How to make the best of each team?

Each team has its own challenge. Different members, sometimes inhomogeneous, their cultures, personal expectations, experiences and emotions. And a common goal: the task or project to success.

The leader's role is to lead the way, motivate, control not deviate from the target and reach the goal. leader can visualize graphically back of your computer (pushing in English "push") or below (pulling it English "pull"). But what if the leader were to the side, watching and looking for the key elements on which to apply your ability and skill, and thus leverage the team and get the expected results? This type of leadership I can imagine a lot less "effort" and much more "skill, cunning, intelligence."

These are the 3 keys that will help to enhance the best of each member of your team in order to leverage the group and get better results:

Discover what makes it unique, what their natural talent: we all have something that makes us special and that putting it at the service of others, can feel satisfied and full and also make a great contribution in a very natural way (without effort ). If you find what is unique about each of your employees, you will know what kind of tasks or responsibilities assign each to maximize their contribution and achieve synergy in the team.

How do I find out? Two techniques. First, observe: what kind of tasks you excited when you propose and what the looks just make them because it must. Notice how it links with the rest of the team (especially when not working). It is communicative, likes to explain and give details of what made the weekend or plans for the upcoming holiday; is a social leader, harangues the other out to lunch or to go for a drink after the office; He is a natural leader influences others to do things their way with their peers and share their vision to try them to see what he sees; is organized and tidy, wearing a hyper detailed agenda of its activities and results, is always the first to turn in assignments and was never passed a date;

The last technique: ask.

Find how you can develop it: now that you know what talent does each member of your team, you should find out what duties or responsibilities delegarás them and how. If you have a member with a natural leadership, you know that if you convince him naturally be responsible for convincing others.Have a planner ?, help him develop his talent by organizing tasks and other compliance dates of group goals.

Have a communicator ?, make sure each guideline that you have to go through lose their creative hands, you can make an art of what you have to say. Have a restless member who likes to be a protagonist ?, give an initiative to lead. It will do so with much pleasure and find time between their usual duties because it is developing its role.

Find him a valuable member each responsibility or special assignment, and you'll be leveraging the results of the project or the area, and in turn, leaving more space to be in the general view of things. It is the secret of leverage (or leverage). Apply a little effort in a key point, and get a magnified result.

Rely on your strength: you are a leader with many skills and talents, but need not do everything alone.There is always valuable team members who can support you and make the good weather, teamwork and achieving the objectives, not just your responsibility. started today deciding what task you will give to whom.

Sit down with him, explain why you have chosen (say what you observed his talent), tell what contribution you consider that he can make the team and what result would obtain, say you need to lean on him and he can rely on you (it may need a bit motives and tell him what you think he is doing and you can do this, because you might have taken by surprise and his talent is not something he has taken into account - so far), compártele your plan and goal to achieve and ask if you think there is a different way of achieving the goal (listen, after all has a special talent that could give you a different perspective on the way forward), together diagramen a strategy to achieve it, put it in practice and then assess the results (celebrate the achievements and learn from mistakes).

Do not wait for a perfect situation to initiate this change. Do not wait to the next project, the next team, the next quarter or make things better (or worse).