Andrew Callejo | Become a Good Leader to Your Team

Andrew Callejo - No matter if you're the person in charge of the team or maybe one of the key persons that help get the project done; you're in a position that's vital to making every task go like clockwork in a team.

Often things can easily get out of hand when working as a team. You can sometimes feel frustrated when dealing with other people irrespective of what's the situation.

The good news is there are things you can do to make working in a team easier and enjoyable. Here're 4 tips by Andrew Callejo to make the experience worthwhile for everyone who's part of it:

1. Define every team member's role. Each member's duties and responsibilities must be clearly defined. This must be done even if the team is made up of just 2 people. This'll help cut down problems such as duplicate work or missing pieces. A team won't be effective unless each member knows exactly what they're supposed to do and they're allowed to do it without interference from others.

Here are a few things to remember while working in a team:

Always be sure of your duties and responsibilities.

Cross-check the other tasks being done and see how they relate to any particular duty.

Establish the skills require to carry out a task and to find out the right team member to do it.

Ensure each member has a thorough understanding of their respective task and all the steps needed to get it done correctly.

Call for regular meetings to discuss problems and actively find solutions to address them throughout the project.

2. Sharing the workload. No one likes having to do most of the work for the project. So look into how long each task of the project will take and divide the work fairly among the team members.

Always find out:

How long to do each specific task.

How will loading additional tasks affect each member's work schedule?

If any team member's workload is too much, redistribute some tasks to other team members.

Bear in mind that people may not necessarily do things exactly the way you wanted it, and that's fine! The important thing is the end result rather than how you got there.

3. Don't attempt to micromanage. The people you're assigned to work in your team may be chosen based on certain skills each of them may have. If you've entrusted them with the respective tasks, just trust them to do their job. Of course, occasionally asking for a progress update is okay, but persistently looking over their shoulders and pressing them about meeting their deadline is one surefire way to piss them off!

Micromanaging can be really annoying to any member. It's important to make your team feel comfortable with their assigned tasks or you may end up with some really unhappy members.

4. Settling Conflict. It's not unusual to have conflicts with your team members every now and then. Andrew Callejo says as a leader of a team, you'll have to deal with it in a tactful manner. In some ways, having a teacher's outlook is helpful. For instance, unless the conflicting members are coming to you to find a solution, it's often advisable not to get yourself entangled in it.

Nevertheless, if you see that the conflict has escalated into a full-blown war, take immediate action to put a stop to it. While it's quite all right to have heated arguments but ensure that the whole team is aware that hostility or disrespect simply can't be tolerated.

There you've it, the 4 tips that'll help you manage your team effectively. Working with a team can be very rewarding when you can harness the individual strength of each team member to work in harmony with each other as well as to complete the team project efficiently and timely.

Andrew Callejo - Desire to know the steps to Becoming a Leader?

Andrew Callejo | Want to Build a Strong Organization?

Andrew Callejo - Want to form a stronger organization with employees who are endued in the success of your firm? Aiming to increase turnover and for strong company culture? Then it's important for you to begin springing up your skills in the prowess of furthering employee growth.

In practice, most employers/ mentors focus mainly, on what employees are doing wrong. While you don't want to leave problems to suppurate, it's often more effective to spend time on what the employees are doing right. An overabundance of negative feedback eventually depraves and discourages employees. On-time positivistic feedback, is something, that employees enjoy receiving from their mentors. Employees probably to keep performing things in the right way in order to receive more of it. More significantly, they're probable to find that they are good at their responsibilities; a positive element leads to intemperately job satisfaction. Take this seriously and think about it-having stated that, there is a good line, between the right quantity of positive reinforcement and too much. An employee may become self-complacent with too much praise, or no praise which directly impacts performance; it is highly important for any mentor to pass the line carefully.

Employee Vs Strengths:

Realize that, the employee isn't very detail oriented-how ever, they're good at transmitting complex ideas for the betterment of process and company growth. Perhaps it is a good time to move them out of their regular activities to training other employees. Yes, it consumes a lot of time to find out extraordinary employee strengths simultaneously it's a more effective method to engage employees within the organization for the long term. Identify keenly what are employees strengths and then effectively use them to your best advantage, finally, you'll be happier, and so will your employees.

Set clear-cut objectives:

Many employees do want to delight their employers; they may not be sure how to do so. For instance: let's take a medical representative (s) or sales representative who never appears to meet their targets. A bad employer states, "You're just passing to have to step it up or we're going to have terminated your employment." On the other side, a good understanding of the employer will analyze from many angles such as the total cost of the employee, their strength, their approach and etc. Then clearly instructs them that, "I expect you to fix up at least 30 sales appointments every month, and defines that this is exactly what you need to do every day to fix those appointments monthly." By practicing in this way employees can then measure their own performance every day without any supervision on a daily basis.

Help employees to seek higher possibilities:

Andrew Callejo says do not simply inform your employees that you promote from within. Help employees to understand how their current role takes them into a higher position. Help that Junior or entry-level employee to see the light at the end of the tunnel. Always remember that employing candidate from outside cost for company extra money and every time you have to do it, promoting trust worth employee's with an organization helps in employee personal growth and it can be an inexpensive plan for the company, more effective, and rewarding path.

Finally, employee development is not a simple procedure -it's through the dynamic effort (s) that you're putting in the life and health of your organization.