Brothers / Curtis / Hogan The Joypowered Team

1. Auflage 2019
ISBN: 978-1-5439-7087-6
Verlag: BookBaby
Format: EPUB
Kopierschutz: PC/MAC/eReader/Tablet/DL/kein Kopierschutz

E-Book, Englisch, 175 Seiten

Does your team find joy in working together? The authors of The JoyPowered? Team challenge you to choose joy for yourself and your teammates. Find out how to create a high-performing and joyful team by focusing on each member's strengths instead of fixating on their weaknesses.The JoyPowered? Team will help business leaders and associates build strong inclusive teams, navigate workplace challenges, revitalize teams who falter, and thrive as teams evolve. Joy can start with one team member at a time; it starts with YOU, whatever your role, industry, or area of expertise.

Autoren/Hrsg.

Brothers, Erin

Curtis, JoDee

Hogan, Peggy

McGonigal, Denise

North, Laura

Zir, Liz

Leseproben

Why Team Matters
“…it’s about understanding what brings others joy and acknowledging that it is not always the same from one person to the next. Therefore, it’s not that there is one simple answer on how to bring joy, but the individual answers are simple.” - JoDee Curtis, JoyPowered™: Intentionally Creating an Inspired Workspace.2 Defining Team
Team. /tem/. n. v. Noun. A group of players forming one side in a competitive game or sport. Synonyms: group, squad, company, party, crew, troupe, band, side, lineup. Noun. A Group of people with a full set of complementary skills required to complete a task, job or project. Team members operate with a high degree of interdependence; share authority and responsibility for self-management; are accountable for the collective performance, and work toward a common goal and shared rewards. Verb. Come together as a team to achieve a common goal. Synonyms: Join forces, collaborate, work together, unite, combine corporate, link, ally, associate. Noun. A team becomes more than just a collection of people when a strong sense of mutual commitment creates synergy, thus generating performance greater than the sum of the performance of its individual members. The word team can be defined in many ways. I love that it is both a noun and a verb. To me, that truly describes the power of a team – it represents a “thing,” but to survive, and definitely to thrive, a team must be action-oriented, a verb. What we really want to know is more than just the definition. In this book, we set out to determine what makes an excellent team – a high-performing, strengths-based team that truly finds joy in working together – what we call a JoyPowered™ team. Let’s dig deeper. Whether we like to be part of a team or not, we find ourselves on teams throughout our lives. Some people say they prefer to work independently versus on a team, but most of us recognize that being on teams at various times in our life journey enables us to function at our best. My life has been enriched and more successful because of the teams around me - it doesn’t matter if I am the leader, a follower, or a teammate. I need teams to push me further, to stretch me, to encourage me, and to enhance my skills, but also to question me and to slow me down. For me, success in all aspects of my life is greater because of my ability to work in, build, lead, and contribute to teams. Let’s explore some of these different types of teams. Workspace Teams
For the purpose of this book, we are focused on workspace teams. I define the term “workspace,” as the environment where you work. Your workspace might be the living room couch, the local Starbucks, a home office, a cubicle, your car, the corner office overlooking the city, or some combination of all of the above. Your team may be just you, as a solopreneur whose team is made up of the contractors, collaborators, and vendors who support you; you may be on a small team that is part of a large organization; or, in fact, you could be part of a team that is any size or shape. We believe this book will be helpful to anyone who strives to make his or her team JoyPowered™. We chose not to write about volunteer teams or teams that might form temporarily for a particular project or purpose. Our focus is on-going business or mission-driven teams that have long term goals and plans, although team members may change occasionally for a variety of reasons. We also want to address one type of team that we are NOT including: family. We think you will enjoy The JoyPowered™ Family, which discusses one of the most important teams we are a part of – our family unit – but that is not the topic of this book. It really bothers me when I hear work teams or entire organizations described as being “like a family.” Who am I to judge what that means? If people feel like their work team is a family, then so be it. But for me, there are some vast differences. In an article on the Purple Ink blog, Why Employees Are a Team, Not a Family, Catherine Schmidt writes, “the term ‘family’ evokes a feeling of being valued, nurtured, and cared for – all good traits, so what’s wrong with that?”3 Comparing family and work, though, isn’t always conducive to the best atmosphere for achieving goals. I had a conversation with a friend describing his father-in-law as a kind and generous man, but when it came to a family lake house they shared, my friend said, “he wants to run it like a business, not as a family home.” There is a difference! Work teams are trying to be successful, and that might be measured in terms of net income, sales, number of jobs created, or growth in clients and people served. In families, each person defines success differently. Families aren’t necessarily working together to achieve a common accomplishment – there might be a goal to spend time together, to be loving, to show respect, to be faithful, but typically not one measured by dollars or metrics. Organizations have an identity larger than the sum of its parts – their brand and culture. As work team members come and go, there is an impact on the team, as we will explore in chapter seven, but the company itself usually stays true to its mission, vision, and values. Families may have traditions, but a family is ever-changing, from marriages to births to deaths to divorces, and any one change can be big enough to forever alter the dynamic. Most importantly, work teams can strategically select which players are added to fill a need or which players might not fit the needs of the team. There is no candidate selection process for families, as we usually don’t get to pick our siblings, parents, and children. We may have beautiful, kind, and thoughtful people on a work team who would make great family members, but they might not have the skills, strengths, and/or drive to be successful on our work team. Don’t get me wrong, I love my family – my immediate and extended family – and I also love my Purple Ink team, but I do view them and treat them differently; and I want them to do the same with me. Strengths-Based Teams
A strengths-based team, as defined by Gallup , is a group of imperfect but talented contributors who are valued for their strengths and who need one another to realize individual and team excellence.4 Members of strengths-based teams are aware of each other’s talent filters, and they understand how each person is inclined to think, act, and feel. This awareness helps the team navigate the issues that all teams encounter. They understand how the team can work best together to accomplish its goals and performance objectives. Gallup research has shown that a team’s direct path to growth and improvement begins with a primary investment in each person’s greatest talents. At Purple Ink, we describe ourselves as strengths-based. Are we perfect? No. Do we make mistakes? Of course. Do we always focus on our strengths? No. But we are intentional about knowing, appreciating, and combining not just our strengths, but also our skills - our skills as business developers, service providers, writers, editors, planners, and goal-setters. We constantly talk about our strengths, share how we are using them, and ask questions about others’ strengths. We offer ongoing strengths coaching to each of our employees. We know it’s important to be thoughtful and intentional to make ourselves and the team better. What I love best is that we understand how each person is inclined to think, act, and feel. This understanding helps the team navigate issues, projects, and feelings. We understand how our team can work best together to accomplish our goals and projects. Our team isn’t the only one that has benefited from focusing on strengths. Per Gallup research:5 Teams that focus on strengths every day have 12.5% greater productivity. Teams that receive strengths feedback have 8.9% greater profitability. High-Performance Teams
Even when we have work-life integration, nice benefits, lots of team bonding, and find joy in our work, I suspect most of us are still looking for more. We want to be part of a successful, profitable, and high-performance team as well. In High Performance Habits, Brendon Burchard describes a successful team as one that is “succeeding beyond standard norms consistently over the long term.”6 He defines high performers and high performing teams as: More successful than peers yet less stressed Enthused about challenges and more confident Healthier than their peers Happy Admired Reaching higher positions of success Working passionately regardless of traditional rewards Assertive for the right reasons Seeing and serving beyond their strengths. Uniquely productive Adaptive servant leaders Until you hire them, though, how do you know who has this skill and who doesn’t? How might you choose teammates who can consistently use their strengths over the long term? We can’t just look at good grades, job experiences, or success in a single role. It’s about understanding their values, their styles, and their strengths and how they interact. JoyPowered™ Teams
In my first book, JoyPowered™: Intentionally Creating an Inspired Workspace,2 I didn’t set out to define the term JoyPowered™. Rather, I encouraged others to think about what that term might mean to them. For me personally, a JoyPowered™ workspace...