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Many leaders believe a team is only as strong as its weakest link. Thus many organizations spend a lot of time working to attract the best talent, while performance-managing those that aren't operating at the standard they would like.

 

But building a world-class team isn't about just getting the right people on the bus. It's about making sure you have a game plan in place that makes everyone on your team operate at a higher level.

 

So if you want to build a team that consistently overflows with top performers, build a team philosophy and culture designed to enable everyone who is part of it to excel.

Via The Learning Factor

In the ideal meeting, all attendees participate, contributing diverse points of view and thinking together to reach new insights. But few meetings live up to this ideal, in large part because not everyone is able to effectively contribute. We recently asked employees at a large global bank a question: “When you have a contribution to make in a meeting, how often are you able to do so?” Only 35% said they felt able to make a contribution all the time.

There are three segments of the workforce who are routinely overlooked: introverts, remote workers, and women. As a leader, chances are you’re not actively silencing these voices — it’s more likely that hidden biases at play. Let’s look at these biases and what you can do to mitigate their influence.

Segment 1: The quiet ones

The unconscious bias: Smart people think on their feet.

What happens: A program manager calls a meeting to think through a resourcing issue. She summarizes the situation, shares results of a recent staffing analysis, and then tees up the discussion. This works great for extroverted thinkers (those that talk to think). But from the get-go, the introverted thinkers (those who think to talk) are at a disadvantage....

Via The Learning Factor

One side effect of working at top software companies is the constant threat of attrition. People are highly valued and highly compensated, but there are always companies that will pay more. Engineers are regularly contacted by headhunters and by recruiters at other top companies trying to lure them away. If successful, this pays the new company double-dividends: it increases the hiring company's staff while depleting their competitor.

Via The Learning Factor