Tips For Leading Your Team Members Better

Please consider these tips for leading your team members better.

  • Great team members want and deserve more responsibility.  Consider what you can delegate to them.  If someone on your team can perform a task you own 80% as good as you, delegate it to that team member. 
  • When coaching, if a team member owns a responsibility, coach them up but don't go too far.  If you try to take them to 100% or perfect, you may inadvertently be taking the ownership back from them.  They will be given the sense that they no longer own it and you kind of took this away from them by grinding too far.  Manage them so that they know they own it and they are getting better and better at executing it.  See bullet point #9 for the best way to help them understand 100%.  
  • How do we give meaning to each team members work?  We can compliment a team member at any time when we catch them doing something well.  That doesn't mean they are perfect and we can't coach them up in other areas in private, during our 30-minute one-on-ones.
  • One-on-one Meetings and Cadence - by embracing the 30-minute one-on-one weekly or every other week meeting with a structured agenda, you get to get updated by your team member on how they are progressing with their priorities, provide clarification on how we do things from a culture standpoint and you get to review and even reset their priorities for the next period before your next one-on-one.  If you are not pleased with a direct report's performance, this tool is as good as anything we have found for improved near-term performance.  For more information on 30-minute one-on-ones, contact me at and I will send you how this optimally works. 
  • What if we have to have a conversation with a team member that is negative because of weak performance?  The key is, the conversation can't be predominantly negative.  "You are important here.  We need you.  I want you to be successful..........." Please click here to learn from Performance Expert Stan Beacham on how this is best executed. 
  • Consider Lee Scott's advice, "sharing praise is a compromise, give it all away."  In other words, our organization has been performing very well recently.  Do we have to own all of that or can we give that away to a team member or two or to the team as a whole?  
  • Does each team member know exactly what they "own"?  Do they know exactly what their responsibilities are?  Consider enhancing, for clarity purposes, their detailed job description.  In our opinion, for every task that has to be done in an organization, we all should know who owns it for this period of time.   
  • Does each team member know why the job exists and what a job well-done looks like for their job, their responsibilities?  Donnie Smith, high performing retired CEO of Tyson Foods used this to take Tyson Foods to the incredible performance they achieved during his era of leadership.  
  • Consider that "ambiguity breeds mediocrity and clarity breeds excellence," Covey.  Each one of us, including "my own self," (as John Lee Hooker would say) we can deliver with much greater clarity our direction and information.  
  • Recognize that if a team member is performing poorly, it is likely 30 to 60% our fault.  30 to 60%, sometimes more and sometimes less, of the person's underperformance is caused by something we as an organization are not doing so well.  Dive deep here.  You will be amazed at how much upside you will find around this. 

We wish you the very best in your leadership endeavors.   If we can be of assistance or you would like to learn more about our products and services, contact me at  


In Honor of Pear Pleetissamuth - Her Reception!

Yesterday, on June 21st, members and friends got to celebrate with our associate, Pear Pleetissamuth,  who recently graduated with her second degree, a Masters Degree  from the University of Arkansas in Operations Management, Engineering College, complementing her Bachelors Degree from the Walton College in Small Business further complemented by her minor in Chinese.  Pear has been a wonderful contributor to our team for over 30 months and we are all grateful for the opportunity to get to work with her.  She modeled teamwork, sought best practices, executed with grace and grit, helped us upgrade how we do things in many ways, all the while with a smile and strong discipline.  In addition, our members and Pear created some special bonds over the months.  

Pear will be returning to her home country of Thailand to start, with a partner, an Essential Oils enterprise, targeted to the growing affluent Chinese who increasingly visit Thailand. 

For these combined reasons, we wanted to have a Pear Party before she leaves for Thailand.   Some incredible people showed up.  It was a Thai Food feast and a lot of uplifting conversations.  Please enjoy some photos of the event.   


 Names of those in photos:  

1. Pear and Molly Rawn                                                                 

2. Dan Sanker, Tommy and Robyn Van Zandt, Pear

3. Santiago and Gabriel Machado, Tommy                       

4. Stewart & Grace Nance, Mafe & Camela Machado, Robyn Van Zandt

5.  Stewart Nance, Pear, Tim McFarland

6. Michael Iseman & Shannon Bedore

7. The Machado Family, Tim     

8. Ed Nicholson & Brian Shaw     

9. Elevate Team


Pear takes with her the hours of shadowing and assisting peer advisory group meetings, where members address real-world issues and help one another seize opportunities or respond to challenges or issues and thanks to their peers, often with greater success.  She is equipped with a host of takeaways and pieces of wisdom from about every member and client.   She understands the real world of leading an organization and valuable keys to doing so.         

Pear, you may be moving to Thailand but we are still here to be helpful to you at any time along the way.   We know you are well positioned for success.  We also know that every start-up is challenging.  We wish you the very best in this new endeavor!   

Thank you to everyone who attended Pear's Party!
-The Elevate team


What Does Being a Leader Look Like?

Leadership....We Were Going Through Some Keepers Relating to Leadership and Found This Piece Dating Back to 2010

What Does Being a Leader Look Like?

From the book CEO Material by Debra Benton,

Page 91,

If you choose to lead (because it is your choice), you

  • Think “we” instead of “me”; you put forth individual effort to create team-based wins

  • Have other awareness not just self-awareness and campaign for others, not yourself

  • Understand that being a leader is a service job – service to employees, social causes, and customers (note: we would add shareholders, suppliers and providers of credit)

  • Improve your people’s reputation, not your own alone, and you keep it about others, not you

  • Grow others and share credit; you make it possible for others to use their abilities and take people to places they normally wouldn’t go on their own

  • Don’t just focus on your work but focus instead on the business as a whole; you get a large number of people moving in a similar direction where they’re able to accomplish a great thing

  • Build a team of like-minded people around you and fill in gaps of what’s missing in your own expertise

  • Take responsibility for your own weakness, even if only in private, and you get skills or put people around you with skills

  • Grow things and free up capital, and you see where the company can go and where you can be of help

  • Keep whatever team you lead moving

  • Do more than get everything done; you make a huge impact every day

  • Spark ambitions in others-both those under your direct control and those who are not

  • Make choices, minute by minute, that make you better in your work

  • Treat your people as associates / colleagues, not subordinates

  • Have organized thinking, and you can take a problem or opportunity and sort it out logically.