Building a Team Member vs. Having a Staff Member

 

While building our successful team, I realized that there were some changes I wanted to see, such as teamwork.

Having a “staff” member differs from having a team member. These are two different approaches to leading a team to success.

While “building a team member,” I focused on the development and growth of the individual. That implies that I will invest time, energy, and resources into nurturing the individual’s skills, knowledge, and capabilities.

This approach involved mentorship, training programs, feedback, and personal and professional development opportunities, including using a Gallup Strengths Coach. This emphasized fostering a collaborative and supportive environment where the team members continuously learn and improve.

On the other hand, “having a staff member” may imply a more transactional relationship. Then, the emphasis is on utilizing the skills and abilities of that individual to fulfill specific roles and support tasks within the practice.

While there may still be opportunities for growth and development, the primary focus is on the immediate requirements of the job rather than on long-term investment in the individual’s potential. Both approaches can be valuable depending on the practice’s goals, the culture they are trying to build, and resources.

However, prioritizing the building of a team member approach often leads to a more engaged, skilled, and cohesive team overall.

In our experience, our team members stay with us longer.

Investing in Your Team

Personalized Gallup Strengths coaching for both the team as a whole and individual team members can yield significant benefits in terms of team dynamics, productivity, and personal growth. Here is how it can work:

1. Team Assessment: We began by conducting a Gallup Strengths assessment to identify the collective strengths of the entire team. This assessment helps team members understand each other’s unique talents and how they complement each other.
2. Team Workshops: We organized workshops and training sessions where the team could collectively explore their strengths profile and discuss how they can leverage these strengths to improve collaboration, communication, productivity, and overall team performance. It helps encourage team members to recognize and appreciate each other’s strengths.
3. Individual Coaching: We provide one-on-one coaching sessions for each team member to delve deeper into their strengths’ profiles. This personalized coaching can help team members recognize, understand, and embrace their strengths to apply them effectively in their roles, set goals aligned with their strengths, and overcome any challenges they may face.
4. Strengths-Based Assignments: We assign tasks or projects that align with each team member’s strengths to maximize their potential contribution. We also encourage team members to collaborate and support each other based on their strengths.
5. Regular Feedback: We foster a culture of continuous feedback where team members can provide insights and encouragement based on each other’s strengths. Regular check-ins help reinforce strengths-based approaches and address areas where management may need additional support.
6. Evaluation and Adjustments: Periodically, we evaluate the effectiveness of the strengths-based approach within the team and adjust as needed. We encourage open communication among team members to share feedback and insights on what works well. We are constantly looking for ideas for continuous improvement.

By incorporating personalized Gallup Strengths coaching for the team and individual team members, we create a more cohesive, empowered, and high-performing team that capitalizes on each member’s talents and strengths.

Learn How AADOM Can Help

Keeping Team Members Motivated

Motivating team members through encouragement and incentives can effectively foster engagement, productivity, and a positive work environment. Here are strategies to consider for encouragement of team members.

1. Recognition and Praise: We regularly acknowledge and appreciate the efforts and achievements of team members. We have a shout-out praise board where team members recognize each other for a job well done or when someone goes above and beyond.
2. Personalized Feedback: Providing specific and constructive feedback to individuals, highlighting their strengths and areas for improvement. Tailoring our feedback to each team member’s preferences and communication style to ensure it resonates effectively.
3. Incentive Programs: Implement incentive programs that reward exceptional performance and achievements. These incentives range from monetary bonuses and gift cards to extra time off or other benefits.
4. Career Development Opportunities: Offer opportunities to lead projects such as Invisalign Day. Producing a team Newsletter also helps cohesiveness in the office.
5. Flexible Work Arrangements: Provide flexibility in work arrangements, such as remote work options, sharing hours, or flexible hours, to accommodate individual preferences and needs. Empowering team members to have greater control over their work-life balance can increase job satisfaction and motivation.
6. Team Building Activities: Organizing team-building activities and social events to strengthen team members’ relationships and create camaraderie. These activities range from team lunches, opening day tickets, and outings to team-building workshops and retreats.
7. Clear Goals and Expectations: Set achievable goals and expectations for team members and regularly communicate progress towards these goals. Clarifying objectives and how individual contributions contribute to broader team success can enhance motivation and focus.
8. Empowerment and Autonomy: Delegate responsibility and empower team members to make decisions and take ownership of their work. Providing autonomy fosters a sense of trust and accountability, which can motivate individuals to perform at a high level.
9. Regular Check-Ins: Schedule regular check-in meetings with team members to discuss their progress, address any concerns or challenges, and provide support as needed. These check-ins demonstrate that you value their contributions and are invested in their success.

By combining encouragement with meaningful incentives and support, you can create a motivating work environment where team members feel valued, empowered, and inspired to excel. We applied Gallup Strengths, flexible work schedules, praise and recognition, feedback, and more.

 

 

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About the Author

 

Sandra Ball, MAADOM

Sandra Ball has been working in the dental field for over 35 years. Her goal for over 20 years is to change the world one face at a time. This includes patients as well as team members.

Sandie has been a member of AADOM since 2021, and she received her MAADOM in 2024.