Lean Built

Month: August 2024

What Does It Mean To Be A Team Player?

Posted on by Nicolas M.

If you want to be a great team player and start showing up that way right now, this is the blog post for you. Wouldn’t it be nice if somebody had a formula for this? Well, actually, there is one! You can become a better team player tomorrow, and I’ll give you these references. 

The Ideal Team Player

There’s a book called The Ideal Team Player by Patrick Lencioni, and I love it. In this blog post, we’re going to do a deep dive into the content and really give you the framework. You’re going to love it. So, there are three categories in the ideal team player spectrum:

  1. Humble
  2. Hungry
  3. Smart

If you want to be an ideal team player, you will be humble, hungry, and smart. Let’s explore what each of these mean.

Humble: What Being a Humble Team Player Looks Like

Humility in this sense means being willing to do lower-level work amongst your team. Are you willing to be all in, as long as it’s legal, moral, and ethical? Regardless of your position, are you ready to lean in and help your team, not run away, but actually dig in and assist?

Hungry: What Being a Hungry Team Player Looks Like

Hungry means you really care about your career and its growth. You want this, you’re going to figure it out, and you’re going to dig in. You’re going to own your role and do well in your position. Being hungry means you’re that hard-working, get-it-done type of player. So, when you are on a team, not only must you be willing to do what’s needed, but also do it well, with a certain amount of hunger.

Smart: What Being a Smart Team Player Looks Like

Smart doesn’t just mean being intellectually smart. Obviously, you must be smart enough to do the job, but it also means being smart with people. 80% of your job involves dealing with people, while 20% is the technical side of it. Being smart means you are capable of doing the job and also adept at working with people.

What Being an Ideal Team Player Looks Like

The really great spot here is having all three of these characteristics. This is when you become the ideal team player. Now, let me show you how to use this pattern to identify gaps in this model, either for yourself or for others, so that you can really assess the problem.

Different Types of Team Players

  1. The Pawn: This is a person who is humble but not hungry or smart. They are willing to dig in and do anything for the team but don’t drive their own career success and aren’t good with people. They often get used by the team and don’t know how to say no.
  2. The Bulldozer: This personality type is hungry but not humble or smart. They have great drive and determination but lack team spirit and people skills. They bulldoze over everyone, often causing conflicts due to their aggressive approach.
  3. The Charmer: A person who is smart but not humble or hungry. They know how to work with people and influence others but lack the willingness to dig in with the team and drive results.
  4. The Lovable Slacker: Humble and smart but not hungry. They work well with the team and are good with people but lack motivation and productivity.
  5. The Accidental Mess Maker: Humble and hungry but not smart. They have a lot of drive and are willing to help but lack emotional intelligence, often causing conflicts and making duplicate work.
  6. The Skillful Politician: Hungry and smart but not humble. They know how to work with people and are driven but aren’t willing to do lower-level work, often acting like a politician to climb the ranks.

How to Help Others Become Ideal Team Players

If you have a team player who doesn’t fit the ideal mold, here’s how you can help:

  • The Pawn: Encourage them to develop their career aspirations and people skills.
  • The Bulldozer: Coach them on team collaboration and emotional intelligence.
  • The Charmer: Motivate them to take on more responsibility and drive results.
  • The Lovable Slacker: Inspire them to find their passion and increase their productivity.
  • The Accidental Mess Maker: Provide training on team dynamics and emotional intelligence.
  • The Skillful Politician: Encourage them to stretch outside their comfort zone and support the team.

Advantages of Using the Ideal Team Player Pattern

This pattern is simple enough for us to assess where we and others stand. It also highlights specific areas of focus for thought work and training.

  1. Hire the Right People: Use assessments from The Table Group website to evaluate incoming new hires and existing employees.
  2. Assess Your Existing Team: Not for slash and burn approaches, but to help people align with the ideal team player framework.
  3. Develop Your Existing Staff: Provide training, programs, and support to improve skills in any lacking areas.
  4. Embed These Values into Your Culture: Talk about the framework, act on it, and integrate it into your organizational culture.

Key Qualities of an Ideal Team Player

  1. Hard workers
  2. Organized
  3. Willing to help
  4. Contribute to a happy environment
  5. Build trust with their team

Learn More with These Resources

Are you an ideal team player? Let’s find out! Below, I’m linking you to Patrick Lencioni’s book, which is fantastic, along with some guides that will help you. You’ll find assessments for hiring and self-assessments to develop into an ideal team player.

I hope you’ve enjoyed this blog post. On we go!

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

On we go!

How To Resolve Conflict Between Two Employees At Work

Posted on by Nicolas M.

Have you ever dealt with conflict between two employees at work and didn’t know what to do? If so, this blog post is for you. We’re going to explore why conflict happens in the first place and outline six steps you can use to navigate these situations effectively. Let’s get started. 

Common Reasons Why Conflict Arises in the Workplace

Understanding why conflict occurs is the first step. Usually, conflict happens when someone feels like something’s being taken away, when someone is feeling jealous, angry, or fearful, or when someone’s basic human needs are not being met. These needs include certainty, significance, variety, and love and connection. 

Most conflict among employees stems from a positive intent, meaning they want something, they’re trying to keep something, they’re trying to preserve something, or they’re trying to fulfill a need. When you have this perspective, you can avoid demonizing the people involved and understand that conflict is a normal part of the human experience. Conflict can arise when someone doesn’t feel heard, doesn’t have their needs met, fears loss, or can’t connect with their colleagues. All of these issues have solutions.

Six Steps to Resolve Conflict

Step 1: Recognize the Cause

Know why conflict happens. This understanding is crucial in addressing the root of the issue.

Step 2: Create an Open Door Policy

An open door policy ensures that employees know they can come to you with any issue and that you’ll provide a safe, confidential environment. Make it clear that while some situations, like harassment or discrimination, must be reported, their feelings and experiences will be kept confidential. Listen genuinely and show that you care about their outcomes.

Step 3: Address Serious Issues Promptly

If the conflict involves harassment, discrimination, or abuse, immediately contact your HR and legal departments for guidance. Assure the employee that they are in a safe place and that the situation will be handled appropriately.

Step 4: Determine the Severity of the Situation

Understand how serious the conflict is by listening carefully and observing body language. Ask the person involved to share their experience and feelings.

Step 5: Encourage Direct Communication

If appropriate, encourage the employees to resolve the issue directly with each other. Coach them on how to have a constructive conversation. If they’re comfortable, allow them to try resolving it on their own and check back with you if they need further assistance.

Step 6: Mediate if Necessary

If direct communication isn’t possible or successful, offer to mediate a conversation between the parties. Your role is to facilitate a constructive dialogue and help them reconnect. If the conflict cannot be resolved, you might need to assess whether the employees can be separated or reassigned to different teams.

Additional Steps

Encourage Team Building

Encourage employees to spend time together and get to know each other better. This can help repair relationships and foster a collaborative environment. Personal player cards, where employees write down how they want to be communicated with, can also be helpful.

Documentation

Document the conflict and the steps taken to resolve it. This ensures that your actions can be audited and provides a record for legal purposes.

Align with Company Values

Always anchor your conflict resolution process to the company’s core values, employee handbook, and local rules and customs. This ensures consistency and fairness.

The Key to Conflict Resolution

Listening to all parties involved is crucial. By listening, involving the right people, and seeking second opinions, you can find effective solutions that address the needs of the employees, the team, and the company.

Conflict is a natural part of any team dynamic, but with the right approach, you can resolve it constructively. Remember to stay calm, involve HR and legal when necessary, and seek solutions that benefit everyone.

We hope this blog post empowers you as a leader to handle conflicts effectively. For more detailed steps and resources, check out our linked blog post that provides a comprehensive guide on navigating difficult workplace situations safely and successfully.

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

On we go!

What Is A Gemba Walk And Why Is It Important?

Posted on by Nicolas M.

Do you want to know the main thing that will switch you from a classical old-timey management style to the new Lean management style? If you do, this is the blog post for you. 

In this blog post, I’m going to show you a Lean technique that will change everything for you, and you can start it tomorrow. I’m going to discuss the seven steps that you can begin using that will significantly improve the productivity of your people and the pattern for making real improvements at the place of work. Stay with us.

What is a Gemba Walk?

So let’s talk about it. What is a Gemba walk? A Gemba walk is a workplace walkthrough that attempts to observe people, ask about their tasks, and identify productivity gains. The term Gemba walk is derived from the Japanese word Gemba, which means “the real place.” It literally refers to identifying the place where work really happens. 

The key concept here, which you might think is basic or fundamental, but is quite fantastic, is to go to the place of work and observe what’s happening with the people closest to the work. The goal is to understand how work is being done, the challenges people face, and opportunities to improve for them, not just for the bottom dollar.

How to Do a Gemba Walk

Here are the steps in the process:

  1. Go to the Place Where the Work is Happening: This might seem fundamental, but how many leadership or executive teams actually do this? Most of the time, leadership teams sit isolated in their offices, not understanding what the workers are dealing with. First step, get out of that comfort zone, do field walks, check out your shop floor, project sites, and meetings. Go to the place of work to see what’s happening on location.
  2. Talk to and Observe People Doing Work: Listen to them and have real meaningful conversations to understand what they are experiencing.
  3. Look for Waste: Look for the eight wastes, overburden, and unevenness. Any of these will negatively affect the people and the bottom line of your business.
  4. Map Out an Understanding of the Process: Understand what’s going on from the conversations and your visual observations. Make sure you can visually articulate or note down what’s really taking place.
  5. Take Steps to Improve the Environment: Here are some suggestions:
    • Enabling: How can you better support the people in your organization?
    • Teaching and Training: Is there any training that could help your frontline workers in their tasks?
    • Listening and Adjusting: Maybe they just need you to listen and adjust company systems to support their work.
    • Providing Better Tools or Equipment: Are there better tools or equipment that could support them?
    • Ensuring Enough Time: Do they have enough time to finish tasks and regroup?
    • Improving the Workplace: Is their work area conducive to high productivity?
    • Bringing in Outside Expertise: Is there an expert or resource you need to bring into your organization to solve some problems?

Important Things to Remember During Field Walks

As a part of your overall process, always consider these:

  1. 5S-ing: Teach and encourage everyone to sort, straighten, sweep, standardize, and sustain their areas every day.
  2. Seeing Waste: Encourage people to memorize the eight wastes: overproduction, excess inventory, motion, transportation, defects, over-processing, waiting, and not using the genius of the team. After 5S-ing, people will see waste and be motivated to make improvements.
  3. Start, Stop, and Continue: At the end of your Gemba walk, ask your team:
    • What should we start doing to improve?
    • What should we stop doing?
    • What should we continue doing that’s working well?

Importance of Sharing Improvements Throughout Your Organization

If you see a before-and-after story or a cool idea during your walks, share it throughout your organization via email, pictures, WhatsApp, or YouTube videos. Don’t underestimate the importance of sharing improvements. This creates dialogue and encourages a culture of continuous improvement.

Effective Method to Properly Observe the Workplace

One key tip is the Ohno Circle, inspired by Taiichi Ohno, the inventor of the Toyota Production System. He would draw a chalk circle on the ground and ask people to stand there for a prolonged period to observe and understand what was really happening without distractions.

Final Thoughts

If you engage in a Gemba walk, preferably every month, don’t go there to dictate solutions. Go to observe and have real conversations. This approach will build a culture of trust, improve the work environment, and ultimately enhance productivity and profits.

Classical management often isolates leaders from workers. Lean management connects them, leveraging the insights of those who know what changes are needed. Manage like this, where you’re connected and observing the real work, because you have the power to make impactful changes.

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

On we go!

How Do You Balance Work And Family Life?

Posted on by Nicolas M.

Are you at the point where you just need to be home and present with your family and still crush it at work? Do you want to know exactly how you can achieve a balance between your work and home life and what specific tools are available to support you in this endeavor? Would you like my seven recommendations for how to execute this flawlessly? If so, you’re going to love this blog post. So let’s go ahead and get started. 

Differences Between Balance vs. Blend

What does balance mean? When you look it up in the dictionary, it means an even distribution of something. But there’s also another word that I want to introduce here, which is blend, defined as a mixture of different things in quantities. Sometimes we’re really focused on balancing. But the fact of the matter is that work and home life require an intentional blend. So it’s not a fight of either-or; it’s about finding the right blend and balance.

The Key to Work & Family Life Balance and Blend

The key to balancing and blending your work and home life is to intentionally schedule both. Here’s how to approach it:

  1. Schedule Family Time First: Determine the exact time you need for your family. This includes asking your spouse, partner, or kids what the most important times are for them and when they need you home. For example, maybe you need to be home for a weekly baseball game on Wednesdays at 4 PM, or ensure you’re available for date night on Fridays at 5 PM. Get detailed and specific about these key times.
  2. Schedule Work Time Next: After identifying your family commitments, determine when you can work late if necessary. For instance, maybe your family is okay with you working late on Mondays and Thursdays. Communicate these times with your project team to ensure they can cover for you during your family commitments.

How to Schedule Time for Your Family and Work

Intentionally scheduling time for your family and work involves clear communication and setting boundaries. Here’s a step-by-step guide:

  • Talk to Your Family: Have a discussion with your family about their key needs and commitments. Understand what times are non-negotiable for family activities.
  • Talk to Your Work Team: Communicate with your project team about your family commitments and find ways to cover for each other during these times. For example, someone can cover the early morning tasks if you need to take your kids to school.

Prioritizing Tasks When Scheduling Your Time

Prioritizing tasks is crucial to balance your work and family life. Here’s the order to follow:

  1. Family and Personal Time: Schedule your family and personal time first. This is your top priority.
  2. Career Development: Next, schedule the tasks necessary for your career development.
  3. Project Meetings: Schedule important meetings for your projects.
  4. Handling Project Chaos: Finally, schedule time to handle any chaos or unexpected issues that arise in your projects.

Identifying Resources to Get Your Work Done on Time

To accomplish your tasks within the time you’ve allotted, you need to identify the necessary resources. Ask yourself:

  • How many people do I need on my team?
  • What technology and software will I need?
  • What support will I need to accomplish these tasks?
  • What training do I need to improve my efficiency?
  • What does my work environment need to look like?

The same planning applies to your family time. Be intentional about how you spend this time and what you need to make the most of it.

Tips to Make the Most of Your Time with Your Family

  1. Coordination Time: Spend at least 90 minutes each week with your partner or spouse coordinating family activities.
  2. Date Nights: Have two date nights per week – one out of the house and one at home.
  3. Proximity Time: Spend at least 15 hours per week in close proximity to your family.
  4. Focused Time with Kids: Spend at least 15 minutes of focused time with each child per week.
  5. Family Outings: Plan one fun family outing per week.
  6. Dinner at Home: Ensure at least two nights per week where the whole family has dinner together at home.
  7. No Weekend Work: Avoid working on weekends to rest and rejuvenate.

Achieving Work & Family Life Balance and Blend

Balancing and blending your work and family life is about being intentional and setting boundaries. Constrain your work schedule to fit within these boundaries, and you’ll find creative ways to achieve your goals. Breaking the habit of constantly prioritizing work over family is essential for maintaining a healthy balance.

In conclusion, a good work-life balance and blend come down to intentional planning and communication. By following these tips and recommendations, you can create a harmonious balance between your work and family life, ensuring success and happiness in both areas.

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

On we go!

How To Speak In Meetings With Confidence And Authority

Posted on by Nicolas M.

Are you struggling to speak up confidently in meetings? You’re not alone. Many of us face this challenge, but there’s a way to get past it. In this blog post, we’ll explore what part of the environment needs to be set up for you to speak up, 11 tips you can put into practice to be successful, and some things to avoid. Let’s dive in. 

The Importance of Speaking Up Confidently

Speaking up confidently in meetings is a skill we all need and can practice. However, it’s essential to practice it the right way. An unsafe environment, wrong timing, a hostile crowd, or lack of supportive elements can make it a daunting task. Therefore, the first and foremost step is to create the right environment.

Setting Up the Right Environment

A conducive meeting environment follows the same principles as running a great meeting. Here are the essential components:

  1. Preparation: The meeting should be well-prepared.
  2. Purpose: The meeting must have a clear purpose.
  3. Focus: The meeting should be focused, so everyone knows the direction.
  4. Healthy Conflict: The environment must allow for healthy conflict where everyone can engage.

With these components in place, you can:

  1. See where the conversation is headed and stay with that context.
  2. Use your experience to contribute meaningfully.
  3. Practice saying something that adds value to the conversation.

How to Speak Confidently in Meetings

Practicing is key to getting better at speaking up in meetings. Remember, practice does not make perfect; perfect practice makes perfect or makes permanent. Here are 11 tips to help you practice effectively and speak up confidently:

1. Prepare in Advance

A well-scheduled meeting with a clear purpose allows you to come prepared. Understand what’s being discussed and do any necessary research ahead of time.

2. Overcome Limiting Beliefs

Move past your limiting beliefs. Stop censoring yourself and believe that people need your opinion and expertise. Your contributions are valuable and necessary.

3. Listen Well

Always listen attentively. Sometimes, listening deeply can make you forget what you were going to say, but it’s crucial for understanding the conversation and contributing meaningfully.

4. Ask Questions

If you’re not ready to speak up, ask for clarity. Questions like “What does this mean?” or “What about that?” can help move the conversation forward and ensure you understand the context before providing your input.

5. Use a Meeting Agenda

If you’re hosting the meeting, use an agenda. If you’re a participant, align with the agenda to know when to speak up.

6. Believe in Your Answers

Center your response around a single concept or word you are emotionally connected to. This focus will help you speak passionately and effectively.

7. Provide Context

When speaking up, provide context. Explain what you see, the current conditions, and what makes you believe your opinion is relevant. This makes it easier for others to understand and engage with your input.

8. Share Experiences

Relate your contributions to your experiences. This makes your input more relatable and credible.

9. Practice Regularly

Take every opportunity to add value. The more you practice, the more you normalize speaking up and the better you get at it.

10. Commit to Speaking Up

Write down key points you want to address during the meeting. Commit to speaking up about these topics and follow through.

11. Ease Into It

If you’re feeling super nervous, don’t force it. Find natural opportunities to speak up, be patient with yourself, and understand that even the best speakers make mistakes and improve over time.

Key Things to Avoid When Speaking in Meetings

Here are a few pitfalls to watch out for:

  1. Having Your Camera Off: In virtual meetings, having your camera on helps create a natural connection and makes your comments more impactful.
  2. Being Distracted: Avoid multitasking during meetings. Stay focused to keep up with the context and contribute effectively.
  3. Not Listening to Others: Failing to listen disconnects you from the group and can make your comments less relevant.

If you want to learn more we have:

-Takt Virtual Training: (Click here)
-Check out our Youtube channel for more info: (Click here) 
-Listen to the Elevate Construction podcast: (Click here) 
-Check out our training programs and certifications: (Click here)
-The Takt Book: (Click here)

Discover Jason’s Expertise:

Meet Jason Schroeder, the driving force behind Elevate Construction IST. As the company’s owner and principal consultant, he’s dedicated to taking construction to new heights. With a wealth of industry experience, he’s crafted the Field Engineer Boot Camp and Superintendent Boot Camp – intensive training programs engineered to cultivate top-tier leaders capable of steering their teams towards success. Jason’s vision? To expand his training initiatives across the nation, empowering construction firms to soar to unprecedented levels of excellence.

On we go!