Lead on Purpose

Promoting Leadership Principles in Product Management


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Practical techniques for increasing team success

Practical techniques for increasing team success

Teamwork is a key factor when it comes to creating workplace success. No doubt individuals with incredible talent can accomplish great things on their own. However, for your company to create great products and successfully complete projects, you need teams that collaborate.

Problems arise when teams aren’t committed to communicating and working together. What’s more, 86% of employees attribute major workplace failures to poor collaboration. Teams not committed to working together will never achieve the success they’re striving for. How do you get your teams collaborating?

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Employee development on purpose

 

Recently companies have raised their focus on why customer success matters and how to delight increasingly demanding customers. At its core, creating happy customers requires happy employees—the front-line people who interact continually with customers.

What are companies doing to develop their employees? Do free lunches and game rooms provide the needed motivation to keep employees excited  and customers happy? What are you doing to improve employee engagement in your organization?

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Developing high-performance product teams

It’s difficult (if not impossible) to quantify what it takes to develop a productive and successful product team. Every product is unique, and every company does things differently. From a distance it may seem that there’s no process or methodology to create a high-performing product team.

Developing great products entails teams of people working together. With the proliferation of product roles in recent years it has become more important for product teams to function well together and collaborate effectively with other teams and individuals in the organization. Increased focus on building great teams is desperately needed in today’s fast-evolving technology world, yet for too many companies it’s not a high priority.

What does it take to develop a group of disparate individuals into a high-performing product team?

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Building a Culture of Accountability

Guest post by Fred Halstead

 Accountability can be thought of as a punitive word with an implied threat-as in “I’m going to hold you accountable.” Yet, when you think about holding someone accountability, it is actually a measure of your respect for them and the high expectations you have for them.

Throughout the past 38 years, first as an executive search consultant and then as an executive coach, I had the opportunity to work with hundreds of executives. During those years, I began to see what leaders do that leads to accountable cultures. Consistently holding your people accountable is indeed a sign of respect. People who are respected, respond by respecting the person respecting them.

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Developing team member skills

As you progress on the journey of building great teams, you create the vision, build a strong foundation of trust and motivate your team to reach beyond what they thought they were capable of doing. The next step is to work with your teams to develop their ability to work more effectively and hone their skills for the markets your products serve.

Why should you focus on developing your team?

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How to effectively transition into a new role

For most organizations, individuals starting a new job have 90 days to prove themselves. What happens during this critical time can make or break your career.

Your goal is to get as rapidly as possible to the break-even point. This is the point at which you have contributed as much value to the organization as you have consumed from it. Putting together a successful strategy for getting to this point, and accelerating past it, is key to your transition.

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The impact of poor leadership in an organization

Guest post by Jen of JenLeads Blog

In business, being a leader doesn’t just fill a job title. You must have the capacity to motivate your team to enable them to deliver their tasks in a timely manner and in line with the overall goals of the company.

On the other hand, unmet targets are only the start of the problems caused by bad leaders in any organization. Today, let’s talk about the effects of poor leadership on your team.

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