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1-Page Summary of First Among Equals
Team Building
Being a leader is important. For some, it’s their first time in that position and they have to motivate others. You can’t just tell people what to do; you need to inspire them as well. In order for this to be effective, the group needs rules and standards by which everyone must abide by as well as leaders who are able to enforce those rules.
In effective groups, the members understand why they’re there and what their purpose is. They trust each other’s skills and are able to rely on them during a group activity. The members share credit, listen to each other, exchange viewpoints, respect each other’s time and help or coach one another if needed. In most cases, people who work in groups know what needs to be done; however, it’s up to managers of those employees to get them working together as a team.
The leader’s main job is to get the team members to work as a team. To do so, he or she must make sure that each person feels valued and important. One way of doing this is by treating every individual on the team differently. This means spending time with them individually and getting to know their strengths and weaknesses personally. Another way of doing this is establishing clear goals for everyone on the team, including setting up performance reviews and compensation plans based upon those goals.
A leader must earn trust from his or her team. The members of the group should know that the leader likes, respects and cares about them. A trusted advisor doesn’t yell orders at people, but helps them see what’s right for them by gently guiding them in a certain direction. Intellectual brilliance is no substitute for emotional engagement; character – honesty, integrity and dependability – can’t be taught but is critical to successful leadership.
Leading a group is like being in a relationship. Follow the rules of romance: listen, communicate, spend time together, have fun and talk through problems. Show that you care about them and want what’s best for them by doing what you say right away. Also pay attention to their needs and wants so they feel valued and appreciated. If someone is confused or uncertain about something new or frustrated with an aspect of the job, help them out with individual coaching sessions when needed.
We need to strike a balance between being too intrusive and not paying attention. We can do this by asking open questions, making sure the time is right for talking, and avoiding judgmental statements.
- Listen to what the person has to say, take notes on it, don’t interrupt them or tell them what they should do. Ask questions about how you can help and offer your help in any way possible. Don’t attack the person’s character; instead focus on their behavior and attempt to correct that behavior without attacking them as a person.
Listen to what is not being said. The speaker’s emotions and the hidden story behind his or her words should be heard through careful listening. Pay attention to the unusual, as it can help you understand what the person is feeling better. Ask questions that require more than a “yes” or “no” answer so that you can get an in-depth understanding of their point of view. Take enough notes but don’t overdo it; focus on listening instead of writing down everything that comes out of your subject’s mouth. Finally, summarize what you’ve heard and repeat back your understanding of what they’re trying to say with a few added details from your own thoughts about their message to make sure you really understood them correctly.
Predicting Behavior
People are predictable. They can be classified into four groups based on two behavioral modes: assertiveness and responsiveness. As a coach, you should know how to deal with each category of people.
