Hi and welcome to the second video in my Everest adventure series. After a short flight from Kathmandu to Lukla we begin our 10 day trek to Everest base camp. These trails through the Khumbu valley have been walked for hundreds of years and the transport trucks of the Himalayas are Yaks; a king of high altitude cow. The majority of our expedition gear is transported to Everest base camp by yak trains. You can see the beautiful countryside we pass through as we make our way towards the mountain.
Everything is easier when you’re motivated. Lots of company heads and managers struggle to come up with new ways to motivate their employees, but the truth is it’s pretty simple once you figure out what matters to them. Many of these things are often very simple and stem from the old adage actions speak louder than words.
When you enlist the help of a motivational speaker it’s important to find someone that can truly engage your team through their own experiences, they don’t need to be a guru in your industry to inspire. In fact, more often than not someone from an entirely different walk of life can present a compelling narrative that taps into what’s most important – human connection.
Are Your Team Motivated?
Startups and small businesses tend to miss out the most when it comes to allocating a budget for team building activities with many assuming that just hiring the best people will be enough to keep motivation alive for the long haul. As well as inviting a speaker to your event, engaging in team building and training you can also check to see if you are fulfilling these ten motivational markers to boost morale and keep the foundation of your team strong. To really inspire and motivate the connection must be organic and this has to be initiated by leaders in order for it to have any positive effect on your employees.
Motivational Speakers: Inspiring People
So what makes a strong motivational speaker today? If you go by the top search results on Google then anybody can become a good professional speaker by watching a stack of Youtube videos or buying a punchy short-course, but deep down we all know it’s not that simple and it would seem that Forbes agrees, with a straight talking article titled there’s no such thing as a motivational speaker.
While it’s possible to find a motivational speaker with true talent and experiences their gifts are born from living and learning rather than trying to make a job out of tools and skills. Personality and strong values not only motivate others but show that the speaker is aware of their position and dedicated to guiding others rather than being driven to make a quick buck at the expense of your team’s personal development. Take a look at the main qualities all good motivational speakers should possess, so you don’t settle for anything less.
Keynote Motivational Speakers For Team Building
At Summit, our top keynote speaker Scott Kress scales mountains and uses tools and insight from his own journey to give others solutions and ideas they can incorporate into their personal and professional lives. While many of us are unlikely to literally scale mountains just the metaphor alone gets you thinking about every challenge you’re faced with and how you can overcome obstacles. Focusing on relationship will enable your team to reach higher levels of performance and reap the rewards, with many employees now expected to be experts in their job roles with clear passion and vision, all of us must reflect on what will help us do our best work and in this case a motivational speaker can ignite the spark that brings your team together.
Hi and welcome to my new expedition video series. Over the next while I will share with you some video I shot while climbing Everest and during other adventures. I did not shoot these a vlogs as vlogs did not exist at that time. I recorded them as a part of documenting my adventure.
This first series will showcase a few videos from my climb of Everest in 2008. This was a highlight in my climbing career and Everest will always hold a special place in my heart. Everest and Nepal have become a big part of who I am and I find myself back in Nepal every few years for various adventures. The videos are short, not planned and not professionally shot. They will just give you a glimpse into my world and some of my adventures. I hope you enjoy them.
This first video simply showcases the awesome beauty of the Khumbu Valley as we trekker to Base Camp. As we near Namche Bazar we catch our first view of Everest. As we peer to our right there are deep valleys filled with trees, rivers and waterfalls. As you look up the green turns to white and we catch sight of Nuptse, Lhotse and Everest.
At Summit Team Building we specialize in helping organizations and leaders build high performance teams. Sometimes we work organization wide on culture, collaboration and communication, sometimes we work with individual teams to help them figure out how to bring out their best, and sometimes we work with leaders and leadership teams to help them determine how to be a great leader and builder of teams.
In this blog I will focus on the development of a leader into someone that consistently builds high performance in teams and the individuals within those teams.
There are 6 elements critical for a leader to focus on to build high performance. Other elements will come into play, but this is the place where it all begins.
Step 1: Know how you lead. Each leader has their own personal style. It is created through a combination of their innate personality traits, past experiences, the organizational culture, and their training. Most leaders that are in touch with their own self have a pretty good idea of their style, but it is always a good idea to dig deeper through assessments, training, coaching, and reading. An assessment such as MBTI will help a leader better understand their inborn personality traits that drive so much. An Emotional Intelligence assessment will help a leader understand their strengths and some of their blind spots. Whereas the Life Style Inventory (LSI) will help them understand their default leadership style. Armed with this knowledge a leader can modify their leadership style and approach to the needs of the team.
Step 2: Have a Vision of High Performance. It is hard to achieve high performance if you do not know what it is. As Stephen Covey states – “Begin with the end in mind”. You can’t just say “let’s be high performance” as that has no real definition or measurement in it. As a leader you must have a clear definition of what high performance is and you must communicate it to your team. You cannot expect anyone to live up to your expectations if they do not know what they are. Do not just assume people can read your mind. Determine what high performance is for your team based on goals, responsibilities, customer service, cross-department teamwork and interpersonal relationships. Once you have this figured out communicate it to the team and reinforce it every chance you get.
Step 3. Build Real Relationships. Communication is critical within teams and from team to leader. Communication is built on trust and trust is created through relationship. I always say that relationship is the foundation of any high performance team. Make sure everyone has an opportunity to get to know and understand one another. This can be done through training and team building sessions that are facilitated to accelerate relationship development and through more organic events such as meetings and team dinners. A mix of both is best.
Step 4: Clearly Define Roles & Responsibilities. This is critical to avoid dropped balls and conflict. When everyone knows what to do everything gets done. It is that simple. If something is missed, you know where to look to find out why. Conflict often arises due to unclear roles and responsibilities when too many people think they are doing the same thing or nobody thinks it is their responsibility. If you do not have clarity on this it will become apparent very fast and you will need to fix it.
Step 5: Provide Proactive Feedback. To help everyone know how they are performing and to help them grow you need to provide proactive feedback and be a coach and a mentor. One of the strongest factors in determining commitment is the ability to learn and grow. Great leaders make the development of their people a priority and they are rewarded for their efforts in performance, loyalty, commitment and even promotion.
Step 6: Celebrate. Everyone likes to celebrate a job well done. However, don’t wait until the end of the fiscal year or the conclusion of a big project to celebrate. Find many small celebrations along the way. This will help build relationships, foster commitment and loyalty, and keep morale strong for when times get tough. A team that feels appreciated is more willing to go the extra mile when needed.
Building a high performance team is a complex task, but if you focus on these 6 elements you are well on your way to greatness. Take time to make a plan and give us a call at Summit Team Building and we can develop a training program to help you achieve greatness.