Turn your Team into a Winning Team

Turn your Team into a Winning Team

Teams need talented individuals. ­Talented individuals who are also team players. And winning teams are always looking for ways to attract and recruit talented people.

5 strategies for ensuring your team is a magnet for top talent:

Play to their strengths: Our research shows that people gravitate towards occupations that suit their preferred modes of thinking. This is the work that stimulates them and turns them on. It is work they would choose not because it’s easiest (it’s often the most challenging), but because tackling it is inherently satisfying.

Doing something that you find stimulating is highly motivating. Smart managers make sure team members get to do the work that stimulates them the most. And work that you find stimulating, you usually do extra well. This means everybody wins; the individual and the team.

People not just Profit: Organisations are hiring more and more millennial’s. (people born between the 1980’s and 2000). And the research is clear ­ Millennial’s want businesses to focus on people and purpose, not just profits. Organisations need to show their commitment to building and nurturing great teams and connecting to a strong purpose. Two standout examples of this are: ConAgra Foods’ award-­winning Diversity of Thought initiative and the groundbreaking Parkland Project, a multi-award-­winning, $700 million healthcare facility developed by a coalition of diverse companies formed by Balfour Beatty Construction.

Download the White Paper, Team Thinking In a New Light, for more information.

Go diverse by design: With the complexity of work today, the collective intelligence we can get from teams, especially cross­-functional ones, is hugely valuable. Our research has shown that diverse teams with a balance of thinking preferences outperform homogenous teams. But diversity alone isn’t enough. To get the benefits and avoid unproductive conflict, make sure team members have the knowledge, tools and leadership to communicate effectively, recognize the business value of different thinking preferences and apply the full diversity of thought.

Allow people to stretch (but not snap!): A host of recent studies has shown that talented people value the opportunity to continually develop and grow. They look for organizations and leaders that will give them that opportunity. You can stand apart from the crowd with a talent acquisition strategy that focuses not just on training, mentoring and coaching but also on helping people develop the thinking agility they need to successfully grow in their careers. People need to understand how their thinking preferences and mental blind spots come into play as they pursue their development goals. Those who are developing them have to recognize the energy and self-motivation the process will take—especially if the path will require the person to really stretch—and provide them with the coaching and tools to manage it. Just as important: manage expectations. The key word here is “stretch,” not “snap.” If it’s not deliberately planned for, too much mental misalignment can backfire.

Use your head to build your talent pipeline: One of the best ways to think about talent acquisition is to look at it from all four thinking perspectives. “Think about it” from the four quadrants of the Whole Brain® Model:

A) Purpose: How does your talent acquisition strategy align with the business’s goals and needs? What can you learn from past trends and available data? What will you measure?

B) Process: What do you need to do to stay on track to achieve your plans and goals? How will you manage risk?

C) People: Consider the needs of the talent you want to attract, win and keep: what do they care about, want and need?

D) Possibilities: What will the future look like? What can you do to attract talent that will keep you ahead of the curve? How can you get creative to stand out? With the employment marketplace becoming more and more competitive, highly talented people have more options than ever, and they know it. The Millennial generation, in particular, has “one-foot out the door.” Now is the time to step up your talent acquisition game.
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