Building A Successful Team
by Jim Rohn
Once you've set a goal for yourself as a
leader—whether it is to
create your own enterprise, energize your existing organization,
or excel in some other field—your challenge is to
find good people to help you
accomplish that goal. Gathering a successful team of people
is not only helpful, it's necessary.
So to guide you in this daunting task of
picking the right people, I'm going to share with you a
three-part checklist.
- Check Your Prospect's Interest Level
If they are interested, they are probably a good
prospect. However sometimes people can
fake their interest; after you've been a
leader for a while, you
will be a capable judge of whether somebody is merely pretending.
Arrange a face-to-face conversation, and try to gauge his or her
sincerity to the best of your ability. You won't hit the bull's-eye
every time, but over time you can get pretty good at spotting what
I call true interest.
- Check Your Prospect's Responses
A response tells you a lot about someone's willingness,
character, and skills... Listen for
responses like these: "You want me to be on every conference
call?" "You want me to attend every event?" "I'll have to
work two evenings a week and some Saturdays?" You can't ignore
these clues! A person's responses are a good indication of his
or her character, and of how hard he or she will work. Our
attitudes reflect our inner selves...so even if we can fool
others for a while, eventually, our true selves will emerge.
- Check The Results
How else can we effectively judge an individual's performance?
Well, the name of the game is results!
There are two types of results
to look for...
The first is activity results. Specific results
are a reflection of an individual's productivity. Sometimes we don't
ask for this type of result right away, but it's pretty easy to check
activity. Let me give you an example: If you work for a sales organization
and you've asked your new consultant, Mary, to make ten calls in the
first week, it's simple to check her results on Friday. You say, "Mary,
how many calls did you make?" Mary says, "Well..." and starts telling a
story, making excuses, etc. You respond, "Mary, I just need a number
from one to ten..."
If her results that first week are not good, it is a
definite sign. You might try another week, but if that lack of activity
continues, you'll soon realize that Mary may not be capable of becoming
a productive member of your team.
The second area you need to monitor is
productivity. The ultimate test of a quality team
is measurable progress in a reasonable amount of time. And here's one of
the skills of leadership: be up front with your team as to what you expect
them to produce. Don't let the surprises come on the last day of the month.
When you're following this three-part checklist,
your instincts obviously play a major role. And your instincts will
improve every time you go through the process. Remember, building
a good team will be one of your most challenging tasks as a
leader. And if you learn this skill
well, it will reap you multiple rewards for a long time to come.
To Your Success,
Jim Rohn
P.S.
If you're ready to increase your personal
productivity, so you
can build a BIGGER team and create a better
life, this program will teach you exactly what
to you:
Total Success Pack.
©
2008 by Jim Rohn International. All Rights
Reserved.
Jim Rohn is considered to be America's
Foremost Business Philosopher, with a career
that has spanned over 37 years and touched
the lives of over three million people
worldwide. He has been internationally
hailed over the years as one of the most
influential thinkers of our time and has
helped motivate an entire generation of
personal development trainers as well as
hundreds of executives from America's top
corporations. He's been described as
everything from a master motivator, to a
modern day Will Rogers, to a legend!
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