Success for Our Team


Congratulations & Thank You Messages For Team Members

Success for Our Team

Congratulations and thank you messages for team members for hard work, dedication and success. An organization’s success is fulfilled by the support of all team members not only by the boss or individuals because it takes a combined effort to meet the goal and reach the top.

No obstacles can stop the effort of a well-combined team. When your team contribute so hard and bring the success for all then each member and whole team deserve warmth congratulations and billions of thanks.

Here we make a way to congratulate and thanks to your team by sharing best congratulations and thank you messages for the team and team members. Surely these thank you messages for a team will be fit to give thanks whole team and individual team member.

Scroll down to get the best wording to congratulate your team for the success and increase their effort.

Best Thank You Messages For Team Members

Congratulations to you for all the hard works & positive thinking. You took the meaning of teamwork to a whole new level. Thank you all!

You made me believe once again that hard work & coordination can accomplish anything. I’m really proud to be part of this team. Congratulations!

This project would never be complete with a bunch of highly talented & inspiring team members you. My heartiest thanks to each one of you for your unparallel contributions!

Dreaming big becomes an addiction when there is a team of highly motivated members is there to achieve it. Its always been an honor working with you! thank you!

I asked for commitment, you gave me dedication. I asked for obedience, you gave me authority. I asked for cooperation, you gave me support. Thanks for everything, team.

I really appreciate the effort you have put in on your team’s current project. I know you have been putting in a lot of extra time, and the results are paying off. I’m so happy to see your hard work resulting in such success! Thanks!

You have shown us the meaning of team spirit through your cooperation and gameplay. Thank you for being part of our team.

Heartiest congratulations to the team of Future projects. I extend thankful wishes and wish the team best of luck for the future assignments to come. Your effort is gladly appreciated and rewarded.

The secret in winning as a team is a cooperation, coordination and hard work. Since these traits are seen in each and every member, there is no doubt that our team has reached another great level of success. Congrats to all of you!

You guys have once again proved that a company’s success is a joint effort by a good team and not just a good leader. Thanks, each and every one of you for your hard work.

We dreamed, we practiced, and we won! Thank you for being your toughness and perseverance that helped us achieve this victory.

My words can never be enough to praise your actions because your work always meets my expectations. Thank you to all my team members.

In every work season there are high times and low times. Thank you for sticking with the team in victory and in defeat. You are a true team member.

Explore More : 100 Best Thank You Messages

A team is a stack of cards which collapses when one becomes weak. Thank you to each and every member for holding up all this while.

To my team, I appreciate your group effort in delivering the project on time and bringing us laurels. I am much happy with the teamwork and send gifts to show my appreciations for you all.

Interns admire you, your colleagues respect you and your boss trusts you – thank you for being a great role model for everyone around the great team.

There is no other greater source of inspiration and motivation than to walk into work every morning and be greeted by smiles of friendly and supportive team members you. Thanks.

Thanks for being a team leader who is as hungry for challenges and excellence as much as for recognition and promotions. Keep the top position of your team!

Your enthusiasm is a personality trait that cannot be learned and a skill which cannot be taught. Thank you for being the life of the great team.

Thank you, ________ for selflessly committing your time and effort to hard work and give your best every single day, for challenging the toughest competitor teams in our business community, and for making it to the top. I am proud of you!

A team’s job is to work a well-oiled machine. Thanks for doing just that.

You are doing a great job contributing your talents and skills to the team. I’m looking forward to seeing the direction in which you are going to take your upcoming projects. Well done and Thanks!

Thank you for showing us our potential to be great. Thank you for your effort and for continuously believing in us as a good team. You are the best team member ever!

Congratulatory Wordings & Thank you Messages For Team

Success is sweet. But it’s sweeter when its achieved thorough co-ordination, cooperation & collaboration. Thank you to all of you for delivering such great teamwork.

I don’t know the right words to say thank you, but I do know the right reward for you guys. Brace yourself tight because a big bonus is coming to sweep you away!

I had always believed in you guys and you never disappointed me. Thank you again for accomplishing another project successfully. You are the best team members ever!

From the start to end, you showed great teamwork for this project. It was a nice time working with you. I wish to be working with you once again in the near future. Thank You!

You May : Appreciation Messages For Good Work

The biggest assets of this company are sitting on their desks, not in its accounts. Thanks team.

To each and every member of this team, I thank you all for taking up the challenge to compete despite all the odds. We have proven to the world that we are truly a tough team to beat when we brought home this success!

Even failure can’t be disappointing when it has to be shared with hard working team members you. Thanks for giving it your best shot.

The world of business survives less on leadership skills and more on the commitment and dedication of passionate team member you. Thank you for your hard work.

If we didn’t work together a swarm of bees, we would have never achieved success as sweet as honey. Thanks for an excellent job team.

Congratulations Team! Your sincere efforts and hard work are indeed highly appreciated. You should be proud of yourselves. Congratulations to all! Keep up the good work guys!

When it comes to you guys, the word TEAM is actually the acronym for Terrific Enthusiastic Ambitious and Motivating. Thanks for being the best TEAM ever.

You hard work as a team was really fruitful. Congratulations on your success! Keep it up!

Check This : Good Luck Messages

The everyday work life of most other teams is rules, procedures and instructions. Ours is trust, cooperation and support. Thanks for being such a wonderful team.

A team success mainly depends on the perseverance of each member. Congratulations on a job well done! We are so proud of all of you. Congratulations on your success.

May we always be marching ants carrying one grain of sugar at a time – falling again and again but never giving up until we reach the top. Good job team, thank you.

The wiki page on Teamwork should simply have your pictures because you all are an exemplary team. Thanks for everything.

Congratulations to each member of the team for the fantastic results. We are really happy with the huge success. Well done each of you!

Our competitors had everything it could possibly take to clinch the deal – except a dream team you guys. Thank you for pulling us through.

The project turned out to be a great success because of your teamwork. Congrats to each member of the team for an excellent performance.

Congratulations! Working hard together as a team with one vision truly wins in the end. Excellent work guys! Your hard work has truly paid off.

Also Read : Congratulation Messages For Promotion

A great team is a parachute that you can use when you are about to hit rock bottom. Thanks for being my parachute.

To the members of my team, Congratulations because once again you have proven the power of our team. As your leader, I truly appreciate your group effort in completing the project on time. Congratulations to all!

Hope you find the best thank you messages for team to congratulate them for the success which they brought to you and your organization, wish your team best of luck, thank you!

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14 Sales Kickoff Best Practices for your Sales Team Success

Success for Our Team

Your sales kickoff is one of your most important initiatives, with the potential to motivate your reps to achieve phenomenal success this year.

How do you inspire, educate, motivate and celebrate your sales team in a way that helps them not only achieve but exceed their revenue targets for the year? Some of the most successful minds in the business share their secrets to a successful sales kickoff.

1. Align sales kickoff content with company goals

To achieve your revenue targets, your sales team needs to align with the overall goals of your organization.

A great way to do this according to Cara Hogan of Insight Squared is by the Executive level talking about business strategy, “This kind of open and transparent discussion of company strategy helps the sales team see the bigger picture so they understand that they’re working toward a larger goal.”

Going further, Joe Wilburn, Director of Sales for Brooks Group says, “People need a purpose (other than just commission), so each and every member of your team should know exactly how their work positively contributes to the company’s mission.

Aligning individual efforts with your organization’s purpose will keep everyone motivated to hit their own goals throughout the year—doing their part to add to the success of the team.

Lay out the strategy and exactly how each player will be expected to contribute so your salespeople can clearly see where the company is going and their role within it.”

2. Choose a theme for your event

Choosing a theme will help set the tone and agenda for your sales kickoff. Tom Snyder, Co-Founder and Managing Partner of VorsightBP says, “Too often we see sales kickoffs without a theme or with a theme that is lackluster. If success [to you]  is about motivation then you want a theme that you will recognize as motivating.” 

3. Set the agenda carefully

After the theme, comes an agenda that must meet your objectives. But as David Freeman, VP Corporate Sales of Nutanix points out, what you put into the agenda is just as important as what you leave out, “We have a lot of execs who want to talk about their area. We have to limit the airtime for people who just want to get up there.

We have to focus on what the participants need for this session in a face to face session. We may give them another opportunity to address the team, but we’re not giving people airtime just because they ask for it. We also don’t do topics that can be covered by webinars anymore.

If it’s just updated on product releases or informative one-way sessions, we’ll schedule webinars or other sessions.”   

Mohit Garg, Co-Founder and CRO of MindTickle suggest, “Before you settle on an agenda, talk to your reps and crowdsource ideas, obtain feedback, and help direct the sessions. Their suggestions, as well as some quick quizzes, may help you highlight knowledge gaps that you can focus on, rather than guessing what the reps need.” 

It’s also important to ensure that the agenda remains flexible. Freeman comments, “It can’t be one size fits all. Let people choose their own adventure. It’s important to let people figure out what they need at this point in their career, their role, their tenure, their specialization. Allow them to develop the skills they need.”

4. Set pre-work

Your sales kickoff is an integral part of your annual sales calendar, so it’s only reasonable to expect your reps to prepare for the big event.

As Art Sobczak, Author of ‘Smart Calling’ notes “Just a comedian has a warm-up act, so too should you, in order for the sales pros to be excited and prepped when they arrive.

Assign pre-work, have speakers do videos or webinars “teasing” the material, or even short sessions on the content to be covered.” 

5. Create an atmosphere of healthy competition

As part of the pre-work, you can get the reps motivated with a little healthy competition.

Mohit Garg suggests, “Have your reps do a pitch competition or complete bite-sized quizzes at the end of every day, and host a leaderboard so each rep can see how they compare against their peers.

The competition can continue throughout the kickoff and culminate in an award at the recognition night. Gamified techniques leaderboards are a great way to create a bit of healthy competition and get everyone excited, before, during and even after the event.” 

6. Provide time for interaction and cross-pollination

Whether it’s a casual dinner or more formal roundtables, providing time for people from different business units to interact and share ideas will be invaluable as the year progresses.

David Freeman suggests, “Create opportunities for interaction between execs and reps, reps and reps, engineers and reps. We’ve forced this into our kickoffs sessions that force these. Panels with execs with Q&A, roundtables with salespeople, breakouts with engineers and reps.

And time at the bar is just as important as the time in the session. Need to give people time to unwind, have fun, share war stories.” 

7. Share success stories

One of the best ways for salespeople to learn how to close a deal is by hearing success stories straight from the horse’s mouth. Steve W.

Martin, Author of the ‘Heavy Hitter’ series makes some suggestions on how to present these to the team, “I would recommend that you have your top salespeople be interviewed in a talk show program format by a moderator who has an extensive sales background.

I have found these types of panels are the most effective way to relay both the tangible and intangible aspects of winning to the rest of the team.”  Mohit Garg adds, “I recommend recording these interviews and making them accessible in an online content library so reps can refer back to them whenever they need to.”

8. Include a variety of sessions

There’s nothing worse than sitting in one powerpoint presentation after another. To keep people engaged Steve W. Martin suggests, “Break the session into chunks of time no longer than sixty minutes.

Also, break up heavy technical chunks with lighter topics, completely different subject matter, or audience participation activities. This way, the attendees will remain mentally fresh and have higher retention.

9. Don’t forget your customers

When planning the agenda, it’s important to ensure that your customer’s voice is heard. Joshua Meeks, Revenue Growth Consultant suggests conducting customer research, “Conduct at least 5 win and 5 loss interviews.

During the interviews ask the customer about the process they went through to come to their decision.

Why did they choose to do nothing, go with the competition or select us? What was their opinion of us? It is important to ensure the content covered and the skills developed are in sync with buyer needs.” 

Steve W. Martin also suggests using customer interviews to understand the decision-making process of your customers, “it provides a true snapshot of the competition’s strengths and weaknesses according to the person who matters most—the prospective customer.” 

10. Celebrate and recognize your top players

“Recognition is critical,” states David Freeman. “Make sure you’re recognizing the top people. One because they deserve recognition and need to be acknowledged, but also it’s great for everyone who’s new or not so successful to see the celebration of those people and give them something to shoot for in the coming year.” 

“If you’re giving awards for specific achievements make sure you capture on video a clip of the rep talking about how they achieved their accomplishment. This can be used later as sound-bites or in the online content library,” recommend Mohit Garg.

11. Reinforce concepts

Lori Richardson of Score More Sales suggests reinforcing some of the key concepts during the event, “Games Jeopardy are great because they can reinforce ideas for the upcoming year while also being fun and they get everyone involved.”

But once the kickoff ends, the hard work really begins. The team at Selling Power recommends, “Whenever you send an email, start a meeting, or get the team on a conference call, take a minute to highlight a recent story that illustrates the messaging from your sales kickoff – and make an explicit connection between the two.”

Mohit Garg also suggests leveraging the content from the kickoff, “Weave sound-bites from the kickoff into follow up sessions to make sure the messages stay with the team and build a cadence for reinforcement that continues throughout the year.” 

12. Pay attention to the details

While it may seem more administration, David Freeman notes, “The location matters – you want people to have fun and socialize. You get more people engaged that way and more motivated when out in the field. Put in extra attention to make sure people are happy with the food. It might seem small but it can increase morale significantly.”

13. Request and act on feedback

We’re all used to filling out forms at the end of a sales kickoff, but there’s more to gain by checking the pulse of the event while it’s still going on.

Mohit Garg suggests, “Take a quick poll at the end of each session to find out what’s resonating and get some real-time feedback that you can act on immediately.

It’s energizing when people can see that they’re being listened to and taken seriously.”

14. Evaluate the event

Once it’s all done and dusted, it’s important to make sure the kickoff achieved your objectives. Joshua Meeks recommends, “To ensure proper adoption of content and sales skills, survey the sales force.

Ascertain if knowledge gaps have been closed and skill sets improve. The best time to survey the field is one month after sales kickoff.

If sales reps aren’t using the new content and skills after a month, they never will.”

Mohit Garg also suggests, “You can track who is engaged with the content long after the event by using technology. If materials are accessible online, some platforms allow you to track who has accessed it and how frequently. This is a good indicator of engagement and can indicate adoption of the materials.” 

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Why Your Team Success Is Our Business

Success for Our Team

In April of 2013 we officially launched the 15Five blog with a post simply titled, “Start With Why”. Back then our WHY was to help individuals and organizations reach their highest potential. But something vital was not being expressed – the human element, the relationship between managers and employees.

Today our WHY is to create the space for people to be their greatest selves. That space may look and feel different in every company, but it is always created by leadership communicating regularly with employees and supporting their teams in being successful.

We offer this blog as a resource for successful people who desire continued personal and professional growth. The content posted here will help you answer these 2 questions: What does Team Success look at my company? How can I create the space for myself and others to step into greatness?

The Vision

My personal WHY is to create a world where work is a place that supports people in stepping into their greatness, what Abraham Maslow called self-actualization. Many prosperous businesses LinkedIn, and O.C. Tanner have adopted a similar frame and are far more successful than they would be otherwise.

We are already experiencing the early stages of this shift all over the business world. Managers are no longer seeing people as fixed, replaceable assets or resources (industrial revolution thinking that is still widely persisting today). Instead they are seeing people as whole human beings with virtually unlimited potential.

I’m not being overly-optimistic about this. There is actual scientific evidence to support the fact that the brain is adaptable, even in adulthood:

Ideally more and more people will come to understand that managers can help create healthy new pathways for others in terms of their emotional physical, mental, and spiritual experiences.

That may seem it’s above and beyond, but in reality this shift is good for people and good for business. When people feel supported in living great lives (not just great work lives), they bring that energy back to work.

That energy translates into more innovation, increased revenue, and enduring high-performance cultures.

Stay Curious

To know how to support the success of each individual employee, managers must have key conversations with their employees on a regular basis.

From the employee perspective, questions provide an opportunity to self-reflect weekly on successes and challenges.

They can stay focused on key objectives, plan their week, get regular feedback on their own performance, and voice issues and obstacles.

When managers ask pointed questions, they quickly uncover challenges and risks. They can either jump in heavily with help or give a light touch so that employees can get the job done, while still pushing their edges and evolving in their roles. People need to have just enough challenge to not be bored but not so much that they are overly-stressed and frustrated.

The greatest managers become mentors who are supportive of employee growth and facilitate improved performance over time.  Through the regular recurring process of asking questions and providing feedback and support, trust and relationships deepen — the foundation of any high performing team.

Creating Space

In an oppressive workplace environment everyone suffers. Micromanagement, abusive language, threats of termination, and overwork all take their toll on people. The best of them will probably look for jobs elsewhere, and everyone who remains will give just enough effort so that their manager will leave them alone. Who wants that?

In safe work-spaces everything is different. Employees share more than just what they are working on, they discuss their personal goals and issues from the outside that may be impacting performance.

While we can’t turn a closed-minded organization into an open, results driven culture, we do aspire to help organizations work their way towards a healthier, more open and ultimately more productive culture.

We fully support managers in learning new ways to inspire greatness in their employees through their own self-reflection, and through a commitment to learning ways to mentor and call forth the best in others.

Defining Team Success

Success looks different to every team and every organization but we believe that the true path to success is to support people in thriving at work, living great lives, and stepping into better versions of themselves. If you have great people and support them in learning & growth, you’ll have a better chance of succeeding.

We are committed to your success and offer this blog as a resource to help you achieve it:

– “How To” posts that profile the success stories of the most innovative and fastest growing companies.

– Interviews and guest posts from thought leaders, business experts, and successful entrepreneurs.

– New feature spotlights of our product. Using the power of inquiry and questions in new ways to build trusted relationships between peers and managers/employees.

– A look inside the 15Five culture. What works for us and what didn’t, and insights on how we create the space for our team to thrive.

These posts will often be accompanied by the latest research regarding communication rhythms, goal setting and tracking, accountability, organizational health, and mindfulness so that you can create and maintain teams and businesses that thrive.

Never miss out on valuable content for your business. If you haven’t subscribed, be sure to do so now. We would love to grow our community of fully actualized professionals who desire to create extraordinary value for their employees and customers, and work alongside a vibrant and lit up group of colleagues who are committed to doing great work and living great lives.

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What Our Customer Success Team Taught Us About Referral Marketing

Success for Our Team

We find it fascinating when a company pivot in one business area causes fortuitous side effects in other departments. In this case, our customer support team changed their approach in order to offer enhanced customer services, and our marketing team saw remarkable, unanticipated effects reflected in our marketing data. Here’s the story.

Moving from Customer Support to Customer Success

During the early stages of Bizible, as deals were consistently closing, all seemed well in the land of sales. After their product demo, system installation, and onboarding process was complete, customers seemed satisfied. However, while our sales team was paying attention to our current pipeline of leads and opportunities, we also needed to support our current customers.

But we had a problem. Our customer support team… was also our sales team. We were pulled in two directions, unable to fulfill either one of these roles proficiently.

At the end of the day, we realized that we weren’t dedicating enough resources to be able to serve our current clients well and move them along in their understanding of Bizible’s role in their marketing. This was very concerning.

As we sought out a solution, we began to design a new division within Bizible. It wasn’t long before we concluded that merely solving technical issues wasn’t the only service we wanted to provide.

We actually didn’t need a ‘support’ team. Instead, we needed a team that would identify with the customer’s marketing goals and help them achieve those objectives.

So, we formed our Customer Success Team.

The Customer’s KPI Became Our Success Metric

All of our customers have Key Performance Indicators (KPIs) that they measure, along with goals for each of those metrics.

Whether it’s increasing sales revenue, decreasing cost-per-acquisition, raising marketing ROI, or reducing wasted ad spends, they all have finish lines that they’re trying to cross.

And when a customer chooses Bizible as a way to achieve those goals, our Customer Success Team rallies around them.

We knew that our customers didn’t just deserve to be satisfied, but they deserved to be successful. Our customer’s goals became our goals, and their KPIs now mattered to us as much as they mattered to them.

The 5 Specific Goals of Our Customer Success Team:

1. Availability – We didn’t want to be a faceless organization in the eyes of our clients. Instead, our Customer Success team is available to every customer, able to answer any questions or help with any problems from day one.

2. Education – There is a dedicated Customer Success Manager (CSM) that runs right alongside new customers, making sure that they understand the features, reports, and system functions of the Bizible app. 

3. Support – Troubleshooting, problem solving, and technical assistance is one of our highest priorities as well. We never want difficulties with our system to throw a monkey wrench into our customer’s marketing success.

4. Communication – We don’t just wait for our customers to reach out to us. Our team takes an interest in reaching out to them. Our customers can expect regular communication from their CSM, who is ready and willing to talk about marketing strategy, reporting and even to chat for a minute.

5. Sophistication – As we continue to work with our customers, they eventually become experts themselves. They dive deeper into the data, and they begin analyzing the metrics on a more granular level.

Instead of simply understanding the data that Bizible provides, they start exploring that data to create informed and effective marketing campaigns.

Bizible becomes a tool in their belt as they become more successful at developing their craft.

As we pursued these goals, we began to see incredible feedback from our customers. Our focus on facilitating their success was apparent to them, and we started to see a consequent impact at a marketing level. All marketers know that word-of-mouth marketing and social proof evidence have an impact on referrals, but we started to see those principles come to fruition.

Lincoln Murphy (@lincolnmurphy), a marketer who writes extensively on the topic of customer success, explains it this way in his article Customer Success: The Definitive Guide saying,

“Having worked with over 300 SaaS companies – as well as Enterprise Software vendors migrating to SaaS – I can say without a doubt that Customer Success must be a fully-integrated, tightly-coupled component of a complete SaaS Business Architecture… You make sure your customers are successful and they’ll make sure you’re successful.”

Resulting Impact on a Marketing Level

Not long after our Customer Success Team began their work, we began to see a consistent uptick in referrals. Let’s take a look at the chart below.

While this graph doesn’t depict specific numbers, it does show the ratio of increase. The specific number of referrals in the fourth quarter of 2014 corresponds to the number 1 on the line graph. The figure ‘x2’ means that the number of referrals doubled, ‘x3’ means the number of referrals tripled, and so on from there.

After our Customer Success Team began, we saw our ‘opportunities from referrals’ metric more than quadruple in the first quarter of 2015. While we had always focused on helping our customers, it was apparent that they really appreciated the vested effort from our Customer Success Team to ensure that they were well equipped with everything they needed and more.

What We Learned about Word-Of-Mouth Marketing

While we understood in principle the impact that strong WOM marketing could have, we were able to see this firsthand through the data. When customers have an exceptional onboarding (and ongoing) experience with a SaaS company, they’re far more ly to recommend and promote that company’s services on their own time.

We also learned that marketing is really a full-company undertaking.

Yes, the marketing team writes content, publishes posts, creates ads, and coordinates events, but every single employee, regardless of which team they belong to, is a vital cog in the marketing wheel.

Although their mission is specifically to help our customers be as successful as possible, our customer success team incidentally supported the company’s marketing goals. 

Our success team was immensely encouraged, our marketing team was very impressed, and our sales team was ramped and ready to connect with these new referrals.

When it comes down to it, everyone sells, everyone markets, and everyone serves customers. There is meaningful overlap in the services rendered by each team.

Yes, we all specialize for the sake of efficiency, but we see blurred lines between departments all the time and for very good reasons. It keeps our company mission holistic.

 For us, the key is to be communally focused on the same goal – serving those people who choose to partner with us to make marketing more effective.

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Making Company Training Interactive: Story of Our Customer Success Day

Success for Our Team

Companies care about training. And so do we. According to ASTD, organizations spend more than $156 billion on training in the US alone. With so much effort devoted to training, the big question is: Does anyone really learn?

The research results are quite daunting. Only 12% of learners say they apply the skills from the training they receive to their job.

At Slido, we’ve witnessed time and again the impact that a well-thought-out meeting design has on the learning outcome.

So we couldn’t organize our first Success Day – an internal one-day conference for our Success Team – without thinking about the meeting format holistically. To us, it was an important event. In other words, it was summer training before a new soccer season.

For those of you who look for instant advice, here are the main learnings that we will discuss in this article.

Summary of the key elements of the meeting design:

  • use live polls instead of/to complement the slides to trigger a discussion
  • implement short, digestible sessions with changing dynamics (PechaKucha)
  • let people drive the session with their questions (panel discussion)
  • take advantage of the knowledge in the room (World Café)
  • work with feedback to evaluate what went well and what needs to improve

Meeting design

The overarching goal of our Success Day was to share the business and meeting design expertise that we collected during the previous season with our Customer Success Team. Ultimately, we aimed to:

Goal 1. Share the knowledge from the regions with our colleagues at HQ.
Goal 2. Create a space to exchange the best business practices with one another.

To fulfill these goals, we identified three different topics that we had to cover. To optimize the content delivery, we opted for three different session formats and added a complementary World Cafe session at the end.

Now, let’s take a look at the actual sessions.

Opening & Icebreaker

To kick things off, the Success Day facilitator, Juraj, prepared an icebreaker to reveal the main challenges that the team is struggling with.

He proposed a snowball fight – in the middle of summer!

We handed out pens and paper and asked the team members to write down their personal challenges.

Chaos and laughter ensued as the papers were crumpled into balls and thrown around the room. Then we grabbed some of the snowballs and read out some of the anonymous notes.

It was a not self-serving exercise. The aim was to get people to reflect on the hurdles they encounter in their daily work and encourage them to look for the right answers.

“It was reassuring to hear my colleagues are facing the same challenges as me,” noted one of our Helpline champions.

Inspiration for your training:

Adults are in charge of their own learning. To make training effective, Malcolm S. Knowles recommends leveraging the internal motivation or highlighting the challenges that people are facing.

There are several ways to do it, such as the snowball fight above or traditional sticky notes, or if you’re using Slido:

  1. Create a separate room in your Slido event where people can submit their challenges
  2. To get a list with the most burning ones, encourage the team to upvote the submissions
  3. As a facilitator, refer back to them throughout the training to track the progress

Replace slides with live polls

Then, we moved to the core part. Juraj invited our UK Key Account Manager, Abi, to co-lead the first session with him. They wanted to cover the most important points on What it takes to roll out Slido at (bigger) events, but decided to do it non-traditionally.

Instead of slides, they exclusively used live polls. This way, they were able to evaluate the experience level and opinion of the audience immediately and create room for discussion.

The session generated a lot of discussion with the audience, which was exactly what we wanted! But we also learned a lesson there.

As the conversation continued, the focus wandered and we marched through the session without clearly stating the right answers. The lesson for our next training is to include some summary slides at the end to ensure nobody forgets/misses the most important points.

Quick presentations in PechaKucha style

Working with such a diverse range of clients who all have distinct needs means we get the chance to collect some amazing stories.

With everyone together, it was the perfect opportunity to share some of the top use cases and enlarge the knowledge arsenal of our customer success team.

We used PechaKucha principles for this session.

Each presenter had three minutes to share the selected client’s story in terms of goal, method and result.

The session was a great learning experience for both the experienced and new members of our team: “I d the use cases from events that not all of us had a chance to attend. It’s a huge help for us to have this inspiration.” It was the most popular session of the day (4.9/5).

To close the session, Juraj had people vote on the use cases they felt were most useful for our clients, which evolved into a 10-minute long discussion where people shared why they had made their choice.

Organize a panel with your executives

Slido is increasingly being adopted across organizations. As enterprise clients have each particular needs and inquiries, hearing how to tackle these challenges from the most experienced team members can be super-helpful for our less seasoned colleagues.

To involve people in the discussion, we opted for another unconventional format for internal training – a panel. We brought together our CEO, VP of Business Development and our US Key Account Manager, who provided answers and insights to the questions submitted through Slido and from the floor.

Enhance knowledge-sharing with World Café

As the training day slowly came to its end, it was time to give everybody in the room a chance to pick the brains of the other team members and help them with their very own challenges.

We decided on a World Café (roundtable) format, but for the session to be as worthwhile as possible, we wanted to engineer the groups so they spanned each skill level.

Juraj did a live barometer to divide people according to the number of years/months they’ve been with the company. Despite some initial reservations, the barometer served as a great energizer and allowed us to have some fun along the way.

Split up into groups of five, each member was given six minutes to explain his or her struggle and collect tips and advice from the others. To make the most this session and ensure nothing was missed or forgotten, one of the group members took notes so everyone could leave with actionable steps on paper.

People valued the time spent exchanging advice and craved more. In the feedback, they told us that we should hold this kind of session at least once a month. Challenge accepted!


Before ending the day, we wanted to give our team time to digest what they had learned and to reflect on the day. To measure if the Success Day had actually been a success, we encouraged them to give us honest and open feedback via open-text polls as well as rate each session on a scale of one to five.


Here we circle back to the big question: was the training effective? While only the new season will prove how much stuck with the team, the after-event feedback shows that targeted content and a strategic meeting design are the foundations of any effective learning and personal growth.

Finally, we want to say Thank you to everyone for being part of this amazing day. And as one of our fellow colleagues noted: “This should happen regularly as it really explored unexpected areas,” – we cannot wait to do it again!

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5 Ways To Measure Your Team’s Success

Success for Our Team

“How is the team?” In today’s tech race, Aristotle’s adage, “the whole is greater than the sum of its parts,” can determine a business’s success or failure.

By Frieda Edgette (Founder, Novos)

We work in teams to innovate with more strength, speed and diversity. As a collective, team members complement each other’s tactical knowledge, expertise and skills, fill one another’s blind spots and expedite productivity.

That is, they do in theory, but in practice, a team’s success is not guaranteed. Just any other relationship, there are key functions for team effectiveness that merit consistent and ongoing TLC for the best possible outcomes.

How Does Your Team Measure Up To These 5 Effectiveness Criteria?

Effectiveness translates into expedited productivity and reduced costs. With roughly 90% of startups failing, building and sustaining structures that drive functional behaviors are essential.

Irrespective of your venture’s stage of development, how does your team measure up to these effectiveness criteria?

Foundational Trust

The members of great teams trust one another on a fundamental level. They trust one another’s character and capacity by demonstrating consistent and reliable behaviors (such as following through with committed actions), telling the truth and communicating intent.

Trusting teams nurture what Harvard’s Amy Edmonson calls “psychologically safe” work environments, where team members feel comfortable voicing mistakes which helps them to learn, iterate and grow, thereby improving overall performance. In doing so, members open themselves up to vulnerability: the fuel for building trust.

The outcome? In The Leadership Challenge, authors Posner and Kouzes cite that high-trust organizations out-perform low-trust organizations by up to 286%.

Healthy Resistance

From a baseline of trust, teams are able to engage in healthy resistance. How will your team interact when conflict emerges This may take the form of questioning, challenging, curiosity and real communication through a cycle of active listening, suspending judgment, respecting and voicing.

A healthy relationship with resistance results in more thoughtful decisions, uncovering truths and collectively creating sustainable initiatives. The alternative is often psychologically unsafe environments, avoidance, passive-aggressive behavior, slowed production and lost energy and time.

If you catch your team in unhealthy resistance, ask yourself: What is not being said?

Shared commitment

Defining a strategic vision collectively creates a collaborative culture and bolsters individual buy-in.

How does each team member define the strategic vision from their perspective – and what about it excites them? Facilitating a process for each member to conceptualize and then collaboratively organize individual statements into a shared vision creates reciprocal ownership, transparency and recognition.

Collective Accountability

Who is doing what? Defining team roles and responsibilities – and how each contributes to actualizing the shared strategic vision – creates a clear sense of purpose and provides a transparent (and very tangible) framework for accomplishment to meet users’, investors’, the public’s and other stakeholders’ needs. Incorporate ways of working together (values), shared strategic vision and roles into accountability structures by making the invisible visible. Tape them on a wall. Repeat them at the beginning of each meeting. Add them to your email signature. Remember, structure drives behavior.


There is trust. There is healthy resistance. There is a shared strategic vision and articulated roles and responsibilities.

What additional systems does your team need to keep you on track and progressing forward: weekly meetings, project management systems where team members are in relation to a key milestone, etc? Make sure goals are specific: what will happen, by when, who is responsible, how are goals quantified and how you will know your goal has been achieved. Be agile and celebrate incremental successes. Teams that articulate and frequently revisit and refresh goals witness roughly 20% increase in effectiveness.

Irrespective of your startup’s stage of development, you can ensure your team’s optimum success by assembling, developing and nurturing a balanced and cohesive team founded on trusting relationships and healthy resistance.

The team needs to be guided by a shared strategic vision and realized through transparent systems, directed expertise, accountable task specification and directed drive. It really can mean the difference between winning and falling behind.

You are in this together.

Women 2.0 readers: What are your tips for making a team work as successfully as possible?

About the guest blogger: Frieda K. Edgette is Founder and Principal of Novos, a change management and coaching consultancy that helps individuals and organizations through strategic transitions.

Frieda is also Founder of Courage to Run, a leadership initiative dedicated to mutually developing female professionals in business, on boards and to public service through, yes, running, brunching and collectively inspiring.

She holds a MSc in Organizational and Social Psychology from the London School of Economics.

Photo credit: baranq via Shutterstock.

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