ship on course.

Whether you are reading this as a visionary leader or looking to better understand the visionary leader in your life, it is important to understand your role. Leaders exist at every level in an organization and you can check out my other Teamly blog Act… Like a Leader to learn more about why your own leadership (visionary or not) matters.

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Meetings Getting Derailed? Here’s How to Keep Things on Track

How to Keep Meetings On Track

Today’s meetings are frequent, lengthy, and keeping things on track can be hard for anyone to manage. Meetings are key to progress, whether you’re trying to impress a client and win a contract or plan for your business’s future. Without them, decisions don’t get made and viewpoints aren’t heard.

Have you ever been in a meeting led by someone who, for lack of a better word, is boring? It’s hard to force yourself to pay attention when you have to focus on staying awake – that is not a good look. When you lead a meeting you need to be charismatic, succinct, and so good they can’t look away.

It’s not the sole responsibility of the meeting leader to keep things on track. If you’re in a meeting, there is plenty you can do to ensure the meeting stays productive if you notice your colleagues starting to get sidetracked.

In this article, we’re going to look at exactly how to keep meetings on track when things stop progressing. We’ll look at how everyone in the room can ensure the meeting ends on time, with all the topics of the day discussed.

How to Keep Meetings on Track as the Host

How to Keep Meetings on Track as the Host

Pitching a concept to new investors? You need to keep their attention otherwise your great ideas may fail to leave an impression. No matter if you’re a seasoned pro or you haven’t presented anything since school, the fundamentals of a good meeting don’t change.

It’s human nature for the mind to wander and it’s part of your job to keep things on track and stop people from disengaging with what you have to say. The importance of meetings can vary from a quick catch-up session to deciding the future of the business. Whatever the agenda is, you want the participants to contribute and be engaged.

Let’s take a look at some of the best ways for how to keep meetings on track if you’re the one running things.

Make the Objective Clear

Make sure that everyone is aware of what the meeting is about before it starts. Ideally, you’ll give people a good amount of notice. Not only does this help you to define the scope of the meeting but it allows the other members the chance to prepare. If the meeting is going to require group participation then everyone will benefit from having the time to research, collect their thoughts, and prepare something.

Every good meeting has an agenda that explains each of the talking points. If you can, email this out to everyone who will be present in the meeting. Meetings that don’t have a clear agenda are more likely to run off course. An agenda with clear objectives provides clarity and keeps things moving on track.

Assess the Meeting Size

Before you send the email invite to the whole department, consider who actually needs to be in the meeting. The larger the meeting size the higher the risk that things will start to get messy. Smaller meetings also carry the possibility of not providing enough information or soliciting diverse opinions.

Instead, try to invite people who are critical to the meeting. A memo with the meeting notes can be sent to other interested parties and stakeholders. If a meeting starts to get too full there may not be enough time to hear from everyone. There’s also no benefit to inviting someone who has nothing to contribute or gain as it will be a frustrating experience for them.

Meeting Location

The location of the meeting can set the tone for how the discussion will flow. A group meeting is best located in the conference room, or somewhere with minimal environmental distractions. Try and make the meeting secluded; close the door, draw the blinds, and block out any distractions.

If you don’t have access to a meeting room in your office, it may be worth renting one for an hour or two somewhere else. There may be an opportunity to use a meeting room in your office block, or elsewhere in the city center or business parks.

Unless absolutely necessary, participants shouldn’t be bringing in their tech devices. This is everything from personal cell phones to their work laptop. The most effective note-taking tool will be paper and pen as they will be the least distracting. Obviously, there will be exceptions to this but without tech, people will be less likely to browse the web or send a sly text.

Get to the Point

Get to the Point

Time is precious, especially if you’re the one signing the paychecks at the end of the month. If you’re hosting a meeting you should make sure you’re clear and concise with everything you say. Allow people the opportunity to stop you and ask for clarification if anything is unclear, but keep the conversation flowing.

You should also stop other people in the meeting who are getting off-topic. It’s easy for tangents to occur in the meeting room when someone follows a connected train of thought. If this gets too far off course, they can end up bringing up topics that aren’t pertinent to the meeting agenda.

Pause them and seek clarification if something is bothering them, it may be that a separate meeting to address these issues is needed. In any case, acknowledge what they are saying and shelve the topic for another time. Bring the conversation back to the points in the meeting agenda.

Prioritize the Most Important Points

People lose focus during the tail end of a meeting, unfortunately, it’s just the way of things. Concentration starts to wane and people zone out, so if you leave the most important topics until the end, you’re not going to be getting 100% out of participants. Instead, always plant the most important talking points at the start of the meeting.

If the critical topics are moved to the start of proceedings you’ll be able to get people’s best input. At this point they are more engaged, will find it easier to think, and participation will be at its highest.

Stick the Schedule

Stick the Schedule

Meetings should start and finish when they’re supposed to. If someone is running late to the meeting it will need to start without them. This helps to teach people an important lesson, that meetings won’t be put on hold to wait for them. Equally as important is ensuring that people can leave at the designated time.

Overrunning can cause a lot of problems, participants have roles they need to be getting on with and if a meeting goes over it can cause them stress. People start to get antsy and concentration goes out the window. Stick to the meeting agenda and wrap things up at the agreed-upon time.

Divide Talking Points Between Participants

One way to keep people engaged is to change the meeting leader for the different talking points. Participation is key to keeping things fresh and avoiding people’s minds from wandering. Agenda points should be distributed to people ahead of the meeting so they have time to prepare.

By doing this you can ensure that talking points are led by people who have the appropriate knowledge in each subject. You may not be an expert in everything that needs to be discussed so handing part of the meeting over to someone more experienced can help to develop ideas and lead the conversation.

Make Time for Discussion

When setting the length of the meeting you should build enough time for people to discuss and ask questions about each topic. Allow an extra 5 minutes or so in case people need to seek clarification about anything. It’s best to do this after each topic so questions will be fresh in their mind.

If you only allow for questions at the end, people may forget what they wanted to ask, or think that it’s no longer relevant. You should always create an atmosphere of no stupid questions and encourage people to speak up with they don’t understand something.

Also, build in some time towards the end for a recap and to encourage discussion about talking points. This gives people an additional opportunity to seek clarification and helps the meeting to end with everyone on the same page.

Have Someone Take Notes

Bring in your secretary and ask them to keep notes on the meeting, or alternatively, ask someone in attendance to do this. Ask them to record every question that was asked and any answers that were provided. If there are questions that can’t be answered in the meeting, you can email the answer along with the complete notes.

Since you’ll be busy running the meeting, this isn’t something you’ll be able to accurately manage at the same time. A dedicated note take can ensure that all key information is recorded and a copy of the notes is sent to everyone for their records. If anyone is late to the meeting or can’t attend for any reason, they should be able to easily access these notes.

How to Keep Meetings on Track as a Participant

How to Keep Meetings on Track as a Participant

Just because you’re not the one leading the meeting, it doesn’t mean you don’t have a duty to help keep things on track. There are ways for you to support the host by being a golden example of participation. Your behavior in meetings is a great way to make an impression on your superiors. Meetings are intimate and personal, so you should take the opportunity to demonstrate competency.

Active Listening

Listen attentively to whoever is speaking and understand what they are talking about. If there is an opportunity to respond, demonstrate your comprehension and repeat key points back to them. Give them verbal and non-verbal cues that you are listening and take note of what’s being discussed.

Write down key information as this will help you reflect on what’s being said. Once the speaker is done and they encourage discussion, get involved. Refer back to key points and add your thoughts to the topic. Be patient and non-judgemental with whoever is speaking and show them the respect you would desire in return.

Ask Questions

If there is something you don’t understand or would like further clarification on, speak up. There are no stupid questions, even if you may think so. Chances are, if you’re thinking it, someone else is as well. Don’t wait for them to pipe up and ask, get involved, and make sure you understand everything that’s being said.

The host can’t read minds and may assume that they are being clear. However, what’s obvious to them might not be to everyone else. Good meetings should have everyone at the same level of understanding and asking questions is a great way to increase your own knowledge. If it’s critical, interrupt the host and ask for more information, otherwise, write the question down and ask at the end of the topic.

Encourage Participation

Some people are extroverted and love to talk in meetings, they know exactly what they want to say and they’re confident enough to say it. Others can be introverted and quiet. They might have a really important point of view that they’re too shy to share without prompting.

Anyone in the meeting can step up and encourage participation from people who are being quiet. Allow others the chance to take the floor and share their opinions. If you’re someone who finds it easy to talk in meetings, use that confidence to build others up and seek input from those who haven’t found the space to interject.

Conclusion

Meetings are inevitable in business. Key decisions are decided in meetings and keeping things enticing and moving forward is imperative. When you gather a group of people together to hold a meeting, you want to make sure that you’re going to get good participation and hit all the key points you need.

Some people find hosting meetings to be a nervous experience but if you make a clear agenda, assign different talking points to participants, and stick to the schedule, your meeting should run smoothly.

Everyone in the meeting room has a duty to make sure things are progressing. Tangents and diversions will happen but if participants keep a keen eye out for this behavior, things can be pulled back to what’s on the agenda. Hosts should lead by example and make concise points, encourage discussion and end things on time.

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Managing Project Schedules: Foundational principles for getting started

In today’s fast-paced business world, project managers are required to juggle an ever-growing number of tasks and responsibilities. With limited time and resources available, schedules must be managed effectively to ensure projects are delivered on time and within budget.

While there is no one “right” way to manage a project schedule, there are several foundational principles that should be followed to create an effective and efficient plan. In this blog post, we will explore the basics of project scheduling, the challenges that you might face, and several tips to help you manage your next project schedule.

What is a project schedule and why do you need one?

A project schedule is a plan that describes the activities, milestones, and dependencies of all work required to achieve an objective within the parameter of a project.

Projects are temporary endeavors undertaken by one organization (or team) to create unique deliverables specified by shareholders or customers for a specific purpose.

A schedule is an essential tool for project managers as it allows them to plan and track the progress of their projects, identify potential risks and issues, and make necessary adjustments to keep the project on track.

Without a project schedule, it would be very difficult (if not impossible) to keep track of all the tasks that need to be completed and the specific processes that need to be followed. The basic principles of scheduling are important because they help ensure that all tasks have been identified, processed, assigned resources (if required), and scheduled accordingly.

The creation of a schedule is also an essential part of managing change on your project as it makes it possible to identify scope changes promptly and assess the impact on the overall project schedule.

The basics of managing a project schedule

The basic principles of scheduling are pretty straightforward: define the scope, develop milestones and dependencies between tasks, assign resources to complete each task, and then follow up with regular reporting to monitor progress and ensure that the plan is on track.

Define the scope

The first step in creating a project schedule is to define the scope of the project. This includes understanding what needs to be done, who will be involved, and how long it is expected to take. The more detailed the definition of the project scope, the easier it will be to develop an accurate schedule.

Develop milestones and dependencies between tasks

Once the scope of the project has been defined, milestones and dependencies between tasks need to be identified. Milestones are key points in a project that signify significant accomplishments or changes in direction.

Dependencies between tasks describe the relationship between two or more tasks (e.g., task A cannot start until task B is completed). Assigning dependencies helps ensure that the schedule is arranged in a logical sequence and helps reduce the risk of tasks being done out-of-order.

Assign resources to complete each task

The basic principle for assigning resources (e.g., people, teams, organizations) to projects or programs are based on two factors: availability and capability. While resource allocation may appear to be a simple task, it can often be difficult to find the right resources at the right time and ensure that they have the necessary skills and experience to complete the task.

Follow up with regular reporting to monitor progress and ensure that the plan is on track

The final basic principle for managing a project schedule is to establish a process for regular reporting to stakeholders. This includes setting up regular meetings to review the schedule and identify any potential issues or delays, as well as updating the schedule with actual progress once it has been verified.

Summary

The basic principles of scheduling are essential for anyone involved in managing a project. By understanding these principles and applying them effectively, you can create a schedule that is realistic and helps you stay on track.

Challenges

Now that we have gone over the basic principles of scheduling, let’s take a look at some of the more common challenges project managers face when it comes to managing their schedules.

  • Point-in-time estimation

    When estimating the duration of tasks, it’s important to remember that estimates are just that – estimates. There is always a certain amount of uncertainty involved in predicting how long something will take. As a project manager, you need to be prepared for unforeseen delays and be able to adjust your schedule as needed.

  • “What if” analysis

    One of the basic principles of scheduling is to identify as many potential contingencies upfront. By doing this, you can be better prepared for delays and other issues that may arise during your project. However, there are always unknown factors involved in any major undertaking and it’s important not to get too caught up in potential problems.

  • Resource allocation

    Resource allocation can be a challenge, especially when there is a shortage of qualified personnel or when the project requires specific expertise that is not readily available. As a project manager, it’s important to be proactive in finding the right resources and planning for potential delays.

  • Communicating schedule changes

    When things change – and they always do – it’s important to communicate those changes effectively to all of the stakeholders affected by them. This includes updating the schedule as needed and holding regular status meetings to keep everyone informed.

  • Maintaining focus on the end goal

    It’s easy to get bogged down in the details of a project and lose sight of the end goal. As a project manager, it’s important to stay focused on the objectives of the project and make sure everyone involved is aware of what needs to be done to achieve those goals.

Summary

It’s important to be prepared for the challenges that inevitably come up during any major project. With careful planning and a lot of hard work, you can successfully manage your project schedule and see your project through to completion.

Tips for staying on track with your project timelines

Use a project management software to create and track your schedule

Teamly is our secret weapon that gives you the functionality needed to manage your entire team, remotely. You’ll have the single project management tool needed to finish projects much faster and efficiently, giving you a clear advantage over your competition. Estimate the duration of tasks using best practices

Anticipate potential delays and problems and plan for them accordingly

This approach will help you avoid situations where you have to throw out your schedule and start from scratch. Review the basic principles of scheduling Make sure that all your team members are aware of these basic guidelines for creating a realistic project schedule.

Communicate changes effectively to all stakeholders

As a project manager, be prepared to adjust your schedule as needed and share any changes with all affected parties. As a best practice, discuss potential obstacles and issues with your team so that everyone is on the same page.

Stay focused on the end goal of the project.

Remember to always keep the end goal in mind and remember that a project is never really finished until the final product is delivered and accepted by the client.

What to do when the original timeline doesn’t work out…

There will inevitably be times when the original timeline for a project doesn’t work out. When this happens, it’s important to take a step back and figure out what went wrong and how to fix it. Here are a few tips for getting back on track:

  • Review your schedule and make changes as needed
  • Reassess the basic principles of scheduling to identify any overlooked risks and potential obstacles
  • Communicate with team members, stakeholders, and clients as needed to keep everyone informed about the schedule changes.

A look at how project scheduling can be used in various industries…

Almost every sector may benefit from project management. Let’s take a look at a few examples, such as building, manufacturing, retail, and software development.

Construction projects

Project scheduling for construction projects: contractors and developers need to be very proactive when it comes to planning out their schedules. After all, a delay can mean thousands of dollars in lost revenue – not including the cost of keeping project team members on staff longer than anticipated. This is especially true with specialty trades like plumbing or electrical work that require specific licenses and certifications.

Manufacturing

Project scheduling for manufacturing: manufacturers have a lot of flexibility when it comes to their schedules, but they still need to account for basic principles like raw materials delivery times and shipping logistics. These factors can make or break the effective planning of a project schedule that takes into consideration all aspects affecting production flow and output capacity during each stage of the manufacturing process.

Retail

Project scheduling for retail businesses: one of the main challenges for retailers is the variability of customer demand. This means that store managers need to be able to plan staffing and inventory needs on a week-by-week basis, rather than relying on long-term forecasts. Because of this, most retailers use some form of project management software to keep track of their sales and customer data.

Software development

Project scheduling for software development: as with most projects, effective communication is key when it comes to software development project schedules. Developers need to be able to plan their work and account for potential delays that may arise during the coding and testing phases of a project. By using an agile methodology and breaking down tasks into small, achievable chunks, developers can ensure that their project schedules are always up-to-date and reflect the latest changes.

In conclusion…

Project scheduling is necessary for all projects – no matter what industry you’re in. By understanding the basic principles of scheduling and realistically applying them, you’ll be able to create more effective project schedules that deliver results.

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How To Be A Better Manager: Your Go-To Guide For The 10 Most Transformative Management Strategies

How to Be a Better Manager

At one time or another, every strong manager has asked themselves “how can I become a better manager?”. This is the mark of a great leader: the ability to reflect inward and consider your weaker points is essential in building them up to be stronger, not only for yourself but for your team as well.

A strong manager has a cascading effect through an entire team and the performance as a whole will reflect that. You can become a better manager with the proper tools to create new habits and find success.

Why Is Strong Management Essential In The Workplace

Why Is Strong Management Essential In The Workplace?

A strong team doesn’t just happen accidentally. It’s the result of a series of intentional choices and well-thought-out actions. The effects a manager has on their team can be exponentially positive…and if done poorly, equally negative. A survey done by Gallup found evidence of this when they discovered that 70% of a team’s engagement is based on their management. That means the level of engagement you experience from your team is a reflection of your management style.

How did that statistic make you feel? It can be eye-opening to see how much your management approach can affect your team’s desire to take part and interact with you directly. This may make you wonder how you can be a better manager to your team.

Strategies To Become A Better Manager

Top 11 Strategies To Become A Better Manager And Leader

The good news is: it’s possible! If you work to include these 11 simple (but important) strategies in your management style, you’ll begin paving the way to higher-caliber work with your team and a healthier workplace!

  1. Be Part Of The Team

    Instead of simply managing your team and dictating roles and responsibilities, step into the work with them. Join in and support their tasks. Take some of the work for yourself to lighten the amount your team has to complete. When you put in as much work as your employees, you’ll build stronger connections and gain valuable respect from them. This gives you the opportunity to show your team that you view yourselves as equals and that you’re willing to match their efforts to find success – as a team.

  2. Give Your Team A Voice

    When you begin a project and start developing your goals and action plan for it, include your employees in the decisions. Letting your team share in the creation of the project helps boost employee morale and increase motivation. People love being involved, and when you let your team members help shape the project, they’ll become more invested in its success. This also allows for your action plan to be built in a unique way by encouraging your members to make recommendations based on their skill set, and how they can bring the project greater success.

  3. Be A Good Communicator

    Communicating is more than just how you speak to people. Your interactions with your team will shape how they view you and have a strong effect on how they feel working for you. A strong manager utilizes open communication to help support their staff to the best of their ability. A great way to do this is to maintain an “open door” concept. Encourage your employees to come speak to you anytime they need you and reinforce that you’re always available to them. This will help your staff feel fully supported and confident that they can turn to you for support when they need it.Another benefit of encouraging open communication in the workplace is that it lets you discuss employee performance in a less formal setting. Discussing strengths and weaknesses can be a difficult subject that causes stress for many employees. Creating a way to minimize the stress of it through relaxed, informal conversation, can greatly increase your staff’s receptivity to your feedback (more on this further down).

  4. Develop Strong Motivation Skills

    Motivating a team is an important skill to have as a manager. One of the best (and most successful) ways to do this is by simply showing your appreciation for your team. It’s one of the largest driving forces of motivation you can use. Show your team that you value them and are thankful for the hard work they put in to find success. This will solidify their belief in the company, and also prompt them to be proud of the work they’re completing.Another great way to motivate your team is through healthy competition. Create unique, fun challenges for your employees to take part in for a reward. Have them race towards a goal you’ve set together. Engagement on a social post, sales, the quality of a piece of work, or anything else that fits your team’s goals. The challenge can be anything that would be fun for your employees to take part in while putting in their best effort for the project or company.Encourage Collaboration

  5. Encourage Collaboration

    Collaboration in the workplace is proven to bring a wealth of benefits. When team members are encouraged to work alongside one another and use their skills to benefit their colleagues, they form a higher sense of responsibility for one another. This extends to the project itself as well. When tasks are shared and a team knows exactly how their role will affect all others, they work harder and create a higher quality of work. This also helps foster a natural support system for your employees. It provides them with people to reach out to when they need help or want to work closely to achieve a more balanced final result. Collaboration is also a key player in creating a healthy workplace environment by reducing stress and relieving intense workloads.

  6. Challenge Your Employees

    When you assign tasks, consider who in your team is ready for a bigger challenge. Who do you want to see grow within your team and company? Consider past performance and proven drive to succeed. When you assign these more challenging tasks, take time to meet with the employee to create an action plan to achieve it. Remind them you’re there to help them if they need it, and provide them with the support needed to succeed. Stretch their abilities and make them more skilled, valuable employees with harder tasks that are slightly above what an employee is already producing well. This will also help reinforce in your team that you believe in them and want them to continue growing within their role and the company.

  7. Provide Feedback

    Growth comes from knowledge. While many companies do performance reviews annually, it can be beneficial to conduct them more frequently, such as quarterly. When you talk to your team about their strengths and weaknesses more often, it helps them keep their personal goals at the forefront of their minds. It also provides a valuable opportunity to track (and reward) progress more frequently. This will allow you and your team members to see if their new strategies are working how you’ve expected they would.To make this even more powerful, include your involvement in their growth and success. Provide opportunities and guidance reflective of their individual needs. When you work with your team members on a regular basis to set, check, and reframe personal goals, it builds a sense of confidence in your guidance and in their own potential.

  8. Accept Feedback From Your Team

    It’s equally important for you to get feedback from your team on your management abilities. Ask for constructive criticism or check-in to see how well you supported your team during the last project. Consider asking how you could have done better. Ask your team if there is anything they need from you that you may not be providing them at this time. Then, act on those suggestions! Show them that you were listening and truly want to support them better and become a stronger manager for them. Showing them that you want to grow and be better, will encourage them to work towards their individual growth as well.Share The Success

  9. Share The Success

    When a project comes together well, it’s important to acknowledge your team’s hard work and the efforts they made. The truth of the matter is, a project is only as successful as the team that creates it. While you’re an integral part of that team, your members make up the bulk of it. If you get praised or rewarded by your higher-ups for the success of the project, show gratitude to your team. Highlight their hard work to your managers. Celebrate the win. Applaud employees who went above and beyond. Tell your team how valued they are and how well they did on the project. When your team gets to take part in your shared success, you’ll foster stronger bonds between you and your team.

  10. Embrace New Learning Opportunities

    Being a manager doesn’t exempt you from learning new things…especially from your team! While you bring a level of expertise that your team may not have, they bring essential skills that you may not be proficient in. A strong manager will take opportunities to learn from their team during meetings and discussions and won’t be ashamed to ask for more clarification. This lets you connect with your members on more neutral ground, where they are allowed to be the expert. It also shows them that they’re a valuable member of the team and were chosen because of the high level of skill they bring with them. By learning from the people around you, and getting a clear sense of their abilities, you’ll be better able to support them and lead them to success.

  11. Learn How To Delegate

    Delegating is more than just moving work from your plate onto another. It’s assigning tasks directly to those people who are best suited to complete them. This requires a strong knowledge of your team’s skill sets and a thorough understanding of the project parameters. Delegate tasks according to your team members’ passions and skills. This will help your staff perform better because they’re doing something they genuinely enjoy. When you do this, your employees will feel irreplaceable because you’re providing them opportunities and tasks that are specific to them. Not only that, but when employees complete tasks that are unique to their skills and interests, they’ll form a tighter bond with the company.When you delegate effectively, you’ll provide your team with work they’ll find success in completing to a high caliber. This will reinforce your employee’s confidence in you by seeing that you know what they’re capable of. It also reduces workplace stress because people know they won’t be asked to do something that’s out of their realm. When you successfully delegate projects and tasks, you’ll create a thriving workplace with an effective system to manage intricate projects.

Conclusion

Whether you’ve just stepped into a manager position, or have been in the role for years, learning to become a strong manager can be hard work. Occasionally it can mean unlearning long-time behaviors and adopting new ones, and other times it’s just starting off in the best way. Whichever is your circumstance, by using these strategies to become a better project manager you’ll begin seeing positive changes in your team.

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5 Reasons to Outsource to the Philippines

Reasons to Outsource to the Philippines

The main reason why companies outsource to the Philippines is to support business growth as they improve on their own processes, allowing for more streamlined procedures.

Outsourcing these essential services has proven a popular choice for numerous organizations looking for extra support and coverage. In 2021 alone, business process outsourcing in the United States was expected to produce $113 billion in revenue (according to Statista).

To increase efficiencies, more businesses are turning to offshoring as a logical way to reduce overhead costs and still obtain exceptional value in the deliverables. While there are plenty of benefits in domestically outsourcing services to a third party within the United States, many organizations have found critical success in other countries. One such popular choice is the Philippines, known for its hard-working, talented workforce and cultural compatibility.

Reasons Why Companies Choose To Outsource

Reasons Why Companies Choose To Outsource

Before we dive into the reasons to outsource specifically to the Philippines, it’s essential to understand why companies choose to outsource in the first place.

  • Control of overhead costs – Control over the budget is a significant perk of outsourcing to a third party, whether domestically or globally. While there are always unexpected costs due to unforeseen circumstances, a company must always consider the total cost of hiring multiple professionals that satisfy the business need. For example, let’s take the CEO of a rising company that specializes in biotechnology. After meeting with leadership, the total cost of manufacturing specialized machinery and technology in-house is costing the company significantly. Additionally, the specific machines being used require individuals with a particular level of expertise that may not be as common in the market. But the company is looking to grow and will need to factor in the cost of recruiting, hiring, and training the right employees. Not to mention they may require a team of customer service experts that can be available for support. If the company is looking to cut costs where appropriate, outsourcing may be the best option. On average, a small business is expected to spend upwards of $250,000 per year for an employee’s salary.
  • Flexibility to scale up or down – Outsourcing also gives the organization the ability to scale up or down depending on their unique circumstances. To scale up gives the company a competitive edge, allowing for strategic expansion and thoughtful organization, and advancements for the core team. With instant expertise from a third party, the growth of the company is accelerated, increasing the number of business possibilities. If, however, a company is in the midst of slowing down or going through restructure or rebranding, having some of the essential business services outsourced could be easier to hold or terminate rather than going through the different, nuanced processes in Human Resources when it comes to the impact scaling down will have on its employees. Ultimately, outsourcing gives a company the flexibility to grow at its own pace and to keep up with the ever-changing flow of the market and its demands.
    Improve Team Focus
  • Improve Team Focus – Company’s work towards their own true goal: their mission. It’s about who they serve and the means by which they deliver the best quality deliverables for their clients. Quickly expanding the company can be a drain on existing resources, such as employee time spent in training or the cost of recruitment efforts. By outsourcing basic operating procedures to a third party, it allows a team to return to the mission and meet its objectives. They are able to focus on their essential functions, capitalizing on their skills in order to deliver their best work in a consistent and reliable manner. While they can occasionally act as an additional layer of support for any complicated or specialized questions that the third party may encounter, the core team is virtually free to concentrate on the tasks at hand.
  • Gain fresh expertise – Outsourcing to a third party allows a company to tap into a wider talent pool with a diverse range of skills and experience. Sometimes, it’s easy for the core team to concentrate solely on their objectives and rely on tried-and-true methods to carry them across the finish line. But if a company is looking to expand, using a third party can potentially bring new ideas and insights to the table. Oftentimes, third parties work with multiple clients from around the world, which helps with the exchange of ideas and collaboration in general. Outsourcing globally can also create opportunities to tap into a talent market that has focused training, certifications, and education in a specialized field, making the skilled workforce in other countries particularly competitive.
  • Increase productivity – Outsourcing is a way in which businesses streamline their internal processes. This is especially helpful for startups going through growing pains and their resources are stretched thin. For periods of rapid growth, outsourcing to a third party can give you the opportunity to add more talent to your team, creating more resources, and increasing overall productivity. For example, if a call center has a particularly high call volume in the early afternoon, outsourcing to a third party such as the Philippines can allow for more personnel on the floor to help with the volume of calls coming in without further overwhelming the existing employees.
  • Better customer experience – Outsourcing can certainly help a business to improve its overall customer experience and interactions. To avoid slow response times or avoid catastrophic technical problems on their website that can affect how a customer interacts with (and views) the business, outsourcing essential services like a customer service call line or website maintenance can all help boost the company’s reputation and internally satisfy the needs the company has in order to operate effectively. Even if it seems like a small piece of the whole operation that doesn’t seem as pressing or as relevant, outsourcing these essential services can help optimize the entire way you do business.

Generally, these are the most vital reasons as to why companies would choose to outsource their essential business services. Ultimately depends on the company’s desire to grow. To expand, businesses require the right talent, and sometimes that means looking abroad. As the Philippines rises in popularity and reputation for being one of the most efficient countries in the outsourcing market, more businesses are attracted to the vast array of reasons why the Philippines should be among one of their top destinations for their needs.

English is their second official language

Reasons to Outsource to the Philippines #1: English is their second official language

While outsourcing can come with a wide array of benefits, one of the many challenges – especially if done globally – is the language barrier. Understandably, it takes time, patience, and compassion to avoid any breakdowns in communication. The Philippines has a long and storied relationship with the United States as one of the US’s oldest Asian allies. English is their official second language and is regularly spoken in conversation and an undeniable presence in their media and other forms of publication. Their familiarity with the language, and sometimes lack of an accent, make the Philippines truly attractive and competitive to companies looking for additional support without too much of a language barrier. However, an important consideration that companies must take is this: while familiarity with the English language (both verbal and written) is an extremely vital factor, it’s also about cultural compatibility and knowledge that completes the whole package. It’s about how cross-cultural teams work together to deliver high-quality services and their understanding of one another.

Reasons to Outsource to the Philippines #2: Cultural compatibility

This leads directly to another reason why companies should seriously consider outsourcing to the Philippines: cultural compatibility. While their culture is unique and vibrant, much of its shape has been formed from western influences such as the United States and Spain. So what does this mean for businesses looking to outsource abroad?

The Philippine culture is deeply religious and family-based, two values that are easily relatable. Filipinos are warm, generous, and hospitable, prioritizing relationships and experience. As many foreign visitors have noted, they are treated with the utmost respect and courtesy in all aspects of their time spent in the country, something that also comes across in a business setting.

While the education system and language are certainly contributing factors, Filipinos are easily able to communicate with professionals from the United States, often being able to relate to the latest trends and making small talk that both parties can appreciate.

Unparalleled work ethic

Reasons to Outsource to the Philippines #3: Unparalleled work ethic

Filipinos are highly respectful, a cultural trait shared among Asian countries. Respect is extremely important, especially when it comes to their elders and individuals in higher authority. Filipinos make sure to speak with politeness and integrity, which translates into their work ethic. The positive energy that the Filipino workforce brings also contributes well to a positive work environment, as they remain calm and collected even in stressful situations. Much of their success in the outsourcing market is derived from their ability to work hard under deadlines, easily transition into the company’s work structure, and their ability to excel in service-oriented processes.

Filipinos are also adaptable and resourceful. Part of this stems from the country’s weather conditions where they are heavily prone to natural disasters such as earthquakes or floods. Being adaptable and resilient under these circumstances is part of Filipino culture and part of their day-to-day life. This translates into the workplace as well, leaning into their strengths to build long-term solutions and prevention measures to keep mistakes from recurring and maintain efficient processes.

Filipinos are also known for their responsibility. Their talented workforce has a positive reputation for taking ownership and accountability for their work. This means they are among the most reliable on the team, taking pride in all that they do to deliver exceptional work, either meeting or exceeding expectations. Their eagerness to learn and continuously grow means they don’t shy away from opportunities to expand their knowledge base. Filipinos are motivated and willing to learn what they need in order to set themselves apart in the industry.

High-quality services

Reasons to Outsource to the Philippines #4: High-quality services

The Philippines currently ranks at number 3 among Asian nations in English proficiency. Not only that, the Philippine government not only supports the business outsourcing processes in general but also actively encourages participation in higher learning and education, making the Filipino workforce highly competitive in the outsourcing market. Their tendency to strive for a high level of service in each and everything they do naturally produces high-quality results that can’t be ignored.

Reasons to Outsource to the Philippines #5: Supportive working sector

Over the last several years, the Philippines has experienced a boom in its real estate sector, which has positively impacted the growth of its economy. According to Amro, 42% of the office space in Manila – one of the country’s biggest metropolitan cities – is occupied by the business processing industry. While the main form of transportation continues to be road-based modes, an expanding real estate sector means improved transportation, efficiently shepherding a number of workers to their intended destinations.

In Conclusion

The Philippines is a top outsourcing destination for many reasons including their proficiency in English, supportive infrastructure, and level of talent. Companies looking to improve their processes, cut costs, and collaborate with a generous partner will have a reliable and trustworthy resource in the Philippine workforce.

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Why Are Secondments Important? Some Key Advantages and Disadvantages

Secondments

“Why do you go away? So that you can come back. So that you can see the place you came from with new eyes and extra colors. And the people there see you differently, too. Coming back to where you started is not the same as never leaving.” ~ Terry Pratchett, A Hat Full of Sky

Have you ever had the experience of taking an exotic trip, then coming home and everything in your everyday life looked so much different? Sometimes it feels disappointing to come back to the same old, but other times it makes you appreciate your life even more.

A secondment serves a similar purpose. It’s a bit like taking a working holiday from your regular place of work, in order to develop your skills and build bridges with a new group of people.

Although it’s mostly a good thing, a secondment does pose some challenges. Let’s look into some examples of secondments and their advantages and disadvantages.

The Basics of Secondments

The Basics of Secondments

First, let’s cover the who, what, how and why of secondments.

  • What is a Secondment?

    A secondment is when a professional steps out of his or her regular job, and works in another setting for a period of time. The aim is to broaden connections, serve a need, or gain experience.

    There are various types of secondments. Some take place within the same organization. Working in different departments helps to expand a skill set, deepen connections, and increase an individual’s visibility within the workplace.

    At other times, someone with a particular expertise is recruited by another organization, usually for a short period of time. It’s sort of like contract work, in this sense.

    And a final type of secondment is where someone works for a company client, or an organization they interact with on a regular basis. This serves to tighten the connection, and creates more fluidity in the business relationship.

  • How Long Do Secondments Last?

    Secondments can be either full time or part time, and they last from a couple of weeks to a couple of years.

  • Who Takes Secondments?

    Secondments oftentimes are about leveling up a career. Usually someone who’s five to ten years into a career, and looking to broaden their experience and build social capital seeks out a secondment.

  • What is the Purpose of a Secondment?

    A primary purpose of the secondment is developing soft skills. While an individual may already be highly skilled in his or her particular field, the secondment provides the opportunity to build rapport with a wider community. By mixing and mingling with others, they learn how to persuade, communicate and negotiate.

    The secondment also allows an employee to use the same skills in a different context. By creating this depth, they return to their regular job more well-rounded and proficient.

    From an organization’s point of view, a secondment is about developing an employee base that is well-versed in all areas of the company, and so suited for promotion and leadership positions. It’s closely linked to talent and succession planning.

    Secondments also increase fluidity between companies who do business together. Having a personal connection to a vendor or client increases trust and relatability. It also creates familiarity with the other organization’s processes and protocol, which helps to ease administrative backlog.

    As you can see, a secondment serves both the individual and the organization. It tightens bonds between organizations, and strengthens an employee’s skill set.

Examples of Secondments

Examples of Secondments

Secondments look a little different depending on their objective. Let’s look at a few examples.

  • Inter-Company Secondment

    In a large company, it’s easy for departments to behave like individual fiefdoms, working in isolation from one another. Secondments help to bridge these communication gaps. Employees understand the goings-on in various parts of the company, and how everything fits together.

    For example, someone working in human resources might spend a year working within three or four different departments, assisting with projects and daily tasks. This experience gives them on-hands knowledge of each department, and the responsibilities of various roles. After returning to their regular job, this knowledge helps with onboarding and recruitment efforts.

  • Expertise Recruitment

    Sometimes, particularly during a time of crisis or conflict, a government agency may require expertise it doesn’t have on hand, such as a statistician or scientist. In these instances, they may go to the local university and tap a professor on the shoulders to see if he or she might lend a hand for a while.

    Or, when two large companies merge, oftentimes they are deluged with legal and administrative work. Rather than hire someone from a separate organization, it makes more sense to bring the expert into the company, and allow them to assist with the work overload.

  • Vendor or Client Secondment

    When two companies work closely together, they often find secondments to be mutually beneficial. It develops a tight bond between the two organizations. They have a first-hand understanding of the client’s needs and preferences. These secondments may be planned, or else they come about organically when a position opens up. They may be open-ended, lasting for several years.

    In sum, secondments look a bit different depending on the scenario. Usually, it’s about developing an individual’s skill set. At other times, however, it’s more about filling a critical need within an organization for a period of time.

Advantages of Secondments

Advantages of Secondments

Usually, someone participating in a secondment is thrown into a completely new environment. It’s a real adventure, in this sense. They probably have strong skills, but need to start flexing new ones right away. It demands alacrity, and an eagerness to learn.

The secondment provides clear advantages to everyone involved. Let’s go over some of these, starting with the employee and then moving on to the organization.

Benefits to the Employee

  • Empathize With Coworkers

    When you do a secondment within your own organization, you’re able to see what goes on in other departments, and what your coworkers do on a daily basis. You understand the struggles and challenges of their role, and it creates understanding.

  • Develop Business Acumen

    It’s easy to get pigeonholed into your position and department. A secondment broadens your perspective, and you see the organization as a whole. It’s easier to understand what drives revenue within the company, and which operations are critical to the organization’s success.

  • Understand Your Weaknesses

    In career planning, knowing what you can’t do is just as important as knowing where you excel. A secondment allows you to dip your hand into a variety of settings for a short time, and experiment with various projects and group dynamics. This quick sampling gives a strong indication of areas you’d just as soon not grow into.

  • Meet Great People

    A secondment is a real social adventure. You double your work contacts, and get to know a lot of people personally and professionally. You’ll have twice the Christmas parties to go to, and multiple appointments for after-hours drinks.

  • Experience Different Company Cultures

    Every organization has its own unwritten rules around teamwork, appreciation, and leadership, and operates from a different set of core values. A secondment allows you to experience another company culture, first-hand. It’s a bit like going into another country, in this sense, and watching how they do things. You may be surprised by what you discover!

  • Flex Underused Skills

    When you’ve been in the same role for a long time, you tend to use the same set of skills day after day, week after week. A secondment puts you into a different context, so you may find yourself presented with opportunities not available in your regular job. Maybe you’ll be leading a team or presenting at a meeting.

  • Develop Skills You Never Had

    When you begin a secondment, you’re placed in a completely new environment. You may find yourself doing things you never thought yourself capable of, such as assisting in the creation of financial statements, speaking with the press, or learning to use a new software system.

  • Understand the Customer

    For any service organization, working in a secondment provides insight into who the customer is and what they’re looking for. You understand how and why they use the products and they become real people rather than data or statistics.

  • Take a Super Adventure!

    A secondment is a bit like traveling. You get to see some of everything, the weird and the wonderful. And just like a box of chocolates, you don’t have any idea what you’re going to get.

Benefits to the Organization

Benefits to the Organization

In addition to benefiting the participant, a secondment creates value for the organizations they move in and out of.

  • Retain Employees

    In a time when recruiting and retaining top talent is more difficult than ever, a secondment develops loyalty to an organization, and serves as a strong retention technique. People want to stick around in an organization when they’re fully vested in the entire operation, and have strong ties throughout.

  • Create Strong Cohesion

    When someone completes a secondment, they know people at every level and within several departments of the organization. This creates a rich collaborative environment. Rather than working in isolation, departments come to trust each other.

  • Complete Work Efficiently

    When an organization recruits an expert, it allows them to get through a huge backlog of work quickly. A company may be deluged with clerical or legal work, and the added hand allows them to resolve issues quickly, and to receive the expert services at a lower cost than if they hired out.

    As you can see, secondments provide tremendous value to both the organization and the individual. It’s no wonder they’re widely incorporated into company planning.

Disadvantages of Secondments

Disadvantages of Secondments

Nothing this side of Eden is entirely perfect, however. Although secondments have definitive advantages, they have their downsides as well.

  • Complete Twice the Administrative Work

    Working in a secondment and keeping your regular job increases your litany of super-boring tasks. You fill out twice the timesheets, respond to twice the emails, and organize papers at two separate desks. Unless you’re an organizational expert, this probably isn’t your cup of tea.

  • Attend Double the Meetings

    If you already feel like you attend plenty of meetings, then a secondment only compounds this sensation. You’ll have two weekly staff meetings, and double the all-hands quarterly meeting. Between juggling all these meetings, it may be a challenge actually finding time to work!

  • Lack of Belonging

    Although a secondment is an adventure, it does displace you for a time. You’re no longer exactly in our old role (someone may be hired to replace you), yet not in the new position either. This can leave someone feeling unsettled, kind of like they’re floating in their career, particularly when it lasts for one or two years.

  • Miss Out on Changes in the Home Office

    Change is constant, and all sorts of things are bound to change in your home office while working in a secondment. Maybe your boss leaves, your favorite coworkers move on, and new people come on board. Systems may change, too. You might feel that you’re returning to a whole new office at the end of the secondment.

  • Steep Learning Curve

    Depending on the nature of your secondment, you may get thrown into a busy situation and be forced to catch up to speed very quickly. The pressure of learning new processes, a new software system, and new skills all at the same time may almost feel like too much.

Guidelines for Secondments

Guidelines for Secondments

Secondments offer tremendous potential to meet people, develop new skills and build social capital. But as with so many things in life, you only get out of it what you put in. Making the most of a secondment entails some strategy. Here are some things to keep in mind.

  • Set Clear Expectations

    Before starting a secondment, carefully determine what you want to get out of it. What part does it play in your overall career? Communicate your objectives to everyone involved, in order to be sure that you’re all on the same page. Don’t assume they have the same objectives you do.

  • Clarify Your Role With the Home Office

    A secondment is like straddling between two platforms. You’re invested in the new opportunity, while continuing to maintain ties with your job. Be sure you understand your obligations to your old role, and how you’ll maintain contact with the office. Additionally, discuss the plan for return: when it will take place, and if you’ll return to the same role and responsibilities.

  • Have a Written Agreement

    Be sure to write out the terms of the secondment, including details such as which employer covers benefits, and what sort of paid leave you’re allowed.

    In sum, it’s necessary to be proactive about the secondment, and to go into it with a plan. At the same time, it is a great adventure, so be open and let the experience take you.

Conclusion

A secondment serves several purposes. Sometimes it’s like being the missing puzzle piece in an organization; you provide a crucial service in a time of need. At other times, it’s about broadening your horizons, personal growth and career development.

It’s a step into the unknown, and succeeding in a secondment requires a growth mindset. The experience changes you, and you return to your current position with fresh eyes, new skills, and a newfound appreciation for your role and situation. You’ll probably also gain some clarity on where to take your career, and what skills you want to develop.

If your career at the moment feels stagnant or rote, then maybe a fresh, broader experience is just the opportunity you need. If a secondment knocks on your door, then go for it! New challenges and adventures await.

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MBO vs KPI vs OKR: What Are They…And Which One Is The Best Fit For Your Company?

MBO vs KPI vs OKR

MBOs, KPIs, and OKRs are key components in how a company achieves its goals and they each represent a different way to achieve those company goals. MBO stands for Management By Objectives; KPIs stand for Key Performance Indicators; OKRs stand for Objectives and Key Results.

While MBOs and OKRs play a vital role in how companies manage their employees and reflect the values of the company and the work environment expected within, KPIs are paired with more specific business objectives.

Let’s define each different strategy (with examples!), list the benefits of adopting the strategy, then follow the provided steps to implement your chosen strategy.

MBO - Management By Objectives

What Are MBOs, KPIs, and OKRs (with examples!)

MBOs, KPIs, and OKRs are all different ways of planning goals and measuring success. Both MBOs and OKRs focus more on the objectives of a business, however, they have very different approaches in doing so. KPIs on the other hand, aim to measure the success of a company’s ventures.

MBO – Management By Objectives

Management By Objectives, or MBO, is a goal-driven system with a heavy focus on results. Goal success is defined as 100% completion at the end of the objectives assigned lifetime.

MBOs are made up of one large overarching goal the company has set. These are then broken down into various supporting goals to be assigned to particular departments, teams, or employees. Because the objectives are formed and assigned from the top down, this strategy often performs best when employees are aligned with the company’s goals and overall values. This creates a company that is working as a whole towards one final objective, at all levels. The main objective in this framework is often set for a long period of time; most commonly they last for a full fiscal year. The results are measured at the end of the year and those who found the highest rates of success are provided compensation for their efforts.

Benefits of MBOs:

MBOs provide a range of benefits to the companies that adopt them as their chosen framework. Some of these benefits include:

  • Provides the company with the ability to match specific goals with corresponding departments, aligning them with the core responsibilities of that role in mind.
  • Allows for greater autonomy in employees, as they can focus directly on their own progress towards the objective they’ve been personally assigned.
  • Helps the company hire and assign tasks with a specific skill set in mind.
    Ensures structure and consistency in the workplace.

Examples of MBOs include:

  • Decrease operational costs by 5%.
  • Gain one new departmental executive.
  • Increase win ratio by 8%.

KPI - Key Performance Indicators

KPI – Key Performance Indicators

KPI stands for key performance indicators, which are pre-determined sets of values used to evaluate a company’s success and effectiveness in achieving its goals. KPIs are paired with specific business objectives and offer a clearly defined way to determine success. This can be in regards to the business as a whole, a specific project, or even individual employees.

In order for KPIs to be effective, they must be specific and relevant. KPIs are often reflective of a collaborative environment because many roles use the KPI to determine success as a whole. This requires different departments and teams to come together to clearly define the KPIs in a way that everyone can understand, and clearly utilize in their own individual tasks to monitor progress towards a common goal.

Benefits of KPIs:

KPIs provide benefits for the company as a whole, as well as individually to your employees as well. Some of the most notable ones include:

  • KPIs give you valuable and quantifiable insight into your company’s success in various areas.
  • Ensures teams continue moving in the same direction.
  • Makes evaluating your objectives easier.
  • Clearly shows where improvements can be made.
  • Provides you with a way to assess your teams and hold them accountable with definitive data.
  • Helps you get a full understanding of your company’s overall health and the likelihood of future growth.

Examples of KPIs:

When deciding on your KPIs, it’s important to clearly define your goal and be specific in your measurable values. For example, if your company’s goal is to increase your yearly revenue by 30%, your KPIs could be:

  • The number of new customers.
  • Cost per lead.
  • Funnel success rates.
  • Total revenue compared to previous years.

OKR - Objectives And Key Results

OKR – Objectives And Key Results

Objectives and Key Results are one of the more popular frameworks; they’ve been adopted by large corporations like Amazon, Google, Spotify, and LinkedIn. OKR is a strategic framework for defining and achieving a goal. Unlike MBOs that focus solely on the goal itself, OKRs go beyond that. Not only do OKRs set main objectives, but it also puts a strong emphasis on creating the action plan to help you reach success.

OKRs are also designed in a way that allows employees to determine their individual action plans and work within their own preferred style. Just like in the MBO framework, overall objectives are defined by the CEO and higher-ups. However, in an OKR framework, employees then get to create individual goals to help them meet the overarching goals given by their leadership team.

When utilizing OKRs, teams meet more regularly to discuss and measure the progress towards the goal. They then use the information gathered to make any adjustments as necessary. Most often, these meetings are held on a weekly or biweekly basis because the objectives in an OKR framework are often expected to be met over a shorter period of time, usually quarterly. OKRs often define success as achieving 60-70% of goal completion, reflecting the increased difficulty of the assigned goals. This makes learning experiences and personal growth a more valuable asset to the company.

Benefits of OKR:

An OKR framework brings strong benefits to employees, which often bring a significant boost in company success over shorter periods of time. These benefits include:

  • Promotes creativity and flexibility within the workplace.
  • Provides a level of freedom for employees to work in a way that best suits them. This allows for greater personal involvement in the company’s goals.
  • Creates opportunities to adjust the strategy if it’s not tracking the way you anticipated. This leads to higher success rates and more refined strategies for future projects.
  • Increases the difficulty level of goals while removing the expectation of 100% success. This provides a unique opportunity to encourage your employees to take on larger challenges.
  • Regular meetings increase feedback, supporting employee growth and success
  • Encourages collaboration between various members of your company (which brings its own set of benefits!)
Example of OKR:

Objective: Increase sales by 20%

Key Results:
  1. New promotional item
  2. Increased social media presence and adverts
  3. Grow marketing leads by 10%

Which Framework Is Best

Which Framework Is Best For Your Company?

Choosing an objective framework that is best suited to your company’s needs is a personal choice that reflects how you’d like your business to be managed. You must take into account many different factors, including:

  • What are your company’s growth goals?
  • What is your management style? How would you like your employees to be influenced by that?
  • What are the primary values of your company?
  • What stage is your company currently in?
  • What direction do you want to take your company?
  • What are some of the most important objectives you’d like to work towards?
  • When would you like these goals to be achieved?

Once you’ve answered these questions, you should be able to clearly determine which strategy is best suited for your company’s needs.

(Keep in mind; while MBO and OKR systems are unable to be combined due to their different approaches, KPIs can be included in either system, providing a way to quantifiably measure the success of your system over longer periods.)

Implement MBOs, KPIs, And OKRs Successfully

How Can You Implement MBOs, KPIs, And OKRs Successfully

Implementing a new framework to guide and measure the success of your goals can be a slow but worthwhile process, especially if you’re trying to adopt a style that doesn’t currently exist within your workplace. Once you’ve chosen which system you’d like to adopt, you can start taking the steps to implement it successfully for your next objective!

Implementing MBOs

  1. Define Company Objectives
    • To gain the best results, MBOs must be clear, realistic, and measurable.
    • They must align with the company’s core values.
  2. Create Employee Objectives
    • Break your main objective into smaller ones and assign them to your employees. This will ensure each employee’s actions will directly impact the success of achieving your overarching goal. Ensure you communicate with employees clearly and provide them with the necessary resources to find success.
  3. Monitor Progress
    • Throughout the MBOs lifetime (often yearly), measure each employee’s performance and consider if they are likely to meet their assigned objective.
  4. Evaluate & Provide Feedback
    • Review the efficiency of your employees in meeting their objectives. Provide feedback to them, focussing on positive aspects to encourage productivity in future objectives. This will allow your employees to track their progress within the company, and adjust their work habits as necessary.
  5. Reward Performance
    • MBOs have a heavy focus on positive recognition and often reward those who performed the most effectively. This will help reinforce the positive work ethic, and provide growth in individuals’ career paths as they grow within the company.

Implementing KPIs

  1. Define your main objective
    • Ensure your objective is clearly outlined and achievable.
  2. Identify your KPIs and define how they will be used
    • Create a clear-cut definition and role for your KPI that reflects the objective it is tied to. It is imperative that you know exactly how your main objectives are being measured, at what interval they will be measured, and what success will look like.
  3. Review your KPIs regularly
    • When reviewing your KPI, consider not only the current measurement of your KPIs but also their effectiveness towards your final objective. Use the information gathered to influence any adjustments your team may need to make.

Implementing OKRs

  1. Educate Your Team
    • Before you can begin implementing an OKR framework, it is essential that you show your team what OKRs are all about. Include the benefits of OKRs from a company perspective and also how they can benefit individual employees as well. Highlight how adopting an OKR approach can meet the unique needs and challenges of your team.
  2. Define & Organize
    • Decide on the timeframe you want for your OKR. Then, define what you want to accomplish – along with a couple different ways you will accomplish that objective. Objectives need to be concrete and measurable.
  3. Set Company OKRs
    • The head of the company will be responsible for creating the overarching objectives. They know what’s most important for the company to achieve as a whole, and can shape them to fit the values of the company.
  4. Set Team OKRs
    • Once the main OKRs are communicated to the managers, they can begin working with their team to create their own OKRs to reflect the company’s. This helps each team create an action plan that fits their skill set, strengths, and their role within the larger goals.
  5. Review and Improve
    • Over the lifetime of the OKR, meet with your team regularly to review the current success rates. Discuss and plan any adjustments that may be necessary.

Conclusion

MBO, KPI, and OKR are frameworks that have provided the corporate world with options when it comes to choosing their ideal approach to achieving their objectives. Whether your company is looking for a reliable way to track and measure performance or manage objectives in a way that fits into your company’s ethos, there’s a system that will fit your needs. When you use the right framework, you can stay on track and achieve your short and long-term goals with greater ease, while creating a better workplace in the process.

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7 Benefits of Outsourcing to the Philippines

Benefits of Outsourcing in the Philippines
@teamly
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One of the most popular destinations for outsourcing in South-East Asia is the Philippines – an archipelago located between the South China Sea and the Pacific Ocean. Consisting of a string of 7,100 islands, the Philippines have become a dominating force in the outsourcing market, boasting an impressive roster of benefits that keeps business flowing and directly competes with larger countries such as India.

Outsourcing has many notable advantages for any company looking for more focused support and increased efficiency. In order to streamline essential business procedures and free up the core team to perform to their highest capabilities, companies have searched for other resources around the globe to help scale their business. Outsourcing globally also comes with many unexpected benefits such as diversifying the team, improving cultural competency, and collaborating with professionals who bring something entirely new to the table.

Outsourcing to the Philippines has proven to be a highly successful and profitable opportunity, especially if the company is within the customer service niche. Let’s take a look at the top benefits of outsourcing to the Philippines.

Why Outsource to the Philippines

Why Outsource to the Philippines

While the Philippines continues to be known for its excellent customer service in particular areas of business such as call centers, technical support, and administration, the Philippines also hosts services in a variety of other professions including:

  • IT services
  • Software Development
  • Web Design
  • UX/UI
  • Financial Services/Accounting/Payroll
  • Virtual Assistance
  • Medical Assistance
  • Call Centers
  • Engineering
  • Game Development
  • Animation

In short, the Philippines offers services in major parts of business operations that can bolster a company’s market competitiveness. And as a result, the country’s government understands just how valuable outsourcing is to its own economy. With increased support towards basic infrastructure, vaccinations rollout (and other preventative measures during the COVID-19 pandemic), and imperative social assistance, the economy is steadily growing, remains stable, and is set to improve within the next few years. According to the Asian Development Outlook 2021 (ADO), the Philippine economy was expected to grow by 4.5% in 2021 and 5.5% in 2022.

Business process outsourcing, or otherwise known as BPO, in the Philippines continues to expand and excel. According to Full Scale, the Philippines is home to three major cities considered the hubs for BPO where foreign companies are most likely to do business:

  • Manila – Manila is the capital of the Philippines and the second-most populous city in the country. It’s also home to the Philippines ’ first call center established over 30 years ago in 1992, which has contributed greatly to the vitality of the country’s economy and the source as to why BPO is considered a high revenue-generating priority.
  • Cebu City – Cebu City is considered the country’s oldest city and is the center of commerce, tourism, and trade. Cebu is rich in history, as it was the first Spanish settlement in the Philippines, which lasted 300 years before the Spanish left. Many shrines exist in prominent locations, attesting to the history that the city is famous for. ​​Cebu is also a popular tourist attraction with its picturesque beaches and culinary attractions.
  • Davao City – Davao city is considered a coastal commerce center located on the Philippine island of Mindanao. In terms of size and land area, Davao city is the largest in the Philippines and the third most populous. Its largest economic contributor is in its agricultural endeavors such as coffee and pineapple plantations. Davao is also the host of the Philippines’ largest rural bank, BDO Network Bank.

With these metropolitan cities steeped in abundant culture and storied history, it’s not hard to see why the Philippines is often considered one of the most attractive destinations for outsourcing needs.

In addition, the Philippines has impressively come in at number 6 in Tholon’s Services Globalization Index Top 50 Digital Nations and has held the title of the “Call Center Capital of the World ” since 2010. Not only are these locations beautiful, but resourceful as well, bursting with talent and opportunities for growth.

Now that we understand the reasons why companies are drawn to all the Philippines has to offer, let’s talk about the advantages of outsourcing to the Philippines.

Cost Savings

Benefits of Outsourcing to the Philippines #1: Cost-Savings

One of the biggest advantages of outsourcing to the Philippines is the reduced costs, especially on overhead. The hourly rate of many talented professionals is nearly half of what it costs to hire the same level of experience in the United States. For example, let’s take a look at the hourly rate for software development engineers with approximately 1-2 years of applicable experience. In the United States, this professional would start off anywhere between $50-$80 per hour depending on the level of experience the company is requiring. However, this isn’t the total cost of an employee. A company needs to review the cost of benefits (or fringe), expenses towards training, space, and equipment. If this position required an in-demand, highly competitive skill set, the hiring manager would also need to consult with Human Resources on the various pay package incentives. The cost of recruitment efforts can also add up the longer the position is posted and the posting sites the company chooses to use for advertisement, not to mention the cost of any applicable legal fees.

Now, let’s look at South East Asia for the same type of talent. The average starting hourly rate is $20-30 per hour for the same position with similar years of experience. That’s a staggering difference and mainly due to the lower cost of living in the Philippines.

Access To Talent

Benefits of Outsourcing to the Philippines #2: Access To Talent

Outsourcing to the Philippines holds a great advantage when an organization is looking for exceptional talent. Experience from the Philippine workforce range from entry-level postgraduates to more senior-level positions in a variety of professions. The Philippine education system closely mirrors the United States largely due to US colonialism. In fact, English is the country’s official second language, giving the country a huge advantage in the outsourcing market. The Philippine government has actively expanded access and participation in higher education in the hopes of producing the next generation of thought leaders and innovators.

Top graduates from different schools across the country join the workforce in earnest, looking to gain meaningful employment with companies that value their high level of skills and talents. Because of this, the Filipino workforce is readily available and willing to start at the earliest convenience that is agreeable for all parties involved.

Little To No Language Barrier

Benefits of Outsourcing to the Philippines #3: Little To No Language Barrier

English is the second official language of the Philippines, with Tagalog being the primary language spoken in the country. Even so, English is used in a variety of newsprint, media, and other publications that are an integral part of everyday life in the Philippines. Just watching the television, you can hear a seamless blend of both dialogues and witness some of the western influence.

One of the major disadvantages of outsourcing outside of the United States is the language barrier. Miscommunication is often a result of the two teams frequently not understanding each other, which can lead to misaligned expectations and poor deliverables. According to Cudoo, 92% of the Philippine population can speak English as a second language and the Philippines is considered the third-largest English-speaking country in the world.

When considering outsourcing to the Philippines, this is one advantage that a company shouldn’t ignore, potentially saving time and creating more opportunities for the business and the third party to partner up quickly and efficiently.

Young Demographic

Benefits of Outsourcing to the Philippines #4: Young Demographic

According to Worldometers, the average age in the Philippines is 25 years old. The Philippine workforce has a young demographic, full of hardworking and talented professionals ready to get started on their careers. And because this demographic is young, their exposure to technology and the understanding of how it works gives them a competitive edge in the business process outsourcing market. This leads to a greater, more innovative exchange of ideas.

High-Quality Service

Benefits of Outsourcing to the Philippines #5: High-Quality Service

Filipinos are known for being sincere, open, polite, and hardworking. This is especially important for customer service, tech support, or administration. Most importantly, they are professional and accommodating, hospitable and calm, taking great care in delivering timely, high-quality work, and always with a cool attitude – even in high-stress situations. With a supportive educational infrastructure and its access to higher learning platforms, the Philippines is highly competitive when it comes to their services.

Benefits of Outsourcing to the Philippines #6: Familiar Culture

Philippine culture is heavily influenced by western culture, mainly due to its colonization by the United States and Spain. However, the Philippine culture is vibrant and unique. Most importantly, when it comes to outsourcing, it’s a familiar one that organizations in the United States will recognize and understand. This can lead to simpler integration and efficient collaboration between the two countries.

Benefits of Outsourcing to the Philippines #7: Supportive Government

The government has thrown its full support towards the outsourcing industry as it’s a major contributing factor to the growth and stability of its economy. The Republic Act No. 7916 back in 1995, also known as the Special Economic Zone Act, makes the Philippines an attractive destination for outsourcing as it appeals to foreign investors with the various tax breaks and other crucial incentives within these special economic zones designated for BPO. With a supportive government also comes laws that protect data privacy, another considerable advantage to outsourcing abroad. The Data Privacy Act of 2012 is a law put in place to protect all forms of information (private, personal, or sensitive), which adds a much-needed layer of protection against security.

In Conclusion

There are many advantages of outsourcing to the Philippines, all of which have propelled the Philippines as one of the top outsourcing markets in the world. While organizations are actively looking for destinations to help support their basic business processes, the more it makes sense to look abroad to save on costs and collaborate with talent across the globe.

The Philippines in particular is especially attractive due to its closeness with Western culture, cost-savings, vast talent pool, and reliable track record of delivering high-quality work. As BPO is one of the pillars supporting the Philippine economy, the government is fully supportive of the Philippine outsourcing industry, which helps the facilitation of collaboration between two different countries.