In last week’s installment, we discussed a couple of key benefits of TM Solutions’ Mobile Manager for organizations, becoming an employer of choice and driving employee engagement and accountability. This week, we’ll discuss how the Mobile Manager aids organizations in building high-performance teams and strengthening leadership teams.
Building high-performance teams is critical to today’s challenging business environment. Businesses achieving the highest level of market success are doing so with more horizontal, team-focused environments, versus the old model of vertical management.
Companies need high-performing teams in every aspect of their businesses. While many companies were early to embrace the team concept in sales via producer-manager roles, many still have not embraced the team concept in totality. Product development teams have the ability to exponentially achieve greater innovation than siloed gurus, and operational teams have the ability to tackle problems at any scope. It’s been proven, time and again, that corporate executive teams out-perform companies full of yes-men and women moving orders from the top down the management chain. What works for the military, in this case, doesn’t necessarily translate into the business world.
Key to the team-building concept is the breakthrough innovation of the Peer Card, one of the main drivers of the Mobile Manager. While many companies try to paint full pictures of their employees to promote management’s understanding, few have embraced the revolutionary concept of peer-to-peer engagement embodied in the Peer Card.
With the Peer Card, employees see the strengths and development areas of the people with whom they must execute their respective business plans each and every day. With an engaged and accountable group of people, the Peer Card is an incredible driver of success. Each employee knows how the other is motivated, approaches problems, tends to work within a group, and other key values and interests that drive individual measures of success and worth.
In today’s business environment, companies can see real return-on-investment not only in individual talent management, but also in strengthening leadership teams. Forty-one (41) per cent of a company’s profitability—managing revenues, expenses, and efficiency—comes from its frontline leaders. So how do companies tackle strengthening leadership teams?
Many companies have embraced educational opportunities for their leaders, such as offering executive management training in-house or through a third party and they have done so with varying levels of success. While these offerings seem like a great fit, companies often find their leaders fleeing for greener pastures because of a built-in recipe for failure—placing leadership engagement in the hands of a corporate or outside entity.
This isn’t to say that paying for your employees to obtain executive education is a bad concept; to the contrary, these can be very successful strategies to build leaders in the company. What’s neglected in this strategy can be addressed in the same manner that companies utilize the Mobile Manager with employees within high-performing teams.
What strengthens leadership is the actual practice of leading. Too many managers are left to simply “manage to the numbers” or to existing performance management templates. The Mobile Manager turns this old concept on its head by immersing managers in the practice of leading.
The Mobile Manager dictates a systematic approach, so that managers can be a part of their teams’ performance, within sales campaigns, innovation initiatives, and problem-solving for internal needs or for customers. Talent Cards help them with managing their direct reports, while Peer Cards assist them with understanding and strengthening their relationships with other leaders in the company. Ongoing training and education never leaves managers waiting for that next course of action in their own development.