Time is money, and I want to make sure you get every bit out of this blog! So, let’s not waste time and get straight to the point: work culture is what sets the tone of your business. What kind of players do you have in your team?

Does your business have what it needs for team-building training? Did you ever try incorporating workplace counselling services in your team to yield the results you have been looking for? If you want to create future leaders, you must have Leadership Skills Training for Success.

See, you might have four types of players in your business:

Low Capability, Low Commitment (C Players)

These are the type of players who are not willing to learn or grow. They produce very low results and give low commitment. They don’t want to ace the game! If mentoring and coaching don’t work, you must fire them guilt-free, or else they will keep eating free lunches at your office.

These are the kind of people you need to avoid hardcore, and please keep your soft hearts out of this. In business, you have to be objective.

Low Capability, High Commitment (B Commitment Players)

These are those players that support you in everything. You can keep thousands of rupees with them and turn a blind eye. Still, they will show up and won’t leave. They will stay loyal to your company for a long time. How do you make the best out of them? Easy: trust and invest in their growth. Give them all possible training, and then you will realize who are the actual A+ commitment ones and who are not.

MUST WATCH

High Capability, Low Commitment (B Capable Players)

Yes, you have heard of these ones. They are like your smart students who study two days before the exam and still manage to crack 70%. They act over smart, come to work whenever they want, and play the fool all along. They talk too much, and managing these people seems hard.

Now let me show you how to deal with these people.Firstly, give them credit, and then challenge them to step up. Just don’t attack their ego; rather, keep motivating them by setting new standards. Use positive reinforcement whenever needed.

High Capability, High Commitment (A Players)

These are the cream of your organization. They are highly capable, as well as they have a high commitment towards your growth. Best of both worlds? Yes, they are. You want to keep them. But many players leave companies. Why? Because when they are undervalued and underappreciated, and you may say that you have tried to make them leaders before and they haven’t done well.

Here’s what you don’t know: They mainly know how to do work and not give work. They need to be trained on how to be a leader. Now, you might be wondering, make the low capability high commitment a skillful leader.

With this scenario, you will have to teach low-capability people how to be a highly capable person + leadership. This is important because if they manage highly capable and highly committed people, they could cause damage.

Teaching leadership skills is easy too. However, leaders need to know how to persuade the other ones. Simple but effective hacks for you or any of your leaders can use this to get the work done:

The Small Yes

When you get people to say yes to small things, they will likely say yes to bigger things too. This effective strategy helps leaders to break the ice with their juniors and build rapport. One can also gauge the efficiency of a candidate by checking out how he/she completes small tasks. And when you make them committed to small tasks, they will be much more committed to bigger tasks.

The Pygmalion Effect

There is a correlation to how we see people versus how they perform. That’s why you don’t label people with negative traits, as they will internalize it, and it will backfire on you. A study found out that when students were labeled as high achievers, they performed like high-achieving students, even though they initially weren’t top-performing students. People want to live up to the image you have of them in your head especially if it is a positive one .

Empty Calorie Time

Some leaders unnecessarily waste their time on empty calorie tasks, such as unnecessary meetings, checking emails excessively, or social media scrolling. The difference between successful leaders and ordinary leaders is they prioritize tasks well. Successful leaders remove such empty calorie tasks from their work, which is how they make things work for themselves.

Productivity and busyness are two seperate things. Successful leaders audit their time and eliminate tasks that do not contribute to their goals. Being busy is not the same as being productive. That’s why prioritization is key. This is, in fact, one of the strongest factors of how I am able to manage three businesses + life coaching + family and me time.

Checkout: Achieve Business Growth: Essential Strategies to Grow Your Small Business

Ask Behavioral Questions

When hiring or evaluating, asking behavioral questions contributes more significantly to future success. Past is the best predictor of future successes. Hence, while asking questions, one should keep in mind: Instead of “What would you do if…,” reframe it as “Did you ever…” or Tell me instances where you have shown….This helps you and your leaders to find the right candidates that you are looking for

Invest in Communication Skills

The most influential leaders are the greatest communicators. They practice speaking in a manner which is clear and doesn’t sound offensive, but focus on the feedback! They are famous for persuasive techniques. Studies have also shown that because of their strong communication, it inadvertently affects the sales of the company. Communication is more than a skill; it’s a superpower in leadership.

There are so many other skills one can hone through leadership and create leaders that build a legacy. That’s how I, Ritu Singal, offer team-building and leadership programs which have successfully yielded results for many companies. To know more, you can check my website.