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Five Ways Forward-Thinking Leaders Are Using The Recession To Build and Reposition Their Teams for Rapid Growth
Over the past eight weeks, I have been interviewing CEO’s of Team Cultures for my upcoming book and have learned some great tips to share with you about how they are strategically benefiting from the economic downturn. Just like the TIGERS universal team values, these tips offer common sense solutions that many individualistic cultures will find difficult to implement due to burdensome hierarchies and competitive infrastructure.

Other team values Related Articles

Its All About Values
Whether you recognize it or not, values are at the heart of what you’re doing and where your business is headed. Think of it as being like gravity. Whether you believe in the concept of gravity or not, it is going to impact everything you do without regard to your belief. We are all driven by our values, so, it only makes sense to figure out what your values are and then see how they match up with those of your employees. Of course finding out what their values are is another story that requires yet another type of effort. For now we will just look at YOUR values and those of your company.

It’s not only what you say that counts, it’s what you do.
Your business core values announce to the world what you stand for and what is important to your daily operations. They form the soul of your team and by inclusion or omission are seen daily in how your employees treat one another and your customers. This article is the first in a series to explore six collaborative core values and gives you three ways to start benefiting from your values today.
How do you create corporate values?
How should the corporate values be created? Where do they come from? Can the brands a company has have their own values? Can these extend the corporate core values? Where do the brand values come from? Pasi, Sales and Marketing Executive Finland
Breaking the sales barrier
Sales with ethics and values is the key to two critical aspects when building and maintaining a strong and productive sales team. To these values add inspirational leadership and a clear and precise product knowledge and simple sales skills and watch the sales grow.
Team Interdependence When We Win I Win
Team Interdependence is the second of six collaborate core values that build highly effective teams. The other five are trust, genuineness, empathy, risk and success. The six collaborative values form the acronym, TIGERS. Team Interdependence is based on the concept: If we win - I win. This article delves into behaviors that build team interdependence and discusess behaviors that predictably disrupt interdependence in any group of two or more people who have come together to achieve something of value.
How great leaders use values to drive performance
Great leaders instinctively know the importance of values. Values create the organizational culture. When articulated and implemented consistently, values reduce the need for close supervision, engender trust and co-operation with suppliers and customers, and raise performance. Great leaders recognize this. That is why they commit substantial personal time to articulation and implementation of values. They are also good at mastering paradoxes of values.
My Sales team arent getting along, am I doing anything wrong?
'Genuine Conflict' is when team members don't get along but willingly live with their differences in exchange for a pay packet. There are no team values or value in the team. Sometimes team members align but it's usually short lived as the competitive forces and jostling for rewards and recognition takes priority. Attrition is high, but players' dont seem to mind, as it means one less internal competitor and is part of the game. Managers reward sales success above all else, even at the detriment of other team members and even some clients.

A Common Purpose
A leader has to win the hearts and minds of his management team to create a Common Purpose. This doesn’t happen by accident. It depends on values, beliefs that create the foundation for how the team works together. It is imperative that the leader understands these values and beliefs.
Pathways and Pitfalls to Clarifying Organizational Values
Effectively using values to care for the context and provide focus to a team or organization has two major steps: 1) clarifying and prioritizing shared values; 2) living and behaving according to those aspirations. Both can be very difficult leadership acts.

Values-Based Leadership Has Huge Pay-Offs
A number of studies that have shown over the years that companies with "high standards of ethical behavior," "shared values," or who are "socially conscious" have much higher than average performance. That's because when a team or organization identifies and lives its core values.
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