FBC – 484 – How to manage a team – My secret blueprint

How to manage a team , My secret blueprint.

Greetings my friend,

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Do you want to know the secret to managing a team like a “boss”?

Everybody wants to be a boss and manage a team but only a handful of people understand some very important concepts that will make a huge difference.

How do you get the best out of your team members while they feel appreciated and valued?

This is one of the biggest challenges of companies today (it might be your case as well)

More often than not, employees feel under-appreciated by their management team.

We are going to solve this problem once and for all in this episode

,

Here is one of my favorite quotes:

“It’s not about ideas. It’s about making ideas happen.”
, Scott Belsky, co-founder Behance

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Martin Ebongue

Online Entrepreneur & free spirit:

Proud Owner Of The 50K Emails A Day Done-For-You Software

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International Speaker | Podcaster | Free Spirit

Freedom Is A Choice: So choose wisely…

Welcome to the Freedom By Choice Podcast with your one and only hoste Martin. This podcast is reserved for freedom aficionados and entrepreneurs looking to create the lifestyle of their dreams.

In this podcast you will find all the support and answers you need to start, grow and scale a business that gives you the freedom you deserve.

I have compressed years of trials and errors, into easy to consume episodes, to take you from where you are now, to where you want to be.

I was just telling you the story of one of my team members who needs to work on a task that my brother assigned her. And the problem was that she was very confused as to what needs to be done because basically there were elements in there that she just didn't understand, OK?

And so I started looking into things and trying to figure out, because I didn't actually see the instructions and all that kind of stuff. So I basically had to get up to speed to understand, OK, what are we talking about and how the information was passed down.

So there are two things that I want you guys to understand. And maybe I mean, one of them you already understand now, OK, most people understand this is, you know, on this planet. So the same way we have languages on this planet, you have to understand that our brains have languages as well.

There are many different types of languages that our brains are using. You've been in that situation where someone is trying to explain something to you and it just doesn't make any sense. And then your buddy says, oh yeah, well it means this. And you're like, oh, OK. But when the other person is trying to explain something to you, you don't understand.

So these are things that you probably noticed in school. You have this math teacher trying to explain something. You know, the thing with math is very often the all these things sound so intangible that it's kind of hard. You need to wrap your head around things.

And you have this teacher that has been trying to explain some theorem like Pythagoras or something. And then next year you have another teacher explaining the exact same thing and everything makes sense.

And have you ever wondered why? It is just because your brain basically has the same language as their brain.

The second thing is, if you understand this, then it will be a lot easier for you to be able to collaborate with people, because you will realize that OK, I have to explain this some other way. There are people, for example, who will learn by listening to something. But some people need to see it, OK? They need to see something like a video.

But in addition to this, then afterwards there's this other layer. So if you understand this, then you will be a lot more successful when you have to deal with people, deal with colleagues, deal with co-workers, deal with people you're managing because they will all have a different brain, OK?

How to manage a team , My secret blueprint

So then you need the ability afterwards to be able to spot how people are. That's difficult. It's complicated because I don't know how many different languages there are. I mean, this is a conclusion I came to I didn't read that in the book or something, it’s just my conclusion after dealing people right. When you deal with people, you understand those things.

And so there is no one message, that fits all.

And so I came up with a some sort of like a methodology that will basically, you know, make sure that regardless of what the person's brain language is, they will be able to kind of like grasp the situation.

And this is the reason why I'm shooting this episode here is that my brother was trying to pass some information to someone in the team who's used to my way of things. So I guess maybe our brains are a little bit more in sync.

And then there was information that came in a completely different form and language was an extinct language for them. And they were like, dude, I really don't understand. I'm confused because what happens when people don't understand the information is that they're confused. They start getting stressed.

OK, so you need to just do a better job at providing that information.

Frequently Asked Questions

What is the simplest blueprint for managing a small team?

One weekly priorities meeting on Monday, one Friday review, and a shared dashboard with three numbers everybody watches. That setup runs a five person team without endless calls. The blueprint succeeds because it makes priorities visible and keeps everyone accountable to the same metrics, not to the manager mood.

How do you hire a small team without HR experience?

Start with one written role description, three required skills, and a ninety day trial period. Source through your audience and personal network first because referrals close faster and onboard easier. Use a paid two hour test project as the final filter, because resumes and interviews rarely predict actual output.

How do you delegate without losing quality?

Delegate outcomes, not tasks, and define what success looks like in writing. Provide one example, one common pitfall, and a check in point. Spend extra time on the first two delegations because the quality bar is set there. After three iterations the team usually internalizes the standard.

How often should you check in with team members?

One weekly thirty minute one on one per direct report is the floor. Anything less and small issues turn into resignations. Anything more becomes a meeting tax. Use the time for the person, not the project, and keep project status async in a shared doc.

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• FBC , 4 Part 1 , This is the story of my life: Success, Failure and The Hurdles.
• FBC , 3 , Escape your life of sacrifice! Don’t settle for less than your dream lifestyle.
• FBC , 8 , The Weirdest Challenge To Boost Your Confidence
• Other really cool tips that will give you an unfair advantage