Management is doing things right; leadership is doing the right things. Peter Drucker
Building a team is much like assembling a puzzle—you can’t simply scatter the pieces on the table and expect them to form a complete picture. Careful effort is required to align the pieces and ensure they fit together properly. The same is true of teamwork: it takes intentional guidance, clarity, and collaboration to create a cohesive unit that achieves its goals. Identify Group and Individual Responsibilities Just as a horse pulling a cart depends on the driver for direction, teams rely on clear guidance. Defining both individual and group responsibilities is the first step in building effective teamwork. Each member must understand their role, as well as the roles of others, to ensure smooth progress toward shared objectives. Ambiguity can derail a project, so clarity in responsibilities and expectations is essential. Give Permission to Take Action High-performance teams are made up of skilled, dedicated professionals who know how to recognise when something isn’t working—and how to address it. Leaders should empower their teams to act when challenges arise, even proactively. Granting autonomy not only strengthens problem-solving capabilities but also reinforces ownership and accountability for outcomes. Build Relationships Between Team Members and Management Trust, respect, and open communication are the cornerstones of strong teamwork. Without a solid relationship between team members and management, a damaging “us vs. them” dynamic can emerge. Leaders must invest time in fostering trust and approachability, ensuring employees feel comfortable sharing challenges, concerns, and new ideas. This openness strengthens collaboration and drives better results. Give Feedback Feedback is a vital tool for growth, alignment, and performance. It should come not only from managers but also from peers within the team. Constructive feedback highlights what’s working well while identifying areas for improvement, allowing members to adjust and refine their contributions. The most effective feedback is timely, consistent, and expressed in behavioural terms —focusing on what can be observed, heard, or measured. Done well, feedback strengthens both the individual and the team as a whole. Part 4 of 5
Individual commitment to a group effort - that is what makes a team work, a company work, a society work, a civilisation work. Vince Lombardi
As a former National Sales Manager, I understand the challenges of leading a remote workforce—ensuring productivity, maintaining motivation, and fostering teamwork without the benefit of daily in-person interaction. In this upcoming series of blogs, we’ll explore some of the key considerations in building high-performance teams when face-to-face contact is limited. These principles apply across industries and roles, no matter what field you’re in. In today’s business environment, organisations must continually find ways to boost productivity without compromising quality. One highly effective strategy is building high-performance remote teams. When well-trained and well-structured, these teams can deliver exceptional results across a wide range of functions—whether it’s managing a large-scale mailing campaign or developing breakthrough software to support cancer research. The question is: what could you achieve with a high-performance team? Thanks to today’s digital tools, remote work has never been more accessible, provided there’s reliable internet and mobile connectivity. However, success isn’t just about technology. It’s also about understanding whether individuals are truly suited to working independently. For instance, insights from Motivational Maps (which identify nine core workplace motivators) reveal important differences in how people thrive. Someone motivated primarily by “Friend” values may find remote work challenging, as they draw energy from social interaction and team engagement. In contrast, individuals motivated by “Builder” or “Director” traits often adapt more easily to working independently. Benefits of a Remote Workforce—for Both the Business and the Individual Access to stronger talent: Recruit from a wider, more diverse talent pool. Increased productivity: Remote employees often demonstrate higher efficiency. Better employee retention by supporting flexibility and work-life balance. Reduced downtime, as employees can continue working during inclement weather or minor illness. Sustainability gains: Less commuting reduces environmental impact and contributes to a smaller carbon footprint. For more information about our specific course on building and managing High Performance teams, click HE RE .
What is the cost of a lack of motivation in the workplace? In this blog, Karen calculates the cost to the UK.
What is the difference between accredited and non-accredited training? Karen Froud-Murray explains...
How often have you heard it said about someone who is outgoing, friendly and a good communicator - “You have the gift of the gab - you should be in sales”.
Performance in any organisation depends upon the right direction, the appropriate skills, and massive amounts of motivation.
Mike J Murray joins Vital Spark Consultants
The difference between having a customer who is satisfied and a customer who will remain loyal can be determined in the steps you take to follow-up with that customer. Learn more...
How to deliver your speech eloquantly and effectively.
Being prepared is the key to public speaking...but what do we mean by being 'prepared'?
Some advice on how to organise the content, to prepare for your presentation.
Your task description will be the organising principle for the rest of your presentation. Most of what follows will be an account of what you did to complete the task.
"Fear is that little darkroom where negatives are developed" Michael Pritchard
If you have a good understanding of your audience, you can probably predict the key questions and concerns they are likely to have.
