OneFoodTeam Blog

Blog posts on FSMA, Project Management, Compliance, Packaging, Processing, Reliability and more.

Building A Highly Effective Team

Having progressed through more than 30 years in professional life, there is one resounding hallmark of accomplishment that I am proud of: I have always been a member of a uniquely cohesive and productive team. These are teams that are frequently recognized by competitors as a threat, by customers as “great organizations,” and internally as a great place to work. These teams have always enjoyed results above expectation, and have been free of office politics and internal strife. I am not saying that I am singly responsible for these results but I will admit to being a careful and dedicated student of the team model. I observe and note things that work and those that do not. I am very aware of leaders throughout my career that were effective and those that struggled to gain following. It occurred to me that there might be some interest in these observations and the particular characteristics that I exhibit in my own successful team building. It is important to remember that everyone has a boss; and to be a good leader and team member you must be able to follow as well as lead. Further, it must be understood that professional life in a corporation is no different than professional life as an athlete… you have to give it your all. Bring your best and leave it all on the playing field. That is the only way you can sleep at night knowing that you deserve the respect of those who follow you.

PROFESSIONAL LIFE IS FULL OF BAD NEWS: GET USED TO IT

One mandatory trait that must be honed is the ability to receive news.

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3 Ways to be sure you are hiring a good fit

 How many hiring managers are out there thinking about adding a member to the team and have a difficult time making an offer because they are just not sure if it is a good fit? There are likely thousands of hiring managers in this predicament because this is a very difficult prospect. Some are concerned that there is repercussion if they do not hire quickly or if they turn away a “qualified candidate.” The fact of the matter is that hiring is a constant process for most of us and in order to be effective day in and out, we must be very confident that every member of the team is meant to be there and they have each been chosen to compliment an already effective team. Like so many other processes we employ in our daily lives as executive leaders of organization, hiring must be executed according to a repeatable process. Yes, I am a strong proponent of process. Method is one way of accomplishing a task, while process is a modular and editable system that drives predictable results. In order to derive confidence in a team and in your own hiring decisions, you must build it into a process that plugs into a larger organizational system. My hiring process has allowed me to build some strong teams that I am very proud of. Beyond the resume review and technical evaluation, the interview process includes three distinct analyses that I will share here. Great teams don’t just happen, they formed by stringent selection and exacting expectation.
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