Working Environment

The working environment is comparable to family life. In a family setting one of the children would behave in an unfavourable manner, the other children would bring the matter to the attention of their parents, each time they mention the child’s behaviour, the parents would ignore the children, but shower the child with love and attention. The children would then feel neglected and say amongst themselves that their parents are showing favouritism to the child. The children would crave the love their parents are showing towards the child but it does not materialise. The parents accuse the children of picking on the child and say they must leave the child alone. The children huddle together for support and resent being with the child. The older child leaves home feeling emotionally harmed by the parent’s unwillingness to listen to what the children had to say. Now that the older child has left home, there is a strong bond between the other children and they mourn the loss of the older child leaving home. As time goes by, the favoured child is wanted by the police for a heinous crime. The parents are devastated with what the police had told them. They begin to ask themselves how could this be looking at one other in disbelief and saying: “our precious child has brought shame to the family home. The parents then seek the other children, but they have all left home, the parents were so focussed on the child, they were oblivious the children had moved out.

In the working environment several members of staff would complain to management about an individual’s behaviour, the staff are ignored and are accused of picking on the individual. The individual is then promoted to a higher position. The staff feels neglected and alone. Management are not listening to them and they say amongst themselves that management is showing favouritism towards the individual. The eldest member of staff leaves, feeling emotionally harmed by management’s unwillingness to listen to what the staff had to say. The staff bond together for support and resent being around the individual. As time goes by, the company is raided by the regulators, the individual has committed a heinous crime, and management are devastated with what they have been told by the regulators. They begin to ask themselves how could this be looking at one another in disbelief saying our star employee has brought the company into disrepute. Management now wants to hear what the staff were saying, but one by one the staff had left the company.

5 Ways to Build a More Cohesive Team

I hear it all the time: “How can I get my team to all focus on a single goal? How can I get them pointing in the same direction? Honestly, some days ‘herding cats’ seems easier than leading my team!” I get it.

As it turns out, a team of co-workers is not the same as a school of fish. I’m no ichthyologist, but my understanding is that fish are basically mindless, instinct-driven creatures. And while there were days when I might have described my team that way, the truth is that my team was made up of intelligent individuals, each with their own aspirations, goals, and motivations.

Your team is no different. Because of this, the answer to the dilemma may seem counter intuitive.

The key to building a cohesive team is, paradoxically, to treat them as individuals.

Here are 5 ways to do that.

    1. Give Them a Collective, Compelling Goal. Look, nobody’s going to get on board the train if they don’t like the destination. You, as the leader, have to be an artist. You have to paint a picture of the target outcome, and it has to be a picture that fires their imaginations. It’s got to be a compelling picture of The Promised Land. “Yes, there are going to be hurdles. Yes, there are going to be setbacks. But look at how great it’s going to be when we get there!” And you can’t just paint this picture once (say, at a staff meeting) and then say, “There, that’s done!” You have to keep painting the picture over and over again. Keep that image of The Promised Land in front of them as often and consistently as possible.
    1. Put Them in the Right Seats. In his book Good to Great, Jim Collins talks about getting the right people on the bus. That’s important, but I think equally important is making sure they’re all in the right seats. It’s very demotivating when a team member holds up (or messes up) the entire project because he or she is doing work that he or she isn’t suited for. (And just imagine how demotivating it is for that team member!) What if, instead, each team member were in the right seat, meaning that they could play to their individual strengths, and contribute to the project by doing what they do best? Can you see the difference that would make-to both the individual and the team?
    1. Explain How They Fit. Talented team members don’t like to feel like they’re doing mindless work. And virtually everyone likes to feel like they’re a part of something bigger than themselves. That’s one reason why we join clubs, churches, and associations. So why not take advantage of these two nearly-universal human traits? You can do this by making sure that each member of your team knows exactly how their individual job contributes to the bigger picture. Make sure they know how important their individual contribution is to the ultimate goal – The Promised Land.
    1. Realize that Difference of Opinion is Not Lack of Cohesion. Again, people are not fish. Your team members are intelligent individuals with their own opinions and ideas (right?) This is actually a good thing! Team cohesion does not mean mindless lockstep! Too often I see weaker leaders feel threatened by a differing opinion. This doesn’t necessarily mean that the team member with the differing opinion isn’t on board with the project; he or she may simply have a different (maybe even better) idea of how to get there. This is a good thing because it means that that team member is actively engaged in the outcome. So instead of feeling threatened, look at that team member as a valuable ally. Listen to what they have to say. You, as the leader, can either agree or disagree with it, but if you do it well, you’ll have made that team member feel listened to and valued. That’s how you build cohesiveness!
  1. Celebrate the Victories. Celebration is an important part of the human experience. Every culture around the world has their celebrations, and your team should be no different. But don’t leave it solely to the very end. Yes, you need to celebrate the achievement of the goal. The Promised Land should come with a party! But don’t forget to celebrate the smaller victories along the way. You made it past that first big hurdle? Take the team to lunch! You made the Phase 3 deadline? Buy a new coffee maker for the team! Group celebrations unite the group. That’s why every culture around the world has their celebrations: to unite the group. So if you, as a leader, truly want to build a cohesive, united team, then look for opportunities to celebrate!

If you follow these steps, I’m confident you’ll start seeing more cohesiveness-and better results-within your team!

Coaching, Mentoring: Is There a Difference?

Most of us consider the words “coaching” and “mentoring” interchangeable and so find no difference between the two. But if we take a closer look, we can see clear differences in what their roles mean.

To cite Oxford English Dictionary;

Coaching: Teach and supervise (someone); act as a trainer or coach (to), as in sports.

Mentoring: Serve as a teacher or trusted counselor.

Although at first glance, the differences are not too obvious, description of the roles surely points in different directions. The dictionary definitions may vary, but the point of the matter is that these two words define two distinct practices. And for a very long time, this difference seemed quite obvious with ‘coaching’ exclusively restricted to sporting activities and ‘mentoring’ to career related guidance. However, with the evolution of technology, the boundaries started to disappear and people started using these words interchangeably and even added new terms like consultant, expert, instructor etc to the list.

Coaching and Mentoring: Roles Defined

So when does one require coaching? Say, you have a well defined target. And you need help in enhancing your natural skills through rigorous hardwork, practice sessions, expert tips and performance reviews. This calls in for a coach who has sufficient experience in training people like you to achieve similar objectives.

On the other hand, ‘mentoring’ is something that would be more appropriate when it comes to providing career planning, general advice, problem solving etc.

Although these two jobs may point at different roles, the skills and methods used are often the same and include excellent rapport between the coach/mentor and the ward/trainee, effective communication, keen powers of observation and regular feedback sessions. Both these roles include providing timely guidance on how to tackle challenges and often go for practical solutions rather than theoretical ones.

Let’s take a look at the similarities between coaching and mentoring.

They both:

· Call for frequent interaction with the individual concerned to identify their strengths and weaknesses.

· Involve devising strategies and plans to suit individual requirements and styles.

· Focus more on practical solutions rather than theoretical ones.

· Provide continuous feedback to evaluate the improvement and identify areas which require further attention.

· Maintain an open line of communication so that the ward/trainee can approach them with any problems.

In many cases, it has been observed that coaches, at times, mentor their ward and vice-versa. It is important to define the scope of services being offered from the outset.

When to choose mentoring or coaching?

Once you have identified that you need a professional help or expert opinion on something, you need to decide if you should go for coaching or mentoring.

Pick a coach when you need a professional to train you in improving your skills so that you may achieve your goal. A coach is often a professional who, depending on his area of expertise, may have more than one trainee under him at any given time. It is up to you to make sure if he will have adequate time for you.

Choose a mentor when you require general guidance to choose the right career path or help you in choosing goals or making decisions. A mentor needn’t necessarily be an elderly figure or a professional. Even your siblings or friends can be your mentor depending on your requirement.

As individuals, welcome all opportunities that will help you grow and evolve as a person. Mentoring and coaching are both excellent options in this regard.

The Importance Of Corporate Training

Behind a successful organization, there is always a winning team of employees working together for the good of the company harmoniously. Sometimes it takes much more than just employing their skills and hoping that somehow they will figure out how to work things out together as a unit for the betterment of the organization. In house training and the use of development programs can go a long way in fetching the very best from the employees.

Luckily, most employers know the importance of this kind of training for the employees at different levels of authority within the company. They make sure that they get the appropriate training on a regular basis to keep productivity and motivation higher. There are corporate consultants that offer comprehensive training to organizations and touch on different sections that influence what matters the most to any organization’s growth. The consultants have the experience needed in training and coming up with programs that meet with specific company needs and can prove to be very important to your company in a number of ways.

1. The corporate training helps employees work together to achieve success for the organization despite their competing cultures, varying assumptions and personalities. Remember that backgrounds and personalities can bring in conflicts in the working area because people look at issues from different perspectives. Corporate training tries to bridge the gap between one employee and another to create a better understanding of each other thus promoting harmonious working beyond the differences.

2. Corporate training comes in handy in helping you develop the best customer service skills. The fact is that any business really relies on its customers or clients. Without them there are no chances of making progress and for this reason you need to find the best ways of handling your customers and valuing them for what they are to you. The training will help your organization develop excellent customer service to attract and also maintain customers that are your company’s greatest assets.

3. Through this kind of training, you can have your employees trained in their specific organization duties so that they can easily meet with the demands of the market. Remember that different sectors are ever changing and you want your employees to be up to date with the latest trends and approaches in their areas to keep them competitive. Without proper employee training and development on a regular basis, your company risks being stuck in the past which can greatly make it lose to market competition.

4. Most companies make the mistake of trying to hire leaders from outside to help the company grow. However, it would be better to hire your leaders from within the company as opposed to hiring them directly to the positions from outside. Corporate development programs can help you nurture the best leaders from within for the success of your organization.

5. This kind of training for working professionals also comes in handy in helping with changed management and market innovation to ensure that your company stays ahead of the competition. When you are able to embrace change and innovate, then your future can only flourish.

Effective Leadership Qualities You Need To Be Successful

Being an effective leader is more than just “barking out orders” and expecting everyone to accomplish every task successfully. Just because you are in a position to “give order” does not make you an effective leader. A true leader is able to help other people develop their leadership skills and gain their leadership confidence while accomplishing team goals. A great leader is able to lead his or her team of subordinates, regardless of what the situation is. Good or bad, a leader still leads. There will be good times as well as bad times. There will be times when it seems everyone and everything is coming against you at the same time. But a good leader will never succumb to the pressure. A good leader will never allow his or her subordinates to see them waiver.

Do you possess the required skill set to be an effective leader? Let’s find out.

1. Honesty: Team member want to work for someone they can trust. Someone they can come to in a time crisis and not be made into the scapegoat, just to keep the leader “looking good.” The foundation of success is honesty. You need to have the moral integrity to always be honest with your subordinates as well as yourself.

2. Ability to communicate clearly: Your team needs to understand what you expect from them and what your goals are. In order to achieve any level of success, you must be able to communicate clear, concise instructions and have the ability to give good, accurate and constructive feedback without embarrassing or belittling someone publicly.

3. Confidence: You must appear confident at all times and in every decision you make. Your team expects you to know what to do, how to do it and when to do it. If you are not able to appear confident in a high pressure decision, they will not be confident in your decisions either. You need to set the example for them to follow. If you have the ability to display confidence in difficult situations, your team will have the confidence to achieve the desired outcome as well.

4. Inspiring: You must inspire your team to achieve every goal and to do so even when you are not around. You must be inspired to be your best at all times and then inspire your team to be their best at all times. Everything you do, you must be confident and inspirational in all you say and all you do.

5. Positive Attitude: A good leader will display a positive attitude in every situation. Your team will pick up any sign of negativity in any given situation. Negativity will spread like wild fire – and will just as hard to extinguish! In addition, the “scorched earth” could be your business! And it will take a long time and a lot of effort to rebuild the Positive Attitude that you quickly lost. NEVER let them hear you complain – about anything! You should express an interest in your team members personal lives, goals and aspirations as well. This will help you to build the positive attitude you desire to have prevalent in your team.

6. Be Decisive: This goes hand in hand with being Confident. Effective leaders have the ability to make impactful decisions that will leave a positive influence upon the team they lead and the business you are in. People want to follow someone who is confident, has their well-being at heart and is able to make good, effective decisions.

7. Be Conscientious: When you show interest in your team members, if one is going through a hard time in some area of their life, show some empathy for them. Offer to help them (if possible) with some time off, or offer to arrange for some type of external support if appropriate (Red Cross, counseling, etc.). Whatever you do – do not discuss any team members personal problems with anyone else in the organization. If you do, even in confidence, word will somehow get out that you cannot be trusted.

8. Be Organized: In order to be an effective leader, you need to be organized. You need to be even more organized than your team members. You need to have the neatest office; the cleanest car; clean clothes every day. Your office should show your personality as well as your organization skills. This will help you to develop other leadership skills, which we have already discussed, in the eyes of the team.

9. Have a Sense of Humor: When appropriate, displaying a sense of humor will help you to create a positive work environment that will assist in effective team building. You do not need to be a “comedic clown” – but you should show a positive sense of humor when you are not having a pressing situation. When things are going well and the situation is in a “relaxing” moment – reacting to something funny someone says and laughing along with everyone will tighten the bonding between you and your team.

10. Be Creative: Think outside the box. A great leader will not always think “this is how we have always done things before.” Your team will look to you to be innovative when a problem presents itself. They will look to you for guidance. They will look to you to make the decision to try something new.

11. Be Open: Encourage your team members to share their ideas with you and with the team. Some of the best ideas came from subordinates that eventually became policy in some of the largest industries today. Evaluate suggestions and pick and choose which to try.

12. Accept All Blame: Whenever something goes wrong, NEVER put blame on the team and especially NEVER put blame on any other individual. Great leaders always accept the blame for their team when things go bad. That take me right into the next item –

13. Always Give Credit to the Team: A good leader NEVER accepts credit when things to well. A great leader always gives the team the credit for victories – especially in the eyes of superiors. Doing this will endear you to your team and they will be willing to do more for you in the future.

As you can see, an effective leader must possess many different qualities. You may have all of these right now. Or you may have most and you have identified a few to work on. Even if you have all of these qualities, I can guarantee you, you are stronger in some areas and weaker in others. Those other areas are the ones you need to work on. Nobody can be 100% in every area (go back and read the section on “honesty” again)!.

Work on all of these areas and you can become a great and effective leader. You will go on to accomplish great things as you build your team around you. Come back and review these things on a regular basis. Work on the areas you are weak in and always strive to make improvement. That is how you can become an effective, successful leader.

Top 5 Team Building Planning Tips

Have you ever been tasked with organising corporate events? Do you again have to host an event for team building in your company? Here are some top tips to help you hold the competition in the right way.

Identify Company Needs

Before you start planning the team building event, you need to ask yourself, ” what does the team want to gain from this team building event?”, “what areas does your team needs improvement in time management or communication?” By focusing on these things, you will be making sure about the return on investment. This technique is excellent for targeting what kind of event is required by your company and help your team become more productive.


Being aware of the budget can help you in quickly setting up team building event for your company. Corporate events can eat a lot of budgets if you are not sure where you want to spend. Many team building event organising companies have great ideas that can be managed with less money and can be of more fun and learning for your team.

Team Agenda

When you are planning something for the whole company, it is a great idea to write up a team agenda and plan for the day. Whether you are looking for a conference energiser or fitting in several meetings or you are planning a full day of activities for your team, it is essential to find them before you plan the event. This will help you in not forgetting anything, but it is also useful for enabling a rough timescale for the event. Another important thing you need to consider is the need for having lunch and tea breaks throughout the day.

Open Your Mind

Taking your team out of their comfort zone and giving them an uncomfortable experience is a great way to open up their mind. It is a great idea to introduce your team to different types of activities; you will be surprised with the kinds of things that your team enjoys. Like setting up a cooking day event where they have to come up with cooking recipes with limited resources is an excellent way for the team to interact with each other and build a healthy relationship.

Talk To Your Staff

As long as the corporate event is not a surprise, it’s a good idea to discuss with your staff as to what activities they would like the most. Also, you should consider that which actions will be more useful for your team or staff. Once you have a list of ideas, it is best that you take a little input from your team in decision making. This will keep them all excited and active for the corporate event day.

Best 6 Qualities Of A Strong Development Team

Software development team is a mixture of various professionals such as architects, developers, project managers, testers, production support, senior developers, etc. It is essential to have a right mix of the above roles in a software development team for the success of the organization. Most people lack this magnificent combination in the software development team and which leads to failure of the team. It is enjoyable, dynamic and taxing to be part of great teams. The intensity is viral and catches fire to the entire organization.

Let’s Consider The Factors Needed For Forming A Great And Successful Team.

1. Great Culture

It is essential to have a good culture to form a high development team. Perception of the team should be such that the there should be a balance between the one’s weakness and strengths. For example, if a team member has a flaw in one area such as in technical, communication or experience and knowledge the other team members should support the fault of the other team members. Culture should be dynamic and empathetic towards the other team members. Culture in the team must maintain a positive attitude, and contrary culture should be brought to zero in the organization. Having positive culture in the organization works excellent in forming tremendous and successful groups. For example, there must be positive and healthy competition among the team members instead of having jealousy and fear of backstabbing. This positive culture not only enhances the creative learning and dynamics but also increases the work output in a significant and profound way.

2. Goals

The second most essential ingredients for successful software development team are setting goals for each member of the group. The purpose should outline each member’s professional and individual goals mapped to the team goals and thus the goals and objectives of the organization. Setting goals are important because to meet the target and to achieve the creation of software products or software services. The goals that we set must be achievable and challenging. The goals should not be in such a way that only project managers are responsible for achieving the targets instead everyone in the team must be accountable for meeting their individual goals and team goals, and thus the purposes of the organization.

3. Great Communications

The software development team must have clear and candid communications among the group not only in technical skills but also skills like soft skills and leadership skills. It is essential that everyone in the organization behaves as a leader and a good team player. Every team members must understand the functional and business aspect of the software product or software services. It is essential that the leaders in the teams are responsible for effective and efficient communication to the business aspect of the software requirements are communicated correctly among the team members in the form of technical know-how and skills required to build the software. Architects and Project Managers must also have communication skills to make the junior members of the team to understand how, why, the software is required.

4. Roles and Responsibility

It is essential that each member of the software development team understand their individual and group making roles and responsibility. Many times the roles and responsibility are communicated when the new person joins the team, by the leaders of the group. Roles and accountability must be a written document which must be clear and understood by the each of the team members. The characters and responsibility in the team must be outlined in the statement of work (SOW) before commencing any software development work. This must be understood and agreed by the client as well. Roles and responsibility must be as transparent as possible to avoid misunderstanding and frustration later during the software development processes.

5. Collaboration

Fifth most crucial factor for a successful software development team is collaboration among the team members. Each team members must understand and trust each other. This does not only bring in positive culture but also responsibility and accountability. As each member does their work, they must even imagine that the other teammates would do their job. For example, if there is a complex project than each member must collaborate with each other in doing their module and combine and integrate these modules in creating a great software product. To make a great software product each member’s contribution and collaboration is most important, and highlight for a great software product is how each member works closely with each other.

6. Independence

Sixth most essential traits for successful software development team are each team member’s independence in working to make the software product. It is seen how each member collaborates. It is essential once the work is broken down and communicated to each member, it must be left to the discretion of the individual on how he/she codes and how he/she makes the code work. There must be independence for each of the teams to decide the nuances of the systems. However, one must remember that each member’s systems must at the end of the individual codes to integrate to make a significant software product. For creativity to develop the independence of every individual is most important.

5 Ideas for Team Building and Boosting Morale in Your Company

Do you love what you do and really appreciate the people that you do it with, but sometimes struggle with lack of teamwork and overall employee morale? This is a common issue in companies and the good news is that there are some things that you can do to help improve teamwork and morale. Many times in our work lives it seems like we are so busy already that you do not have time to put one more thing on your plate. But one thing to remember is that lack of teamwork and morale is an indication of your culture. And it will not likely improve unless a plan and action is put into place. So since this is so important in the growth and success of your company. I encourage you to make time to focus on your culture. Below are five ideas to help make improvements.

1. Training and education. Believe it or not, most employees want to learn, grow and contribute more to their company. Sometimes, when you have an employee that doesn’t seem to be engaged in their work, it could be that they might feel like their work isn’t meaningful or perhaps they feel that they are not contributing to the overall success of the company. One way to help them feel more important is by investing in them and their future. One of the best things I have done for my team is to bring in trainer every year to train, educate and inspire. An unanticipated result of this training was that my team became more team minded and more loyal to our company. I was touched by how appreciative they were that we cared enough about them to invest in them and their future. Not sure what to train or educate in? Find out what worries them or what stresses them. It doesn’t have to even be related to their work, perhaps they are worried about finances, bring in a speaker to teach money management. What I have found is that if people can let go of some of the external stresses outside of work, they become more focused on their work. Personal growth oftentimes leads to professional growth.

2. Do you have a corporate mission, vision, value and culture statement? If you don’t, you may want to consider having a corporate retreat and letting your employees help you craft them. They live and work in your corporate culture and in reality, they are the corporate culture. You might be a little hesitant, but will likely be pleasantly surprised at the amount of insight they bring to creating your company’s mission, vision and values. In creating these things together, they will feel an important part of the foundation of your company and this will likely improve morale and build a more loyal workforce.

3. Empower your employees to make improvements and necessary changes. Many times, if you have problems, issues or simply room for improvement, your employees have great ideas to make it better. In your company, do they have a way to make suggestions or improvements? Are their ideas seriously considered? If not, you might want to find a way to incorporate it into your operations. Take time to ask your employees what could be better, ask them if they have ideas on how to improve operations or processes. There are some simple ways to do this. It could be as simple as a rounding process where you regularly ask them or you could create an employee suggestion box. Or maybe it would work best for your company to dedicate time during a staff meeting to discuss. Be careful not to be defensive and strike down ideas too quickly. One important thing I have learned over the years is that when an employee brings me an issue, they know that I expect that they also provide an idea for improvements too. Oftentimes, the initial idea is not necessarily the best idea, but it generates great conversation and oftentimes leads you to a good course of action.

4. Don’t be afraid to have fun at work. Find reasons to celebrate and be together. Make it a habit to celebrate birthdays, important milestones and accomplishments. It doesn’t have to cost a lot of money. Have a potluck or have everyone pitch in for take out. The important part is that everyone get together and recognize each person’s contributions and accomplishments. What you want is to create a culture where everyone feels like family. Imagine letting someone in your family’s birthday go by without acknowledging it, you wouldn’t do that. Well, you shouldn’t do that at work either. You will likely find that treating co-workers and employees like family will make them want to perform better and contribute to a better team environment.

5. Annual Celebration with team building events. Find a good time of the year, preferably around the same time each year, to celebrate your employees, your company accomplishments and show appreciation. Consider creating a venue by renting tables, tents and chairs. Invite family and promote fun and team building. Party rental items such as inflatable bounce houses or inflatable obstacle course rentals offer employees a chance to unwind, but still building teamwork. Fun activities help relieve stress, which lead to a more relaxed and more productive workforce. I encourage you to make it a big event. Consider inflatable rentals and team building activities. One of the biggest benefits of having a big event is that employees get to show off their strengths that they may not go use in the workplace. You may see hidden leadership and problem solving skills emerge.

Great Teams Vs Mediocre Teams

I have worked with many different teams over the last decade, with people from various walks of life, and there is one attribute, one trait, one characteristic that stands out above the rest in making a difference between a great team and a mediocre team. Of course, there are things such as patience, respect, and ability to adapt. I’m not diminishing the value of these character traits, but if I could only identify one thing that separates great teams from mediocre teams, it is this.

Look at Lebron James or Richard Sherman. Regardless of how you feel about these athletes, they have one thing in common: they are always trying to be better than they were the last game. They watch videos of their performance and they study their sport and become masters of it. They have personal coaches they meet with to develop their skills. Isn’t that how we want our teams in our organization to function?

They say that a chain can only be as strong as the weakest link. This is true for our teams as well. The weakest link on your team isn’t necessarily the least skilled nor the least intelligent — although it could be. The weakest link is the team member who doesn’t care to better them self. These people are complacent with their current skill level, don’t take constructive criticism, and buck at any opportunity to grow (conference, training, coaching). These people actually annoy me a little.

But maybe they are actually unaware how they come off. Maybe they don’t understand why it is important to continually grow their skillset. Maybe all it takes is for you to sit down with them, have a little one-on-one coaching moment, and share your organization’s vision. And if that doesn’t work, then maybe they need to take a little break from your team… a permanent break.

So what is the difference maker? The difference maker is great teams are full of people who have a desire for growth and learning. This desire for growth shows humility. These team members understand that they don’t know everything and that they are willing to surround themselves with those who know more than them.

One strategy that I have started incorporating in with my teams is one-on-one coaching. This allows me to discuss any challenges my team members may be facing in their job and how they can take their next step toward success. Coaching also builds deeper influences with team members as they see that you genuinely care about them and their success.