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@muhammadnoumanrealestate4057

Жыл бұрын

👍

@raakhishah6565

Жыл бұрын

Hiya, whilst this was great, are you able to do this for a scenario in our current Hybrid times and offshore teams please?

Answer starts @2:03 1) Use statistics for members'performance. Show graph. 2) Action steps & targets for the week. 3) Problems & solutions. 4) General announcements. 5) Win or success.

@flea10x6

2 жыл бұрын

also #5: Gratitudes ..

@realkc1274

2 жыл бұрын

Nice summary 👍

@JustinCase780

2 жыл бұрын

6) Hire new staff after the graph shamed quit.

@tubetotto

2 жыл бұрын

This guy is from medieval age. You no longer run teams that way.

@JustinCase780

2 жыл бұрын

@@tubetotto This is why he is sitting in his 1970's office by himself...well, at least his jewelry and watch are from the 80's.

5 things to talk about… 1.talk results 2.talk targets (set goals) 3.talk problems (with fixes) 4.talk announcements (general) 5.Talk wins

One warning regarding #3. It's very easy for a meeting to digress into trying to solve problems. Need a strong meeting manager to keep things moving. Solve problems outside that staff meeting.

The second a statistic becomes a metric, it becomes useless as a performance measure. You said it yourself - the staff will do everything to have a graph with positive gradiant; this includes gaming the system. Metrics should few in number, team oriented and closely tied to the value chain of the business to avoid suboptimizations. And the teams should then be given both the responsibility and the authority to manage their work processes within the limits defined by the metrics. This is the aspect of "jidouka" or "autonomation" which is often left out of westernized approaches to LEAN philosophies.

@olemew

Жыл бұрын

Yeah, I felt #1 was pretty bad advice. Scrum has the same thing. Team performance > Individual performance, and the way you track and plan your work should reflect that principle.

I like your structured approach. My only warning is to be very careful when defining the KPIs that you track in the statistics part. Maybe in manufacturing it's easy: Maximize output and minimize scrap. But, take for example a service desk: monitoring number of tickets closed or monitoring percentage of customers that are happy with the solution would result in totally different behavior. So think first whether your KPIs will result in what you want.

@albasarria60

2 жыл бұрын

agree. we are an education group so KPIs need to be carefully arranged

@Summerdee223

2 жыл бұрын

Was thinking the same thing. The KPIs need to be controllable by those held accountable without making folks resort to dishonesty, manipulation, or things that ultimately hurt the company.

@drzoidberg1

2 жыл бұрын

Absolutely, this is the toughest one to get a handle on.

@sm87112

2 жыл бұрын

you concluded on the golden rule of a KPI, must be relevant and fairly easily connected to the Goal or mission. Careful crafting, you get what you incent

@nlhans1990

2 жыл бұрын

Or even worse: make subjects into objects. That is quite the opposite of the whole purpose of having a weekly meeting to not just "be a job" (which is an object). People are not objects. Personally I think KPIs should be used cautiously, especially on an individual level in a (relatively public) group meeting. You don't want these things to backlash by calling certain departments or even people out on a low KPI. I think that would quickly turn into a toxic environment.. a manager must also take into account the hierarchical power imbalance that is present due to the different positions. This imbalance and way of motivating people can work both ways. I do think KPIs can be useful, but use them for product or team orientated purposes.

Following points explained 1)Statistics 2)Weekly Targets -- Action 3)Problem with accompanying Solution -- Disagreement & Problem 4)Any Celebration from Company, Promotions & Monthly Birthday Cake 5)5 Wins 🏆 👏

well done! No single person is called out in a team meeting. (Praise in public and punish in private) Thanks for sharing!

@johncarlos7810

2 жыл бұрын

My current company has this backwards

@annier6171

Жыл бұрын

I would have thought individual graphs for each person at no.1 was doing exactly that, calling out individuals, not only when they are doing well but poorly as well???

1) Statistics- every staff member needs to have a stats of their work. Make it a graph. Everyone needs to take responsibility for their statistics week. 2) Program Steps- Action Steps what’s supposed to happen in the area for the week target for the week. 3) Problems and Solutions- disagreements and problems. Not a gripe session. Allow them to bring up problems only with a solution. 4) General announcements- Birthdays, Anniversaries, Upcoming events. 5) Wins from the teammates. This is amazing feedback! Thanks 🙏🏾

@sushk6376

Жыл бұрын

Good

I was tasked to create a template for our weekly meetings. I'm an HR manager in the company I'm employed at and I was looking for a source where can I get info I need and VOILA! This video fell on my laps. SUBSCRIBED!

I really like this last tip about pointing out the wins of the week. Thank you, amazing video.

In one of the companies I worked for I was on a team that met every week. It seemed tedious at the time because we were all extremely busy, but I later realized the value of that. It was a good chance to get on the same page as well as break away from the normal routine. I was later moved to a different team that met infrequently if ever, and I missed having that communication with my supervisor and teammates.

@humanbeing888

2 жыл бұрын

I think you are the live example of Stockholm syndrome

There are few different types of weekly meetings…one of the is a “weekly cadence” which is more on performance tracking and reporting, major asks etc. Very focussed meetings to get the performance pic and assign actions and resolve major asks. Not about training or skills or deal reviews. then there are other meetings on a need to basis or periodical basis that address pipelines, size and quality of pipes(days in each sales stages, conversion rate etc. Basically check on efforts and results of each rep or groups). Then there are deal reviews meetings, and also training meetings to upskill your team …

This is great! We don’t have our team together every week but this is definitely a great framework for our monthly meeting!

I like this channel just became a manager, and am grabbing every piece of information I can about what to do, what not to do, and how to do. It has got to be one of the hardest things I've ever tried to do but I know that if I can get good at it, it's a skill that will allow me and those who work alongside me to do so much more, and get so much more.

I really like your final point of highlighting wins at the end. Too often meetings focus on problems/solutions without taking the time to understand what worked and acknowledging it. Good tips.

Some good points there. I will share 2 thoughts from my perspective: 1. If a team member is trained, experienced and supported, they will have a graph that has gone up initially and levels off at a high point. There is only so many countable things you can show for a week's work. E.g. You can only make x units of a product given factors outside your control. Once you are established in your role and have become efficient, the graph mainly shows the blips of illness, system failure, or stopping to explain things to a micro-manager. 2. Sure, you don't want a culture of mindless moaning, but some people, especially at certain levels, just don't have the wherewithal to solve certain problems. It is a manager's job to serve them in ironing out those issues. To say you can't raise a problem without a solution leads to a situation where people who can't see a solution never raising the issue. They then have to put up with problems and get demoralised. You also then get manager's strutting around telling their bosses how great they are as there are no problems in their team while people keep leaving. Surely a nurturing team can be informed of a problem and work together with a combined mindset to solve it - that's a good, supportive working environment. And anyway, very few bosses of mine have ever appreciated anyone sharing a problem and providing the solution as they feel they are being told their job.

@benedictusmaladaptus2712

Жыл бұрын

*"... or stopping to explain things to a micro-manager."* This.

@wake.up.and.be.awesome

5 ай бұрын

This comment is actually on point and this person is actually experienced enough to know that most of the advice here is nauseating and people are going to want to quit their jobs

I appreciate the emphasis you put on owner/managers providing information to the team. Too many teams are starved for information and feedback - they want to know if the whole business is winning and if so, how everyone is contributing.

Thank you for this valuable information. At first, I don't do meeting quite often because for me I have several groups and we discuss in the groups. But after several months, it seems the team 'distracted' and start saying he is the only one busy. I believe I need to start doing weekly meetings after watching your video. Thanks a lot!

As a teacher, I believe the same about weekly meetings! I took some interesting ideas here for teachers meetings! Thank you very much!

Thank you for your unique and professional guidance. Most meetings I have attended are not thought out or laid out with such a simple foundation.

I took your advice and I feel it went well. Ended on a HiGH. Everyone was grinning ear to ear.

1) Statistics 2) Programs & Targets 3) Problems & Solutions 4) General Announcement 5) Wins Great recommendations. Thank you!

@MatterhornBusinessDevelopment

3 жыл бұрын

You’re welcome!

I agree with many of the comments; you do not, and never should, publicly shame an employee in a meeting. If they have a graph, you review it with them individually. However, a "weekly winner" in the graph game will inspire healthy competition, and those winners should be celebrated. Even a down graph that shows and upward tick should be celebrated. Progress.

Wow, that is a real help for me! I will definitely apply this technics whenever I hold a meeting. Appreciate that, thanks a lot!

Every team member is expected to show a graph with their numbers over time. An example was given just before that: for a receptionist, it would be a number of calls answered. So how does a receptionist answer a growing number of calls? I guess they can ask their friends and relatives to call them at work? That would work so great for the business

@MrSaemichlaus

2 жыл бұрын

Obviously the metrics need to be relevant in the specific circumstances. Reminds me of The Great Hanoi Rat Massacre, where a bounty was given for every rat's tail to combat the raging rat infestation in Hanoi. After a while people got smart and started leaving the rats alive or actively breeding them so more could be caught and turned in. So in that case, the measure didn't really improve the situation or even made it worse. Similar problems are also often encountered when artificial intelligence is trained on unsuitable punishment/reward structures.

@JustinCase780

2 жыл бұрын

Yes, and Human Resouces can show their graph of rising employment departures.

@Hatchet25

2 жыл бұрын

@@JustinCase780 lol exactly

@RedWinePlease

2 жыл бұрын

Right. Since the receptionist is not responsible for increasing the number of incoming calls that isn't a good metric. However, the receptionist is responsible for minimizing the number of callers on hold. Also, the supervisor/manager needs to ensure the receptionist isn't hanging up on each caller but is actually performing the appropriate response for each call. Average response time per call is a good metric.

@Hatchet25

2 жыл бұрын

@@RedWinePlease I'm sorry but that level of micromanagement is totally unnecessary! Imo, it's just a waste of people's time having to collate/track stats like those on a weekly basis. Hire the right people and let them get on with their job. Pointless meetings kill productivity imo.

Monthly or weekly meeting agenda as manager 1. Statistics 2. Programs action steps and target Based on statistics, work 3. Problems and solutions Dont just mention but tentative solution too inside meeting 4. General announcements Like BD or anniversary , eid party this month etc 5. Wins (team meetings) Success stories from client and customers

Great info. Please consider adding subtitles or text when talking about lists so I can retain everything you're saying more easily. Much appreciated. Keep it up!

Excellent video! I agree with the concepts, they are critical for success. Anyone one can pick on some specific in the video, but the concepts are critical and correct. This video provides a clear, direct, simple explanation of how a meeting should be run.

Weekly team meetings make me hate my current job.

Thank you for posting this! I really enjoyed it and found it enlightening!

Bro, thanks for the tips! Just a tip from a viewer.. Stop looking at the screen and focus your eyes on the lens, and we will be much more connected to what your saying.

Wow, Dr. Winteregg...his seminars were great, and he always cared...

Thank you for this outline and this was helpful.

Good list. Match’s my weekly agenda pretty close. Very effective. Absolutely essential is problems AND SOLUTIONS. Too often people just want to complain. No. Bring solutions too!!!

@MatterhornBusinessDevelopment

2 жыл бұрын

So true!

Your channel is the McDonalds for my company: I’m addicted to your channel of enlightened contents… ❤ Thanks 🙏🏻

Hopi Hopi Bon(translated in my language) ... meaning very well summarized with striking flag-points..mr. Greg..Thnx for bringing this up. Since I am a novice in the managerial position which I want to grasp as my future position any time soon.

@speakingfingersnetwork

Жыл бұрын

Hearty Congratulations 🥂🍾 trust you are getting better?

Thank you so much for a great advice!

This is an excellent piece of advice! practical, neat, clear

Excellent! Thank you so much. Nice to meet you. God bless 🌹🙏🏾

I'm always thinking positive between to any matters arise,with teams.coz we need to works for seatal any issue for matters arise with minutes of issue during a meeting

Thank you!

amazing! thank you for sharing!!

Wow this video will help me to do my project easily Thank you

That’s the best piece of advice I’ve seen - well played :) and Thank you

I love your explanation style, keep on!

Thank you sir, for your valuable information. This was better than a thousand youtube gurus combined

@MatterhornBusinessDevelopment

3 жыл бұрын

Wow, thank you so much!

Numbers tell BETTER story than Words. A decisions that are data best decision are the most informed decisions. Thanks Prof for knowledge sharing.

I really enjoyed that video. Punchy and to the point!

Great advices! Thank you for this

Great video. Love the idea of highlighting a problem and then the solution in the meeting 😀

@MatterhornBusinessDevelopment

2 жыл бұрын

Thanks!

2-5 are all fair, but 1 seems pretty practically difficult to implement in a non production type application.

@steverogers7601

Жыл бұрын

I feel many would start to lie and juke the stats. Having to constantly have a graph that shows constant growth sounds tedious and not that practical. There are many jobs that eb and flow, and sometimes nothing of value happens. I would start makin sht up if the culture was so hell bent on numbers like that, and I'm sure it happens already with other business and systems.

What's fun about these 5 things is that they overlap with manager responsibilities when reporting up the chain how the team is performing, so if you play this smart, then you're essentially delegating the reporting responsibilities onto your team. ;)

Life saver...thank u

Very much appreciated. Brilliant 👏

Good video... a weekly meeting is paramount, I agree. I laughed at your story of the summer factory meeting... only because the owner took up the lunch (unpaid) time to do company business. Having been a "grunt," that would grind my gears... unless of course the owner was buying everyone's lunch that day?

This discord sounds out of some old school 80's TV series describing a scene of some cold selling call center teammeeting. There is a lot of context, nuances, a lot of modern possibilities to achieve positive communication and interaction with teams etc. missing in this "lesson" of this self proclaimed guru. Old school, ex cathedra style, ivory tower feel.... that will let your team quickly run away from such meetings: to be avoided (especially in Continental culture)!

Your video is good , you recall my previous method and now I got more ideas ,thanks a lot

Thank you for these tips, new subscriber on board.

This is good, this is all information I've heard before, but putting it all together in a specific order is great.

Thanks alot for this amazing video ! Very informative 🙏🏻

@MatterhornBusinessDevelopment

2 жыл бұрын

Glad it was helpful!

There are tremendous cultural differences to consider. Yes, Weekly meetings are key. However, people appreciate if those meetings are dynamic and about common themes/problem solving (stimulating) apart from general announcement. Also, management should ensure those meetings are a safe place for the team to discuss openly and to share resources and ask for help. That helps build a team. All too often people keep quiet at the weekly meeting listening colleagues go on into great detail, just waiting for it to end. That is not the time for debriefing management of each specific team progress or needs. Stats, targets, can be shared via email prior to bilateral discussions in core teams. The part on wins sound good if you are wining. I was waiting for the tip to/about the service oriented leader/manager. The video seems oriented to the manufacturing industry. Younger people probably have a different take on the whole weekly meeting set up presented.

@MatterhornBusinessDevelopment

2 жыл бұрын

A good leader and a good team will always make a meeting productive and tunas a team. low morale and poor leadership will never succeed in a meeting because no one is taking the reigns and guiding to success

Thanks! Very simple yet very useful!

Great video, however I don't agree that a team member should only raise an issue without bringing a solution. If they have a solution or can suggest one, great! If they don't however, they should not feel like the can't discuss the problem. I'm in manufacturing and if a plant worker notices a problem with machinery, or product quality, safety issue, I want them absolutely to escalate this and I don't expect them to have a solution to the problem. Keep up the good work!

Thanks for this!

Excellent video. Easy to understand. Thank you .

This sounds like a way to manage individual contributors you want in competition with each other. Not sure I'd say "team". There is a big difference there. Be very careful with performance metrics that may lead to conflicts of interest with the real interests of the company. I see the same theme throughout this video. Don't try this on a sports team, software team, etc.. Anywhere you want synergy, positions, strategy and not just a bunch of individual contributors racing in parallel.

@tomunderwood4283

Жыл бұрын

The metrics could be team stats.

@ob1wan

Ай бұрын

I agree with you @BuffNerdInCa

Thank you Sir.

1. Lunch for Monday. 2. Lunch for Tuesday 3. Lunch for Wednesday and plans for weekend. 4. Lunch for Thursday 5. Night out plans for Friday and what work has to be pushed for next week.

Thankx. Realy clear and usefull.

Only result makes a difference in my view...... Result nd only result.It is bound to come if you are severe nd honest .He shud have leadership Quality.Nice Tips.person holding top position shud know PR.Nice nd inspiring vdo.Lecture.I was holding a top position in good enterprises.sincerely appreciated.

Awesome! I love this video, very informative.

Awesome idea. I was reviewing number but never realized graph can be so important. Thanks a lot 🙏

@MatterhornBusinessDevelopment

Жыл бұрын

Glad it was helpful!

Thank you thank you

Great tips! Question: Any ideas on how to measure roles where many of their tasks are variable and not always repeated? Eg: I have a construction site supervisor who has very wide set of responsibilities. I'm not sure how to gather statistics for a role like that.

@bxg81123

2 жыл бұрын

You can start making Categories, then list out Sub- categories. Group the variables which are similar. Remember, others are not interested your small tasks visibility in Team meeting and focus on time utilisation by presenting the Category-wise Problems or Successes.

Thank you for sharing, greeting from Lima Peru

awesome tipps! thank you!

EXCELENTE AMIGOS...CONGRATULATIONS. SALUDOS DESDE ECUADOR.

This is amazing 🎉

I like it. Having worked for an American conpany I understand why.

🎉 Thanks professor

Wow, great video. Thank you so much!

Excellent, It helps me a lot to become a good Team Leader. Thanks

Hello Sir, What do you suggest for a consultant to get things done from Factory Manager.

Good content. I watched at 1.25x speed and it was perfect for me.

How about the DOs and DONTs for the attendees as yiu onoy gave an insight from the supervisors perspective..can you make a separate video on that ?

Great content - the only thing I don't quite agree with is the mentality of only bringing problems to surface if you also bring out the solution. This is an old way of thinking that hinders psychological safety on teams. I personally think that people must learn how to structure a problem in a way that it is brought up in a constructive way, without pointing fingers, regardless if that person has any suggestions for solving it or not. So I'd rather have problems and no solution than having everybody thinking they are better off staying silent. Solutions should be a matter of team discussion. Like Charles Kettering says, "A problem well-stated is a problem half-solved".

🎯 Key Takeaways for quick navigation: 00:31 📢 Importance of regular team meetings for clear communication from owner and managers. 01:20 ⏰ Weekly team meetings should take priority over production or client schedules. 02:17 📊 Every team member must have a trackable statistic that reflects their contribution. 03:54 📈 Team members should announce plans to improve or maintain their statistics in meetings. 04:09 🎯 Discuss program steps, action steps, and weekly targets for each team member. 05:18 🚧 Address problems and disagreements, but only if the person bringing it up also presents a solution. 06:55 🗓️ Include general announcements like birthdays or company events. 07:22 🎉 End meetings by sharing individual wins or testimonials to boost team morale. 08:46 🔄 Meetings should be scheduled weekly without fail. Made with HARPA AI

Great video. Great info. Thank you!

Great structure! One tip though, on number 3 people must bring a solution proposal or potential ones. Is it allowed when he/her alone have not the solution and bring the point with proposals to the team. Team work!

@MatterhornBusinessDevelopment

2 жыл бұрын

Anything that helps the team work together is a great thing

Thank you

Great approach!

Really important video clip. Great idea and tips lean

Are the climbing graphs reflected in pay?

Very helpful thanks

Last week I achieved unprecedented, levels of unverifiable productivity.

Thank you Greg. Can we also add areas where we are seeking management support, since not all issues can be resolved internally on your own. pls share your views on this ...

@MatterhornBusinessDevelopment

11 сағат бұрын

Yes of course. These meeting points are meant to be gone over with the whole company. You can definitely have other, smaller team meetings to coordinate within your department, work on projects, problem solve together, etc.

Great content! I have overlooked this to a large degree (including the additional tax write-offs!!)

Amazinig demonstration.

@MatterhornBusinessDevelopment

3 жыл бұрын

Thanks! 📈📈

If I die let it be in a meeting so I can’t tell the difference. Coaching is about taking down one process at a time, improving that process is rarely group think. And how do birthdays and self generated kudos get input into a chart?