own strengths and weaknesses. This allows that person to figure out how best to let us work.

When you're able to identify the strengths and weaknesses of each team member you'll be able see which teaching method you'll need to teach each one. You'll also be able to see which tasks will be handled best by which members. If you assign a task to someone and they seem to

Organizations are made up of people. As an employer or networker a large part of your success hinges on the success of the organization behind you. No man is an island after all.

Building that organization can be a challenge as we tend to believe that everyone thinks like we do. The problems arise when it dawns on us that they don't. As individuals, we each have our own agendas. Our own wants, needs and desires. The big picture we carry ourselves is not the same picture the members of our organization carries.

So how do we get a team to work?

First the same principles apply if you're building a new team or taking on an exsisiting team.

The first step is to talk to your people. Let them know what you want to accomplish and the benefits of accomplishing it. In the conversation ask they feel about that, what their own wants or needs are. Then ask them what ideas they have for achieving the goals. The key to all this is to listen to what they have to say. Write it down if you have to.

This little step will allow you accomplish a number of things.

Our opinions, thoughts and ideas are important to use. We build rapport quickly with others who are open to hearing what we have to say. When others really listen with an open mind to our ideas we suddenly develop a personal stake in the outcome of the gaols.

Because we are being asked for our thoughts, ideas and opinions and we answer, our answers reveal to to the person who is asking our own strengths and weaknesses. This allows that person to figure out how best to let us work.

When you're able to identify the strengths and weaknesses of each team member you'll be able see which teaching method you'll need to teach each one. You'll also be able to see which tasks will be handled best by which members. If you assign a task to someone and they seem to

ur own agendas. Our own wants, needs and desires. The big picture we carry ourselves is not the same picture the members of our organization carries.

So how do we get a team to work?

First the same principles apply if you're building a new team or taking on an exsisiting team.

The first step is to talk to your people. Let them know what you want to accomplish and the benefits of accomplishing it. In the conversation ask they feel about that, what their own wants or needs are. Then ask them what ideas they have for achieving the goals. The key to all this is to listen to what they have to say. Write it down if you have to.

This little step will allow you accomplish a number of things.

Our opinions, thoughts and ideas are important to use. We build rapport quickly with others who are open to hearing what we have to say. When others really listen with an open mind to our ideas we suddenly develop a personal stake in the outcome of the gaols.

Because we are being asked for our thoughts, ideas and opinions and we answer, our answers reveal to to the person who is asking our own strengths and weaknesses. This allows that person to figure out how best to let us work.

When you're able to identify the strengths and weaknesses of each team member you'll be able see which teaching method you'll need to teach each one. You'll also be able to see which tasks will be handled best by which members. If you assign a task to someone and they seem to

plish and the benefits of accomplishing it. In the conversation ask they feel about that, what their own wants or needs are. Then ask them what ideas they have for achieving the goals. The key to all this is to listen to what they have to say. Write it down if you have to.

This little step will allow you accomplish a number of things.

Our opinions, thoughts and ideas are important to use. We build rapport quickly with others who are open to hearing what we have to say. When others really listen with an open mind to our ideas we suddenly develop a personal stake in the outcome of the gaols.

Because we are being asked for our thoughts, ideas and opinions and we answer, our answers reveal to to the person who is asking our own strengths and weaknesses. This allows that person to figure out how best to let us work.

When you're able to identify the strengths and weaknesses of each team member you'll be able see which teaching method you'll need to teach each one. You'll also be able to see which tasks will be handled best by which members. If you assign a task to someone and they seem to

and ideas are important to use. We build rapport quickly with others who are open to hearing what we have to say. When others really listen with an open mind to our ideas we suddenly develop a personal stake in the outcome of the gaols.

Because we are being asked for our thoughts, ideas and opinions and we answer, our answers reveal to to the person who is asking our own strengths and weaknesses. This allows that person to figure out how best to let us work.

When you're able to identify the strengths and weaknesses of each team member you'll be able see which teaching method you'll need to teach each one. You'll also be able to see which tasks will be handled best by which members. If you assign a task to someone and they seem to

own strengths and weaknesses. This allows that person to figure out how best to let us work.

When you're able to identify the strengths and weaknesses of each team member you'll be able see which teaching method you'll need to teach each one. You'll also be able to see which tasks will be handled best by which members. If you assign a task to someone and they seem to be struggling, it's possible you didn't give clear instructions. The other possibility is that you missed proper identification of their strengths. For their best interest and that of the team change what you have them doing. People will always work best and get better results when they work from a position of strength.

One more little detail that makes a huge difference in helping to build and maintain team cohesiveness. Take the time to tell them thank you on a regular basis. Everyone likes to feel appreciated and acknowledged. The results of your actions will show themselves in the results of your teams' performance.