Chester Elton

I am a hockey fan. I LOVE hockey and I really love to watch Olympic hockey.

Last week I was in Vancouver Canada for the Winter Games and I went to four events—the luge and three hockey games. My only regret is that, when we were at the luge, a spontaneous hockey game didn’t break out!

Ask any good coach and he will tell you that the key to any great team is talent…and GRINDERS! The grinders are the guys who go into the corners and get the puck out to the stars. These guys throw themselves in front of the slap shots and always get back on defense. I love these grinders because they are all about guts and perseverance. They never give up. They make good teams GREAT!

In business it is the same. Every great team has a few grinders. The ones who show up every day and put in a solid days work. They always get back to your customers and they never let you down. They are not always the stars but you would be lost without them.

To most leaders they are overlooked but the good ones treasure these team members and make sure they know that they are appreciated and valued. Lose them at your own peril, they are hard to replace. Talent is one thing but when you find a grinder who loves to do all the little things that make you great, well now your building a real winner.

So next time you watch a hockey game, pay attention when the puck goes in the corner. See who comes out with the puck and who doesn’t because the team that wins the corners usually wins the game.

Tip of the day:
Who are the grinders on your team? Make sure they know how important they are to your success.

Want to know five really effective ways to communicate with your employees? That’s the focus of this month’s newsletter. Check it out here. And if you have a great communication idea or suggestion that works for you, with us! If we publish your story, I’ll send you your very own Garrett the Carrot!

The news is less than earth-shaking, we know: How you treat employees during a down economy seriously impacts how they will treat your company when it rebounds. 
Sure, it’s not surprising, but it is something to think about, given the recent revelation by the Wall Street Journal that 40 percent of workers have strong negative feelings about their jobs.
Plan for the future today, by re-energizing your employee recognition program. You’ll be glad you did.

Do your team goals reflect the impact you have on the company as a whole, as well as the team personally? Goals should be far reaching and if they’re not, your results may be less than stellar.

In highly productive teams, everyone knows how they are connected to the larger goals of the company. Knowing this helps people feel connected and also drives home how what they do every day impacts those goals. Great managers also find a way to make team goals personal. It ties everyday effort to the organization and individual in a very powerful way. When both are in play, the engagement and results soar! Here’s an example of this in play:

I recently worked with a sales manager who has a very unique way of setting quotas for his sales people. Not only did he talk about the expected corporate goal and the individual goal for the salesperson, but he engaged each salesperson in their individual goals. The question he asked: “So, if you do all this, what is in it for you?” Great question! The conversation changes dramatically. One team member’s personal goal was a new car, an Audi TT. Another wanted to put their children in private schools. Still another wanted to put an addition onto their home and one more wanted to make enough money so that their wife could stay home and they could start a family. The best goals help you realize your dreams and aspirations along with furthering the company.

Corporate goals are great, and necessary, but which goals do you think are more personally motivating? Making the top ten or starting a family? I hope you are starting to catch the vision—when goals of the corporation align with the goals of the individual, real engagement and breakthrough results happen.

I loved it when my friend ended the conversation with, “When Henry pulled into work in his new Audi TT we were all thrilled!” That’s building a vision. That is enagement. That is team building!

Tip of the day: Find out what your people really want. Then focus on how you can align what they want with what the organization needs. Have a conversation about big dreams and life changing goals. Not only will you get more engagement, you will get to know your people better than you ever imagined.

As a team reward, take everyone to an inspirational movie (anything with Denzel might do) on a Friday afternoon and then send them home early. Throw in some popcorn and licorice.
   
Playing hooky is always easier when the boss is along for the ride.