teamwork | Amendola Communications

Everyone knows that success is not created in a vacuum. Teamwork permeates everything we do. In sports, we know the names of some standout players, but it is how they work together that delivers wins.

In public relations and marketing agencies, clients depend on team members to not only know their craft but serve as an extension of the marketing teams. How individual stars execute as part of a larger, cross-functional team is where you will really see results.

What do you need to build a great team? Some of the best groups share a few key elements.

Shared Goals

Being part of a team is entering into a relationship, so remember your parents advice find people with similar goals. Working toward the same objectives builds comradery as well as teamwork. Clearly stating those goals ensures everyone is on the same page.

Complementary Strengths

Having a group of people who are carbon copies of each other, for those of you that remember print forms, is not only boring. It stifles innovation. Remember what Winston Churchill said: “If two people agree on everything, one of them is unnecessary.”

You want people with different experiences and assets to round out your team and bring ideas that you may not have come up with on your own. Identify what characteristics are needed to succeed. Know your strengths and recruit people that have different ones. Then, offer enough autonomy to let each member’s expertise shine.

Communication

Proper communication is the backbone of every good collaboration, so it must take into account people’s personal preferences. Colleagues can each react differently to how information is presented, so it is important to understand the nuances of your team.

Proactive feedback is also important to keeping the team on track. Don’t wait until there is a problem keep responses consistent to prevent issues. The ability to brainstorm, strategize and work through challenges is the result of good team communication. There is also an added bonus created from this trust.

Transparency

This takes communication to the next level. For teamwork to thrive, each member needs to execute off of the same playbook. Ensure your PR and marketing teams are in the know about your organization functionality in development, your key drivers, business decisions motivators, and the skinny on your customers favorite features. This enables teams to proactively act in your best interest and deliver real results.

Individuals can certainly accomplish many tasks from the outside; however, it is like passing to the Patriots Rob Gronkowski the ball will be caught, but maybe not as gracefully. Expertise is not always enough. Transparency removes the handicap and creates synergies that deliver above and beyond your expectations, tapping into resources that will best guide your programs to reach your business goals.

Public relations and marketing are about building your brand in a way that supports overarching business goals creating thought leadership, increasing brand awareness, motivating behavior from select groups. Don’t get lost chasing tactics. Keep your objectives in sight and build the team that will get you there.

Want a Rockin Team?

Many think that putting together a great team means being clear about roles, setting expectations and providing appropriate incentives. While all that MBA mumbo jumbo is true, it’s not how you get teams to purr like a Lotus and move like Greased Lightning.

No, the real secret lies in the people. In the soft skills. Everything you didn’t learn in school. Never fear, your song-fueled cliff notes is here.

Recognize that each team member is different different strengths, weaknesses and motivations. Sure, you could make them play the game and perform exactly as you would in any given situation or project. If you want to see high turnover. Or just breathe and do the following

Have each team member take a talent assessment test like Myers Briggs or StrengthsFinder, and then share the results within the next group meeting. Emphasize how each talent category has its preferred style of interaction with the external and internal world. Act out scenarios. Make it real.

Don’t just rely on the test results. Listen to what each person says and how they react on a daily basis. What is their personality style? Their work style? Are they an email, phone or text person? Is it best to reach out to them in the morning or in the afternoon?
Note: Never underestimate the statement “I’m not a morning person.” Let them have their coffee IV and then pose your question or request.

Examine how each team member is motivated. Do they prefer a thank you delivered one-on-one? Or do they glow when appreciation is expressed more publicly, such as during a team or company-wide meeting? Maybe a “Well-done!” email to the appropriate email distribution list supplies the balance of recognition without the in-person spotlight.Some team members may respond best to small tokens of gratitude such as a handwritten card, a lunch with the boss or even a comp day when their performance goes above and beyond all expectations. Get to know your people and the above should come naturally.

In summary, R-e-s-p-e-c-t each team member’s distinct gifts. Encourage them to come as you are and even stir it up when needed and they’ll perform their best for you.

So let your team members know: “I want you to express yourself and if you want to sing out, sing out.”

And that’s how you build a rockin band I mean team.