The Law of Mount Everest

You may not imagine yourself climbing to the peak of Mount Everest, but I’m sure you have a desire to reach some goal with your Minneapolis business. I write that with certainty because in every person’s heart there is a desire – even in the heart of someone who hasn’t decided what theirs is yet. And if you have a goal, you’ll need a team to realize it, even if it’s through business coaching and training.

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How do you set about organizing a team to achieve your goal? The best way to start is to ask yourself three questions from our business coaches.

What is My Goal?

It begins with this query, because your response uncovers what could be. Says Tony Robbins, “Setting goals is the first step in turning the invisible into the visible.”

What resides in your heart? What do you perceive as an option during your existence? What would you love to bring about during your lifetime? You need a goal to tell you the possibilities.

As an unknown poet wrote:

“It’s impossible,” said pride.
”It’s risky,” said experience.
”It’s pointless,” said reason.
”Give it a try,” whispered the heart.

If you want to do something extraordinary, you must have an extraordinary goal. But a goal is not the only thing you need. You need a team to reach that goal.

Who is on My Team?

This question shows you what is. It assesses your existing circumstances. Your prospects are only equal to your existing team. So, you must size up who you have enlisted on your expedition. Will they help you reach your goal?

Who Should My Ultimate Team Be Made of?

The fact is that your team must be as large as your goal. To achieve a big goal, you need a big team. If you want to climb Mount Everest, you need a team worthy of that climb. It’s more sound to have a strong team with a scrawny goal than a scrawny team with a strong goal.

Concentrate on the Team More Than the Goal

The fact is that if you put together a great team, the goal will be assured. To that end, what kind of challenges your goal has determines what kind of team you need to put together. Think over these examples:

If you want to accomplish your goal – not just dream of it – then choose a team. But as you do so, be certain your intentions are solid. Some people surround themselves with a team only to help themselves. Others do it because they like team involvement and want to build cooperative spirit. Still others do it because they desire to construct an organization. The reality about these motives is that if you’re inspired by all of them, then your wish to build a team most likely comes from desiring to increase value to all the team. But if you want to construct the team only for one of these motives, you possibly need to re-examine your intentions.

How to Develop a Team

If your team isn’t your dream team, then you have two choices: give up your goal or develop your team. Developing a team has four parts.

Grow Team Members

The first action to take when a team isn’t living up to its capabilities is to assist each team member to grow. If you are the leader, then one of your biggest assignments is to see the possibilities that team members don’t see in themselves and extract it. When you are doing this, you are fulfilling your position as leader.

Think about the members of your team, and decide what they need according to the following groupings.

  • Eager beginner – needs guidance

  • Disheartened learner – needs coaching

  • Guarded completer – needs encouragement

  • Independent achiever – needs responsibilities

It is important to give the people who are already on your team a chance to flourish.

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Supplement Your Team

Sometimes, even if you foster development in every person on your team, and all of them develop as best they can, you may discover that your team still needs additional talent to reach the goal. That’s when it’s appropriate to draft that talent. Sometimes all the team needs is one crucial person with talent in a key field to make the difference in reaching the goal.

Replace the Leadership

Assorted team tasks necessitate various types of leadership. If a team has the correct talent, but still isn’t reaching the target, perhaps the best decision is to ask a person from the team, who has so far been a follower, to move into a leadership position. That change may only be for a short time or it may be for longer.

The task of the moment usually decides the leader for that task. Why? Because every team member has strong points and weak points that show themselves.

If your team is confronting a large task, and doesn’t seem to be making any headway, then it may possibly be time to switch leaders. There may be a team member more adept at leading during this interval.

Subtract Unproductive Members

Sometimes a team member can make a successful team an unsuccessful one through incompetence or a bad attitude. In that case, the leader must think of the team first and make a change in personnel. Developing a team is challenging and time intensive. But if you want to reach your goal, that’s what you need to do. If the goal is big, you need a big team.

Be a Better Team Member

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What is your usual first response when a goal becomes more difficult to attain? Do you take off to think by yourself? Do you try to work out a solution on your own? Do you remove yourself from the presence of others to avoid the stress? Or do you gather up your teammates and solve the problem together? 

If you don’t already connect with your teammates, get in the habit of it. You need the team to win a big goal.

Be a Better Team Leader

What changes do you need to make to create the team of your dreams? Keep in mind, this team will reach your goal. Do you need to devote more energy to developing your team members? Do you need to supplement your team with a crucial person or persons? Or do you need to change out the leadership? And remember, you need to grow, too.

If you’re ready to take the next step in developing your leadership skills and your team’s effectiveness, then we’re ready to help.