Making everyone a team player

Time to pull together for best results.

In more than one way, it is time for spring cleaning. Mops and brooms aside, we need to sweep away personal tactics that make the work of others more difficult or time-consuming.

Some who do it are called tyrants. Unless you've experienced one, you may not realize who's making people grovel and beg in order to get what they need to do their work.

Their reasons for being that way can be numerous. Trying to make themselves more important is one. Carrying a grudge or having a poor relationship with another worker could be another. When it comes to finishing work that has to be passed on so a project can be completed, maybe the tyrant is a poor team member or lacks skills.

There is the story of Sam, who was in charge of office supplies. He tracked everything people took by date and type. If you wanted a new pencil, he required the stub of the old one. If you didn't show enough respect, he made you fill out a requisition and wait for supplies that were actually in stock. The supply closet was his kingdom.

Then there was the case of a salesman who had complained about the company's travel arrangements. After that, he was sometimes required to take the train when an airline would have been better. And his expense reports were subjected to more scrutiny.

Tyrannical behavior is sometimes not that obvious. To a certain degree, most of us may have been guilty of it at one time or another.

Whatever the situation, being uncooperative can be a work-stopper. Next time you're tempted, brush off your team-player image and move forward instead of balking.

Do the team stars need a director?

In every team and on every staff, there are people who need coaching. There are people who turn in a top performance every time. Do these star performers need your attention too?

Most managers would say no. They focus on those who need it more and tell the stars to keep up the good work. 

They may think their best people want to be left alone to do their work, but even the best performers want to grow and improve. They want to accomplish more. Executive coaching experts quoted in Fortune say high achievers want feedback. They want it now, and they want it straight. 

Figure out what motivates your star. It's often not a promotion or more money that they want. Stars usually like to succeed on difficult assignments. They want to finish one and get another challenging project after that. 

When they do something great, give them a verbal pat on the back right away. Be honest and specific.

Don't assume stars know what their shortcomings are or that they can figure out how to improve. It may be they miss deadlines or plunge ahead before a matter has been discussed with you. Point out these shortcomings after you give them that pat on the back. Suggest how to deal with them. 

Experts say, your focus on improving the team shouldn't be top heavy or bottom heavy. They all need you, so try to level your focus.

Promotion could mean long hours

Executive recruiters Andrea Redmond and Charles Tribbett have worked with many big-name companies to help them find the best leaders.

This is their advice for climbing to the top:

• First, consider the trade-offs. Family time suffers, hobbies are ignored, and you work on vacation. Not everyone is willing to put forth such an effort.

• Build your reputation. Avoid job hopping. They recommend staying with the same company for at least five years. It takes time to demonstrate success.

• Take an overseas assignment. Boards want global executives who can diversify the company. Get on the list for an overseas opportunity.

• Get a coach. In Business Week, Redmond and Tribbett recommend that managers with big ambitions find an executive coach, someone who can advise them on career moves and serve as a confidant once they are the bosses.

In their book, Winning (HarperCollins), Suzy and Jack Welch say being a leader changes everything. Before that, success was all about you and your contributions.

When you become a leader, success is all about growing others. It's about making people who work for you smarter, bigger, and bolder. It's about how you nurture and support your team and help its members increase their self-confidence.

You will get your recognition from above, but only in as much as your team wins. In other words, your success as a leader will come from the reflected glory of your team. It's a difficult transition.

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