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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.
I'm 17 years into my career leading multiple small teams. I schedule check in meetings proactively but always wished that my team members become more proactive. I think this meeting format is a great way that will nurture team members take ownership and become leaders. I appreciate the video!
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.
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.
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 🙏🏾
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???
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.
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.
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.
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
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.
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.
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.
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
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.
Glad it was helpful! Let me invite you to our free community, where business owners and entrepreneurs can find a place to share and grow. Here’s the link if you’d like to join: links.matterhornbizdev.com/widget/form/rBvNYtKokEfJeq5clIsz
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!
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
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
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.
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.
@@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.
Great tips on running effective team meetings! One thing we'd add is addressing any potential roadblocks team members are facing. In Sandler sales, we always emphasize uncovering challenges early on, and the same applies here-by identifying obstacles, you can help the team move forward more smoothly. Also, giving each member a chance to share their wins this not only boosts morale but reinforces what's working. Thanks for sharing such practical advice!
You're welcome! I'd like to invite you to join our free community, where business owners and entrepreneurs connect, share, and grow together. Here’s the link if you’d like to join: links.matterhornbizdev.com/widget/form/rBvNYtKokEfJeq5clIsz
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.
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.
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.
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'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
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)!
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 ...
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.
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 …
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".
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. ;)
Yup, everyone’s graph will go up because since you made it important they will game the system to ensure it. Also people will be wasting time gaming the graph instead of being productive.
My thoughts too. How to alienate your direct reports and get them to lie to you. What's next? A little Glengary Glenn Ross? First place is a new Cadillac, second place is a set of steak knives, third place you're fired!
@@michaelh7770 The employees are simply responding to the environment they are put in. If you make graphs important for getting raises or staying employed they will make darn sure they have good graphs. If the side effect is the business goes under that’s on the boss not them.
Perhaps that would happen in isolation, but it’s also a good way to help people think about what they’re doing. Having some sort of metric can identify what activities do or don’t make the job better. Might provide support for pay rises or promotion later on.
No one asking in a meeting just how people are feeling... is someone stressed... does someone need help? This kind of meeting literally makes you nothing more than a workhorse and only care about the paycheck. If you put statistics on numbers over general well-being, people will copy it as behavior. When you make them feel liked/loved and care for each other, the trust goes up and eventually all those other steps follow as well...
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.
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!
Awesom Approach. Unfortunately, our GM was organizing weekly meeting and gathering all departments to discuss all internal and external affairs, ignore all directors roles and respect .. how come ! Juniors and seniors together a .. very bad GM’ attitude….
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?
getting statistics for everyone is somehwat of a pain ,and a lot of work in and of-itself, but its a great idea. I just would not know how to do that , for the particular business i'm in, Everything else is golden
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.
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
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!
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.
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.
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!
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.
Production over culture? KPIs over people? Required “wins”? Promoting a buck up or get out culture inconsistent with today’s labor market. Not really in to that. I DO like the idea of mandating possible solutions if challenges are brought up though. A great way to seed collaboration. I will implement that with my team. Thanks for sharing!
We have other videos on our channel geared towards culture and employee engagement. Just because we are tracking KPIs doesn't mean we don't care about employees. Also, not everyone is required to share a win! This is a time when anyone can share a win. It's beneficial for everyone to hear the good the business is doing! Glad you enjoyed the solutions section!
A Question about disagreements and problems, is it necessary to have a solution everytime? What if I have concern about something or someone, but don't have a solution? Wouldn't a weekly meeting a good place to bring up the issue and seek opinions from other players?
Yes, this would be great to address with your own department/manager/singular team. In this video we are talking about a company wide staff meeting where you would have wanted to have this sorted already.
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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.
also #5: Gratitudes ..
Nice summary 👍
6) Hire new staff after the graph shamed quit.
This guy is from medieval age. You no longer run teams that way.
@@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.
I'm 17 years into my career leading multiple small teams. I schedule check in meetings proactively but always wished that my team members become more proactive. I think this meeting format is a great way that will nurture team members take ownership and become leaders. I appreciate the video!
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.
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.
1) Statistics
2) Programs & Targets
3) Problems & Solutions
4) General Announcement
5) Wins
Great recommendations. Thank you!
You’re welcome!
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 🙏🏾
Good
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
Great!
well done! No single person is called out in a team meeting. (Praise in public and punish in private) Thanks for sharing!
My current company has this backwards
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???
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.
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.
agree. we are an education group so KPIs need to be carefully arranged
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.
Absolutely, this is the toughest one to get a handle on.
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
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 🏆 👏
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.
I think you are the live example of Stockholm syndrome
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.
*"... or stopping to explain things to a micro-manager."* This.
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
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.
I had to rewatch this lesson to put up better for tomorrow on the second week of my new role at work.
Thanks.
Glad it was helpful! Let me invite you to our free community, where business owners and entrepreneurs can find a place to share and grow. Here’s the link if you’d like to join:
links.matterhornbizdev.com/widget/form/rBvNYtKokEfJeq5clIsz
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!
Your channel is the McDonalds for my company: I’m addicted to your channel of enlightened contents… ❤ Thanks 🙏🏻
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
As a teacher, I believe the same about weekly meetings! I took some interesting ideas here for teachers meetings! Thank you very much!
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
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.
Yes, and Human Resouces can show their graph of rising employment departures.
@@JustinCase780 lol exactly
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.
@@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.
Great tips on running effective team meetings! One thing we'd add is addressing any potential roadblocks team members are facing. In Sandler sales, we always emphasize uncovering challenges early on, and the same applies here-by identifying obstacles, you can help the team move forward more smoothly. Also, giving each member a chance to share their wins this not only boosts morale but reinforces what's working. Thanks for sharing such practical advice!
You're welcome! I'd like to invite you to join our free community, where business owners and entrepreneurs connect, share, and grow together. Here’s the link if you’d like to join:
links.matterhornbizdev.com/widget/form/rBvNYtKokEfJeq5clIsz
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.
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.
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.
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 took your advice and I feel it went well. Ended on a HiGH. Everyone was grinning ear to ear.
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
I really like this last tip about pointing out the wins of the week. Thank you, amazing video.
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)!
Numbers tell BETTER story than Words. A decisions that are data best decision are the most informed decisions. Thanks Prof for knowledge sharing.
This is good, this is all information I've heard before, but putting it all together in a specific order is great.
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 ...
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.
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 …
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".
Thanks for the tips...its really helpful for a new manager...
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.
Your video is good , you recall my previous method and now I got more ideas ,thanks a lot
I like it. Having worked for an American conpany I understand why.
Great video. To the point and very useful 👍🏻
2-5 are all fair, but 1 seems pretty practically difficult to implement in a non production type application.
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.
Excellent video. Easy to understand. Thank you .
Very good-thanks for the vid. Helps to re focus..
You're welcome.
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. ;)
This is great! We don’t have our team together every week but this is definitely a great framework for our monthly meeting!
I think a monthly meeting is way more realistic. Or twice per month but no more than that
Great video. Great info. Thank you!
Yup, everyone’s graph will go up because since you made it important they will game the system to ensure it. Also people will be wasting time gaming the graph instead of being productive.
My thoughts too. How to alienate your direct reports and get them to lie to you. What's next? A little Glengary Glenn Ross? First place is a new Cadillac, second place is a set of steak knives, third place you're fired!
What’s your alternative? Are people that stupid that they’ll game the metrics knowing that can lead to failure of the business and loss of their job?
@@michaelh7770 The employees are simply responding to the environment they are put in. If you make graphs important for getting raises or staying employed they will make darn sure they have good graphs. If the side effect is the business goes under that’s on the boss not them.
Substitute “statistic” with OKR and now we’re talking
Perhaps that would happen in isolation, but it’s also a good way to help people think about what they’re doing. Having some sort of metric can identify what activities do or don’t make the job better. Might provide support for pay rises or promotion later on.
Thank you for this outline and this was helpful.
Awesome! I love this video, very informative.
Very much appreciated. Brilliant 👏
Wow this video will help me to do my project easily
Thank you
Great content! I have overlooked this to a large degree (including the additional tax write-offs!!)
No one asking in a meeting just how people are feeling... is someone stressed... does someone need help? This kind of meeting literally makes you nothing more than a workhorse and only care about the paycheck. If you put statistics on numbers over general well-being, people will copy it as behavior. When you make them feel liked/loved and care for each other, the trust goes up and eventually all those other steps follow as well...
Really important video clip. Great idea and tips lean
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.
The metrics could be team stats.
I agree with you @BuffNerdInCa
It's a business, not a family reunion.... results are important
@@hawanadamba5885 this is about results. Try working in the entertainment industry or high tech where the competition and stakes are that high.
Wow, great video. Thank you so much!
Wow, that is a real help for me!
I will definitely apply this technics whenever I hold a meeting.
Appreciate that, thanks a lot!
Thankx. Realy clear and usefull.
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!
EXCELENTE AMIGOS...CONGRATULATIONS. SALUDOS DESDE ECUADOR.
Great video, greetings from Brazil!
Awesom Approach. Unfortunately, our GM was organizing weekly meeting and gathering all departments to discuss all internal and external affairs, ignore all directors roles and respect .. how come ! Juniors and seniors together a .. very bad GM’ attitude….
Yes it doesn't need to be a gigantic long affair.
Thank you for sharing, greeting from Lima Peru
Awesome idea. I was reviewing number but never realized graph can be so important. Thanks a lot 🙏
Glad it was helpful!
Last week I achieved unprecedented, levels of unverifiable productivity.
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?
Hello Sir,
What do you suggest for a consultant to get things done from Factory Manager.
getting statistics for everyone is somehwat of a pain ,and a lot of work in and of-itself, but its a great idea.
I just would not know how to do that , for the particular business i'm in,
Everything else is golden
After you get it setup it is actually very easy to maintain.
The #2 graph in item 1 going down is fine, *IF* you are tracking say bug defects. Up/Down is relative in context to what you are measuring,
Human Resources can show their graph of people quitting on the rise.
So, there is no item on the agenda for the following week?
Thank you for posting this! I really enjoyed it and found it enlightening!
“Everyone has a number that should be tracked or tallied”…. That alone says how he feels about his subordinates
Fantastic leadership
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.
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
Wow, Dr. Winteregg...his seminars were great, and he always cared...
great video, thanks
Glad you liked it!
Amazing session
Does it matter if the meeting is in the beginning or the end of the week?
It's usually a good idea to do at the end of the week so you can look back at the KPIs/statistics of the week and prepare for the next week.
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!
Very helpful and informative video.
So super Sir...love it very much.
I really enjoyed this video. I am going to start using this framework right away.
Great. Let us know how it goes
Great video, thank you
Hi, I have a question. How to make statistics for members' performance?
Thank you so much for a great advice!
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.
Great advices! Thank you for this
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.
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!
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.
Hearty Congratulations 🥂🍾 trust you are getting better?
I love your explanation style, keep on!
awesome tipps! thank you!
Awesome suggestions!
amazing! thank you for sharing!!
Safety should be covered too!
Production over culture? KPIs over people? Required “wins”? Promoting a buck up or get out culture inconsistent with today’s labor market. Not really in to that. I DO like the idea of mandating possible solutions if challenges are brought up though. A great way to seed collaboration. I will implement that with my team. Thanks for sharing!
We have other videos on our channel geared towards culture and employee engagement. Just because we are tracking KPIs doesn't mean we don't care about employees. Also, not everyone is required to share a win! This is a time when anyone can share a win. It's beneficial for everyone to hear the good the business is doing!
Glad you enjoyed the solutions section!
A Question about disagreements and problems, is it necessary to have a solution everytime? What if I have concern about something or someone, but don't have a solution? Wouldn't a weekly meeting a good place to bring up the issue and seek opinions from other players?
Yes, this would be great to address with your own department/manager/singular team. In this video we are talking about a company wide staff meeting where you would have wanted to have this sorted already.
I really enjoyed that video.
Punchy and to the point!
Great approach!
Great video. Love the idea of highlighting a problem and then the solution in the meeting 😀
Thanks!