Team Leadership Guide

Home / Definition of a Team  / Stages of Team Development  / vision / valuesnormsexpectations

collaborate /trust / effective meetings / decision making / manage conflict / solve problems set common goals /

plan effectively /  share information / bridge to the organization / communicate clearly / coach / train / feedback

motivate / manage change / team performance



It is one thing to be capable of doing something; it is something else altogether to want to do it. Setting aside the issue of coercion, people generally want to do things for two basic reasons: (1) it serves some purpose of their own or (2) it serves someone else’s purpose and they’ve accepted something in return for doing whatever it is that someone else wants done. Self-satisfaction and incentives; these are the two great motivators.

A word about praise

Learning to praise contributing behavior is an important part of constructive feedback.  Below are some observations about praise that may be helpful:

  • Praise does not have to be formal.

  • Praise sincerely.

  • Praise in accordance with your personality--don't offer "paste on" praise.

  • Praise regularly and consistently.

  • Use nonverbal praise: nods, smiles, pats on the back, etc.

  • Use written praise.  A little note (hand written) can work wonders.

  • Praise the work of one to others.  Praise has a way of lifting all the boats in the water.

  • Balance group praise with individual praise.

  • Think of praise as just one aspect of an overall goal to improve interpersonal relations. 

  • Praise must not have strings attached.