One-on-one meetings are the soul of any startup. In essence, they’re a superlative form of supervisor-employee connection. And without a doubt, they are very advantageous. To list, they connect, inspire, motivate, boost communications, and enhance cooperation.
Sorting through types of entrepreneurs is not something human resources get to do. Entrepreneurs, especially founders, often are the first employee. They set the tone and the future company culture. In effect, types of entrepreneurs translate into types of companies.
At the same time, hiring based on personality type is a big deal nowadays. More and more human resources managers include some sort of personality testing into hiring. Why? Because more and more organizations want to make sure they onboard the right candidate. Personality testing seems to be a safe way to ensure employees will fit in.
Yet, oftentimes the same results don’t apply to types of entrepreneurs. In fact, it appears that entrepreneurs that “make it” constantly change the paradigm for which personality type does what. Hence, let’s cover personality types for a bit, and then go into types of entrepreneurs.
Meetings are a buzz killer. Most complaints about office work are about meetings. In fact, meetings seem to be the most dreaded office activity. Potentially, even more disliked than peer reviews and evaluations. Yet, meetings continue to be an apt and necessary way to do work. Otherwise, everyone wouldn’t be so keen on organizing them. Hence, we can only derive that there must be something about meetings that is truly valuable. It’s something that, until now at least, only meetings can provide.
Meetings have been studied, and there are countless publications discussing the matter. What’s so special about meetings? It may have to do with the information exchange. Or it may well be due to the nature of the event. The physical proximity, the sheer presence of teams in the same room. It likely has to do with an interplay of the two.
Team dynamics helps you play team roles to your advantage. By team roles, we mean Belbin’s team roles. To be sure, they are based on decades of observation. Teams observed over long periods of time in order to determine how teams work. Without a doubt, there is value in decades of insight. In light of so much research, team roles work to explain how teams work together. Being that, they provide a perspective in how to build teams. Furthermore, they can explain why things go bad with teams.
Each of us has a set of favorite roles. What’s more, we can shift from one role to another. Owing to our unique makeup and personality. Hence, getting a balanced team together is tricky. At the same time, it is easier than you’d expect. We’ve explored the general theories in the first part of this team dynamics series
Team players always focus on team efforts. And teamwork and productivity go hand in hand. When every team member does a brilliant job, the overall results will match. And it’s our job to make sure we accommodate the team.
Even romantic relationships can be difficult to find and develop. And those typically involve 2 people. Recruiting, onboarding and developing a team member can be even more difficult. Firstly, there are many more people involved. Secondly, the incentives and end goals are different. Lastly, the strategy may or may not be based on exclusivity.
Truth be told, teams go through a long and difficult process to ensure the “right fit.” And that’s why teamwork doesn’t just happen. And it’s not too much to ask for a team player to step up and meet the team level. It might sound surprising. But today being “good at teams” is still a skill.
Team productivity always boils down to team dynamics. Also, team members and their interactions matter more and more. And teams exist to synergies and cooperate. Our series explores some of the most valuable tips on how to be a better team player.
Most entrepreneurs are quick to experience fatigue. It’s only natural. There are simply so many decisions to make. Anything can go wrong, anytime. And some days are plain awful. Some days you might want to shut everything down. And move somewhere and fish for a living. Or fix fishing nets.
It is the work. Being an entrepreneur is a lot of work. And everything about that work is special. You deal with countless items every day. Product, strategy, development, marketing. New markets, optimizing. Or too much optimizing.
Productivity hacks are not a cheat. Instead, think of them as an enhancement to your productivity. A regular working experience has certain limitations. Entrepreneurship does not.
Productivity is a key issue for entrepreneurs. It has grown as an issue along with the number of startups. And the knowledge base on productivity is growing. Along with it, so is confusion. There are claims that the 6-hour workday is optimal. Others put in 60 hours of work every week and go on city breaks in weekends.
The world is crazy for enhancing productivity. Why? Maybe it’s because we’re so far from where we started. And we cannot reconcile our current success. Or maybe it is standard greed. We want more. And when you want more, you know what to do. Increase productivity. Or maybe we’re scared that in the future 80% of jobs will be lost to AI. It’s still productivity that we’ll be concerned with then.
Meetings are about to die. Particularly since collaborative work has become the staple of modern office life, they are about to die. And after they die, they will move somewhere better, virtual. Somewhere in the cloud, or in a special bundle of apps. But don’t get your hopes up high yet.
After all, there have been attempts to put new life into meetings. Some preach against inherent inefficacies. “Make meetings purposeful”, they say. Others are deluding themselves that theater methods will do. So “treat your meetings like an improv session”, they say. Seems like everyone thinks that “The Office” is a documentary. That we should all turn Michael Scott and do some improv.
Training is a key component of personnel and personal development. In some cases, it may be the reason people choose to work for your business. Trainings are crucial to the development of new teams, and the elixir for the rejuvenation of old ones. Yet, trainings should take into account the way adults learn.
