Leadership: Best Practical Leadership Tools | Bhuvadol Mungjittamman | Skillshare

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Leadership: Best Practical Leadership Tools

teacher avatar Bhuvadol Mungjittamman, An Entrepreneur and HR Professional

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Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

6 Lessons (55m)
    • 1. Class Preview

    • 2. What will you get from the Course!

    • 3. Tool No.1: Building Engagement in your team

    • 4. Tool No.2: Setting a SMART Goal for your team

    • 5. Tool No.3: Giving and Dealing with Direct Feedbacks

    • 6. Bonus Tool: How to COACH your team members

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About This Class

As a leader, there are only two things that you should be able to lead. First is to lead your teams' HEADS, you must know how to set clear goals and how to align a common vision for your team. Second is to lead your teams' HEARTS, engaging your team members and knowing how to keep them motivated is like a fuel to boost your team's happiness. In this 50-minutes lesson, you will learn how to do both. 

In short, you will learn:
- Practical Team Engagement Tools
- Simple Goal-Setting session for your team
- Basic Coaching methodology 
- Constructive ways of giving direct feedback

Hope to see you in the course! 

Meet Your Teacher

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Bhuvadol Mungjittamman

An Entrepreneur and HR Professional


Hi, my name is Bhuvadol from Bangkok, Thailand. I am an entrepreneur running my own online businesses and a HR professional in a company. My main focus in on leadership development and Talent recruitment. 

After years of designing and training Leadership development sessions, I have learned that becoming a leader is not something that cannot be taught. There are several simple and practical activities that can provide you with a leader mindset as long as you are consistent on using them in your daily life. I tried to design all my courses to be as practical as possible and my strongest hope is for my students to be able to apply what they learned here in real life. 

I will not consider my course to be successful if my students cannot make the best out of them in ... See full profile

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1. Class Preview: welcome to my course today. I will be teaching you ready to use team management tools. It will help you. Ban is your team's part and hit. I know that leading the team. It's a very challenging task, and I really respect your effort to taking this course. And Devon La Petite. I don't know what your business is, and I also don't know who do you work. But I am sure that they're pretty lucky to have you in the team because you are the kind of person that does not only care about a business performance, but you also care about the happiness of your team members. So if you had a kind of person that greedy wants to take good care of your team and lead your team to the go happily, this course is definitely for you. But if you're still deciding, where do you would like to take this course or not? Make sure you shake out some of my previous videos so Dad, you can make a better decision. I tried to design my course to be as practical and concise as possible. I also includes some tips from a person experiences so that you can apply it to your team right away after you have finished the course, so hope to see you in the course. 2. What will you get from the Course!: so who should take its course? In fact, I designed my course to be as practical as possible. In each chapter, you would not only learn effective tools on how to manage your teeth, but I will also be given you some tips and examples from my personal experience on how to use those tools in real life. I have not only used these tools in my business life, but I have also used them with my friends and family as well. So I would say that it's useful for any person who cares about others. But to make a lesson more tangible and to give you a clearer picture, I was saying that the lesson is best for tree types of people, a caring team leader, a proactive team player and an entrepreneur. What these three types of people have in common is that they do not only care about the members in the same support. They also care about the feelings off the people around them. So what would you get in the course? The first and most important thing that they were getting the course is a simple and practical tool for you and your team to learn about each other. I can guarantee you that you'll be surprised that you know just so little about beauty after you have done this activity. It is a simple and fun tool, and you can also adapt it to use with your family and friends as well. For me, I have a strong belief that you will work better if you know another person on board of their professional aspect and personal aspect, especially if you are a startup or running a small team. Knowing your team in and out will not only make you understand each other better, but it will make you feel more engage doing work as well. The second thing that you would get from the course you will learn another practical tool on how to send your team school. Believe it or not, many teams that I have worked with they have unclear or ambiguous school that they don't even realize they just kept on doing the daily tasks without having a clear and going my. They just don't know what it's waiting for them at the end of a tunnel. When the working team goes on like that for a long period of time they will feel that they do not have value. They won't feel like adding value to the team, and they cannot see how their task is helping the team to restore go because, after all, they don't even know what a goalless. The second thing that you learned in this course, it's a tool to help you and your team to set a clear goal. Last but not least, I would be sharing you some tools that I use every single day to improve the performance of my team and myself. This tool is as simple as it tours in the last two chapters, and you can apply it right away. After you have taken The course is to will help you to maintain a productive ITI and happiness off the team where you opened rooms for everyone in the team to speak up and voice their opinions through the TV. I will also be talking about some frameworks to deal with direct negative feedback. I'm sure that nobody likes it when someone say something bad about us, right. But as a leader, when entrepreneur you need to grow from bad comments and criticisms, I will be teaching you a simple framework that I use every time when I faced negative feedback. And trust me, it is really easy just to quickly wrap up that the course you provide you with easy and practical tools for you to learn more about yourself in your team. It will help you and your team set up a common goal, and, lastly, the course, we hope you sustain your team's happiness and productivity throughout the course. I will be providing you with examples and tips so that you can apply the course in your real life right away after you finish the course. If you're ready, let's begin with our 1st 2 a simple and fun tool designed for you to learn more about yourself. Hannity. If you're ready, let's begin with our first to a simple and fun tool they signed for you and your team to know each other better. Let's go 3. Tool No.1: Building Engagement in your team: The first tour is called a journey line activity. This is a tool to let you learn more about yourself and your team within the limited of time. I used this every time when I saw the new project with new team members or when I have a new team member coming in into an assisting project. The Jenny Land activity has two purposes. One is for self reflection and the other is for team reflection. Now let's see how the Jenny line activity is done on your left hand side. You will see that emotion for it consists of two emotions. Positive energy and negative energy. Positive energy means that you're feeling happy and positive about experience in your journey line. Why negative energy means that you're feeling sad, hopeless and miserable about experience in the journey life. The first thing that you and your team would do is to summarize measure events in your life that gave you positive and negative energy experiences. Make sure that those events had a major impact in your life, and it's significantly changed your life Somehow. Then you applaud those experiences in a journey line during activity. You should give your team at least 30 minutes to do this. Or even better if you assign this activity as that one work so that they can come back with Jenny Line ready. So here's how to journey line. Looks like this is an example off my own journey line. I will go through s brief as possible so you can have a clearer picture on how the activity should be done. And you'll be surprised how much you know about me after, and Ben will. It all started when I was a little kid. I had a dream to become a football player or a soccer player. The main reason was on because I enjoyed kicking the football, but I enjoyed it. Time I spend with my friends, I grew up from a family where my parents do not have much time for me. They're pretty busy at work, and my mother did not spend much of her time in Thailand, my hometown. She works as a diplomat, and she gets to travel here and there that explain why I'm really close and connected to my friends Muslim in France back then, love playing football. So I decided to join a football club in my school and I did pretty well. I even used to be the team captain. There's something really bad happened to me and this is the lowest point that my negative energy hit me in my journey life. I was diagnosed with a tumor in my left leg. The tomb was so big that it has eaten half on my upper lakes bone. I took a surgery to take the tumor out on. I couldn't walk for six months, so forget about football. I could no longer play football with my friends anymore. At first I still have some hope that I might be able to go back on too few it again. But the doctor said that I won't be able to play football for the rest of my life because my leg will be broken very easily. So that's a part where my life thought really hard. Then one of my best friends invited me to join a table tennis club. He was only in the football club and he was a very caring person. I joined a table tennis club and again spend most of my time with my friend playing table tennis. I even won a gold medal in both single and double during the sports day. One day my mom got posted to India and that's when my emotion dropped down again. It was that because of the country, but it was because I had to leave on my friend from China. But I decided to go because just one sentence than my elder brother, who used to travel here and there with Mom, told me, he said, Please take a chair off mountain for me, so I decided to go. Then I came back to join the university in Thailand, and I graduated and international relations. During my university time, I found a Facebook page called Humans Off Julia Wish I got inspired from a page court humans on New York. All I wanted was to make a society less judgmental. People in Thailand, even in universities, tend to judge others, even though what they do not really know each other. They would just just them appointed backgrounds such as the faculties there in. They're great for the appearance. I did not like that. So I bought a camera and roam around my universities, interviewing hundreds of people and taking it photos to share on Facebook. I created a small space for people to come, learn respect and accept the differences. I got Commons like thanks so much for sharing another side of the story of this students faculty or I was really scared off the janitor. I did not know he would be this cute. That's when I learned that my true happiness comes from the people I am around. And the feeling that I can make a living condition a little bit better really makes me happy. Then I became an entrepreneur for a while. Learn a lot from a business. I would say that I am not successfully, but I learned many things from my mistakes. One of them is about team management, and that is why I am here now. So that was an example on how he should do the first step in the journey line activity. The second step is to tell how easy experience provided you with the life lessons, or you can tell How did you get through those times? Here's my example. I learned that the world is so beautiful when I was a kid. Then I gradually found out that it was thought that beautiful when I had a surgery. Each of the step in my life. I always have a strong relationship with someone who influenced me when I was young. Life was all about friends. When I grew up, I needed to leave my friends and take care of my family in India. Then I learned how to embrace every kind of relationship. I even sort of international relations, and right now, trying to share my experiences through others off what I know about nurturing relationship in a team. Lastly, you need to find one word that describes you. And I guess you can guess my I bet most of you will get it right. My word is relationship, right? So just to sum it up once again, there are three steps in the journey line activity. Oneness is summarized your experiences and plant them down in according to your energy. Next is to tell how his experience influence your life and tell what lessons you have learned from. And lastly, find one word to describe you. Right, So here's how you can leave the journey line activity in your teeth first, you want to make sure you did your journey Lana TV, you can download a template that I have attached in the course. You don't have to do it in a presentation like mine. Most of the journey lines can be written down on a piece of paper, so just print a template and do your journey line on that. On the day that you want to do this activity with your team, first, explain your team about the purpose of the activity. Then the most important part is for you to set an example off how the activity stuff go through auditory steps so that everyone can understand and really see how the activities we can make it a little more fun Before you let each of your team member right down the journey line, let him guess the one word that the other team members were used to describe themselves, and they will see at the end off the activity. Whether there right enough. Next, you should give your team about 15 to 20 minutes to write down the journey lines. So don't forget to print out a journey line template that I have attaching the course to give it to them for the last step. Pair of or group the team and allow one of the team members to share his or her jenny line . Give this session about 25 to 30 minutes and make sure you also participate in the session . After the first person is done, you can let the other team members show whether they have guessed the word that best described a speaker, right or not, and then you can move on to the next team member. So here's some tips. When we do this activity, we should do it in a small groups because it requires a lot of focus and attention to learn a story from a person during a sharing session. When a person speaks about his or her genuine, you can engage other team members by letting them guess in the end, which one weren't that that's describes the speaker, or you can do it in pairs and pair of those who know each other least also remember that this activity takes time. You want to give 25 to 30 minutes for a person to share his or her journey like it's OK. If it does not end in one session, we can do it. Letter but please don't watch a session. My last test for you is try doing this activity with the person you think he or she knows ups, and you'll be surprised how much you guys, we know each other even more. 4. Tool No.2: Setting a SMART Goal for your team: So we have gone through the first tools that help you know, your team and yourself. Better remember, you must know your team on both of their professional life and personal life. It's always better. So let's move on to a second tool. Knowing your team schools, I will call to number two as creepy. G. R P I. Creepy is Tool will help you learn how to set and align your team's goals again. I would try my best to expand is to as simple as possible, and I will make sure you'll be able to apply it to your team right after. Alright, right here is a simple study case for you to honestly and creepy. There are two badminton players on your left. Inside. It's the world number one, and on your right hand side is court number two on single player. They are playing in the final round for the championship gold medal. It doesn't sound strange, right, because they are both strong badminton players and they are on a top four drank so they should be playing in the final round and it might be a little hard to guess which one will be the winner because both of them are great. What about this? If there were a match that we bring those two same players who ranch talk in the world for single to play doubles, they're playing a first round with the world number nine on doubles in which blood of them have no ranking in single. Can you guess who will win is easy, right? So what's a logic behind this strategy? It's on your left. Inside their professional single players who are put in a team to play doubles, they rarely practice with one another, and they have always been a single player. The card is a working group where it's on your right hand side. It's a professional doubles players who have been playing with each other as a team for years. They know each other in and out there, practiced together every day and the commissary synchronized. We caught us out working T. What I'm trying to say is that this study case shows that a working group is a group that the members barely know each other. They do not have a common goal, rose or not allocated properly, their lack effective communication and most importantly, they only care about individual success. On the other hand, a working team knows each other by heart. They share a common goal. They allocate clear rules. They communicate effectively. Sometimes they understand each other without even talking. And most importantly, they care about the team's accomplishment in discourse. I will be showing you a tool to help you create a working team like this. The tool is called grippy. What does that stand for? G. Stands for goal are for Roll People Process and I for interpersonal relationship. Now this happened. Look at them one by one go Who is the core mission off the team. It is what gives direction to the T. Sometimes you even want the goal to come out from the tea, not just one person. You have to make sure that all your teams understand except and commit to the same call This process are creating. A common goal may take a long time, but believe me, setting the same goal in the beginning of your business is crucial. If you want to check whether your team has a common goal or not, simply asked them individually whether they know what is the goal of Auntie. If you have a different kind of answers, then you need to reset team schools once again. Some tips When setting the goals, make sure your goal iss smart. That is a specific, measurable, achievable will event, and it has a time limit. Make sure everyone in the team No one that didn't go is smart and make sure them also know how smart a goalless roll. If the goal is right, most of the time, their roles will be right as well. Just to remind you again that everyone and I mean everyone should share a common goal. And in that case, everyone will know how they can contribute to that goal. Wish will lead to their rose and the task here. Sometimes you want to make sure that everyone knows each team members roles as well, and you also need to be sure that everyone understand, agree and are satisfied with their robes. I will share you a simple tool to check your team satisfaction later. Intercourse process. We might not need a process for individual test, but we certainly do need a process for a team's tests. For example, we might need a process where the team come together and make a decision on important issue . Do we agree on a consensus process or we agree on a majority vote? This kind of process should be agreed in the team before they start working or another example. If there is a conflict in a team, you can come up with a process where in each week we will have a feedback session where you have a chance to speak up and see. Get wise from the multi lastly interpersonal relationship. Most of the time, If the goal rose and processes are right, the interpersonal relationship can hardly become a problem. However, you can set up some small nice culture in the team that were encouraged. Positive interpersonal relationship. Sasha's. Whenever you do something wrong, say thank you for understanding what thank you for giving me a shares to improve myself instead of saying I'm so sorry, I won't do it again. Here is a small tool for you to use right away. After you have finished the course, you can go back to your team and do what is known as the grippy shake. It is very simple. First, as you can see on your left, inside, you can come up with a list of questions in wish you want to measure the grippy status of your team members. For example, out of 1 to 5, how much is our team's goal? Clear After asking the questions, you would let your team altogether raised their fingers to give score out of one of five. If the team members give you five, don't be so sure yet that they have a single. You can ask them to write down their goal individually and check whether they share common going up. But if some members in a team give lower scores than five, you can ask him to explain a team. The reason why they do not give a five this session will allow you to really see if the team shares the same common goal, and you can use it to shake other Kribi status as well. By now, you should get the concept of grippy and how to use it in your teeth. Try it right away after you finished the course and be ready to see improvements in your team's environment. Now I would like to give you some it twice from my personal experience on how to lead a creepy activity with your teeth. The first and most important thing that you must keep in mind before you do the grippy activity is that your team members should know each other quite well if they still have no idea who other team members are. You can use the journey line activity that I have taught you in Chapter one to help your team know each other better. And most businesses have a business school before grouping a team or recruiting people to join a team because it is hard to recruit the right people if you do not know which direction you're heading to. So you as the leader, you have to be sure that you really understand the goal off the business before leading the session. If you're not a CEO, the founder or the leader of the team, and you don't know to go quite well, you should align a goal with that person who knows best about a business school. One trick for you is to create a one simple sentence that signifies the business school and make sure your business go a smart. Here is a small example from my experience. I have done a ghost setting session with a small team off 10 people that wants to initiate a home delivery business in Thailand. What I did priority the session, I told each of the team member privately and asked them about the goal off the business. Because the team was small. I was able to spend time with them one by one. If the team were a little bit bigger, I would just do an online survey and asked each team member about to go off the business. So here what it goes looked like after I did the first session, all right, so after I interviewed each of the team members and asked him what the basis go is, so he has a result. Some of them said that they are doing delivery business in Thailand. Another person said the goal is to be number one food delivery business in Bangkok. Another person said the goal is to deliver food and other goods to residents in Bangkok. Another person said the goal is who acquire 50% share off the delivery market within five years, and another person said they want to be the top in mind. delivery business for us and people. As you can see, the ghost on each person is different. Some understood that they're doing delivering business in Thailand. Another, they understood that they're doing it in Bangkok. So after this talk with the team members, I would note down the results of the talk and no down what they have in common in a goal and what they do not have common in the goal. After that, I would present it to the team leader to ask him about the idea. So what you do business, Coby. So let's see you want a common point in this case is right. As you can see in the presentation, the only common thing that they have is that they understood that they were doing a delivery business. And that's the only thing that they have in common, all right, and that things had The team did not have a common understanding our as the following the 1st 1 They did not know what their delivery is it food or other goods. Second son of them think that the business is only in Bangkok, and some of them think that the business will cover the whole part of Thailand and even one person thinks that the business will go to the ASEAN market so you can see that the goal is really and biggest about a service area next one. Only one person said that the time limits are the goal is five years. Other team members had no idea about a time limit for this business next, only one person said that the residents are the target customer. No one else said that Who is the target customer and the last one is an only one person said the team needs to win 50% share of the market so no one knows what is a target market share that should be acquired. So after it, no down a result of what the team have in common and not common about a goal. I would need to talk to the team leader right, so I have to make sure that the team leader considered a points that the team members proposed about a business go as well. If the goal is not smart yet, that means that it's not specific, measurable, achievable, relevant and time bound. I will go through with the team leader on each of the Topic two comma with a draft solid business school that have ordered a mention in a smart goal mortal. The reason why I said that it was a draft business. Coal is still coming from the only leader off the tee, which is not good, because the goal should come from all the team members. Right? For the next step, I would bring all the team members together, sit in a room and let each one of them say, What the go off the businesses. So then I put them in the meeting room together and do it a ghost setting session. So this one trick when you do this session, please don't let the team leader speak first, because when a team member speak first, other team members might not be brave enough to speak up if they do not share the same idea . Right? So the first thing that I did was I let every team member speak once again in a room about the goal off the business. I would let him talk one by one, and after everyone is done, I would tell them about a common points and uncommon points off the team goals that I have already prepared and talk with the team leader. Lastly, I would let a team leader share his or her opinion on the business school and the team leader would then explain the draft business goal through the smart concept set out, the team can understand a gold better. We have to make sure that the team has really taken into account his team ideas. Make sure that he doesn't leave any ideas out. Make sure that he includes his team's idea into his school west Well. And then we will let the team to a final brainstorming with the team leader in the session as well for them to come up with a goal. The result of the session was sent. A team got a new coal, which is quite smart. The go Assad. Within three years, we must win 30% share off food and beverage delivery business, targeting high income residents and office workers who live in Bangkok. And one more thing. They agree to revise a goal on a monthly basis to check their progress and see if there's anything that needs to be changed, so you can see after we did the go setting session. Everyone will have a clearer picture on how the gold of business look like. And you can apply this to your team because this go setting session is really useful for your team to set a common goal. Because when you work every single day, there is a high chance that the team members and also the team leader to not have a common goal. Even if they did in the beginning, when they undergo the working process, they might discover new opportunities and news obstacles every single day. That might somehow affect the goal that they previously committed you. And that is why we need to have a regular session where we would revise alcohols again. If you think your team is facing the same kind of problem, please go back to your TV and implemented kal setting session. You can use my experience as a guideline to short count your trial and error process, because I have done a lot of mistakes trying to find a nice way for the ghost setting session and the one I just shared with you gave one of the best results. However, make sure that you know your team's chemistry really well. Before doing a session, you must know how to win each member's hearts and get them to be open minded about the course setting session. You don't want it to this session where nobody talks or proposed any idea, but then start gossiping and talking behind your back when the session is done. You want this session to be as open as possible, so even you as the leader, should be open minded and listen to what a team has to say. There's one thing I always advise all the leaders that I worked with. One thing that you should do is to always be the last person to speak. Your job is to listen, listen and listen to your team in this way. I am sure that your team will respect the decision off The person's go off the team that they have come up with together and you as a leader were also learn and grow from the session because it won't be only about the business performance. But we also be about the team's commitment to the business performance and that it's one thing that really leaders must take care off. So right after we have done to go setting session. Now we have to do in a rural setting session. So to have a clear role, we need to identify the working task that needs to be done to achieve the goal in the delivery business the same business the same team have been working on. They have already divided the team to have eight main brooks, so the first rule is a strategy planning, marketing, finance operation, human resource, customer service curate. You see application development it g all the rules that needed to do the delivery business , right? So the team agreed to keep the road this way. But they want to add some more dynamics to the teeth because each of them feel that they want to explore more on other areas of work. Apart from the field, off their expertise and their sometimes curious about other roles as well, they still do not have an idea what other team members are doing each day. So they also want to learn more about other roles because sometimes they can feel that they can't support other rose as well. So here's what I did in a session I created three categories of role for the team members to shoes. All right, so the 1st 1 is a role that they're good at an area that they can use their full competency for the test. This is probably the same road that they have been working in before when I came in. The 2nd 1 is the role that they want to work as a supporting T, the role that they think that they can contribute for the better off the job and the last one. The third row is a road that they want to learn more about in a few. And then I lead the session and I let each team member select all three rows. This is my key take away from the session most of the time. If you're working in a startup like environment where everyone is very active and everyone is eager to learn everyone in the team, I want to have more knowledge, which is the third role in every few apart from their own expertise. So ah ro setting session have resulted in a working roll like this. Each person From now on, we have three ropes. The 1st 1 is a main role in which their full responsible for the task that they're I'm expert in the second rule is for them to be a supporting teeth for other tests that they think they can contribute. But they might not be an expert on the field, and the third role is to become a teacher on their field of expertise, to teach other team members on a particular topic than the team is interested in. You know what? The solution made the team really happy, and they really liked the teaching part because it did not only provide a stage for each timber to teach the teams, but it had tremendously that I love the team's communications. Give us well because they would not have to digest difficult subject. They have to digest technical terms and turn into something simple because they need to teach their friends someone. We have no idea about a specific field at all. So if you really like this idea, I definitely recommend you to try to swing your team and let your team members become a teacher. We can do this once in a week or once in a month and let your team members take turns and teach other team members they will enjoy. So now we have come to the P process process, setting so apart from their individual task that they're okay with. So now we have to decide with some process for the team's task. So for the process off working a team, they have decided to have to falling processes for certainties activity. Here are some examples for the decision making process for a particular topic. They would always set a time limit for the discussion to be one hour, and if the team cannot agree on a consensus in that one hour, they will respect whatever the team leader's decision is next. For conflict management, the team has decided to have a regular feedback session in which they would use the M. L. C s framework on a weekly basis. The NLCS framework is a tool to help the team to constructive feedback and wish I would talk about in the next lecture. He's kind of feedback Loop made a relationship in a team better as well, because it opened the stage for the team members to openly talk to one another about how do you few about other person performances and lastly, for the interpersonal relationships setting, they agreed to create a little nice culture where they will form a small group and try something new each month. This is really cool. For example, a group of five guys will learn how to do split, which means they will learn how to stretch the legs to be at a 1 80 degree while the other group were practiced. Their strengths to join 1/2 marathon run wish will be holding the following month. After one month passed by, the team will come up with new things to try and they were given going like that until someone has a better idea about forming good relationships within the team. Alright, guys. So by now you should have a better understanding about a grip Emoto. And how can it be done to improve your team's performance and engagements? You can learn from my experience with the delivery business team that I have just told you and applying to your teeth. But this one thing that you need to remember that each team can be different, you must know your teams can mystery really well and you must know each of your team members by hot, so I would encourage you to go ahead and try this with the team. It would definitely put your team to another level of productivity and happiness, and you, as a leader, would also be a better leader as well. 5. Tool No.3: Giving and Dealing with Direct Feedbacks: right. So now you have learned to tools the 1st 1 that help you know yourself and your team better . Remember, I will say this again. Knowing your team on both of their personal and professional life is always better. The second tool that you have just learnt. It's about how to set your team schools, and it's very easy. You'll go must be smart, specific, measurable, achievable, relevant and time about the last tool that I will be teaching you and his horse would be how to sustain your team's happiness and productivity to number three. We call it M. L. C s and Sarah. It will be a tool to help your team to give constructive feedback, as well as helping your team to deal with direct and negative feedback. That sometimes can be painful because common occasion is one of the key success factors or tea filling factors in a team and a business. This tool tremendously help your team to have effective and constructive communication less starving ml CIA's. It is a framework to give a constructive feedback to unity, and again I will show you how similar this for you to apply it to your team right away. As you can see, M L C s M stands for more. Alice stands for less C stands for continue and s stands for stop in this session, we will let one person stand up and we will have other team members Do the MLC As to the standing person em It's for good things that the person does and you want to see more fit. For example, you give great opinions on the business strategies. We want to hear more from you. L l stands for something that you wanted person to do. Less example. We want you to be less self centered. See, see sense were something that you really like about the person, and you want him or her to keep it the way it is for simple. Your optimism really keeps the team positive. Keep it up and s stands for something that it's really harming the team's performance and should be stopped immediately. An example would be you should stop coming late to the meeting. Then you will repeat the same process to the next team members until all of your teams have bean, eh? Messiest. Here are some tips for M L. C s. You have to make sure that the person standing who is being M Osias should not speak a word . Your job is to listen, and you might not agree when on the MNCs. But is this your duty as a team member to listen actively? If you're being a messiest after their Aniston? The only word that I would suggest you to say is thank you and do it sincerely last me. People would tend to remember the els And yes, because it's human nature to remember negative comments rather than the positive ones. Don't worry about that. We will use the Sarah model, our next tool, to help you deal with this matter. Sarah Modo. It's a framework to deal with feedback effectively. It's quite funny, because in Thailand, Sarah is a famous brand for pain killers. So whenever I used this framework in my team, they will always joke about getting painkillers after getting a negative feedback to, you know, pay. So Sarah is the acronym for a shock, angry detect except and hope these are stages of human mind. When we received direct and negative feedback, you might be shocked at first when you hear it, then you will be a little angry. Sometimes you will reject That is not your fault. And it's not you who is causing a problem. Most of the people will spend most of the time in the 1st 3 stages shocked, angry and reject. But eventually slowly, you will have to as a go team, member or leader except and after you accept the feedback, you should have the hope to improve yourself so that the next time you're being MSC est, you won't face the same negative feedback again. So don't forget that every time from now if you get a negative feedback, remember to observe yourself at which stage off, Sarah. Yet as a good team member or as a leader, you will always want to go do th right guys. So once again, I want to share my experience on the M. L. C s session that I did with one team. Actually, I have conducted a lot of MNCs sessions. I did it several times with many teens that I have worked with. But there was one team that I didn't mlc obsession with. I know I would like to share with you figures It was an experience that I cannot forget about. So it was a small team of six people working on a fried chicken restaurant business. Out of the 16 members, there was this youngest guy on the team who is very talented. But he had one problem. His eagle was too high. His eagle made him not listen to other people. His eagle made him felt that he was fired. He was superior than other team members. So the problem is that the team members cannot give him any negative feedback because he would deny it right away. And even sometimes he was not drawing something bad at other team members instead. So we did the M. O. C. A session, and his youngest gentleman got a lot of negative feedbacks from the other team members. Some of them were really hard and something like, I think you should lower your eagle down. It is really bad to the team. Or you should learn how to listen, not just waiting for your chance to talk. So even before the session ended, this little young gentleman who stood up and he said, I don't care and he just walked out of the room, leaving other team members, including me, shocked. So after that, he left the room. I discussed with other team members to find us a notion to help this young gentleman learn and grow to be a better person and a better leader, right? So we came up with this small solution and it worked. So here's how it is. So the next time with the MNCs session, we will set an example off a good listener to him. So we selected the team leader. He is the eldest member in the team. He would be the first person to stand up and let other team members do the MNCs to him. So we will let the other team members focus mainly on the Alan Nous, which had a negative feedback. And we want to make sure that is even stronger than the ones that the young gentleman faced . After that, whether MLC session ends in a fresh room that a leader has been m a C. Est. The team leader would just say thank you with a big smile on his face and sit down. And then the next fight, we were sipped this young lady whom the young boy listen to right next to him. And we just killed this young lady to do a small whisper to him that we were so lucky to have such a great team leader. Don't weak and somehow this young gentleman learn from the session. And when it came to his turn after being NLCS, he just smiled and say Thank you. Then sit down, just like what the leader did. The whole team give you a big hug for taking a step further in his leadership journey. So these are the kind of things that can happen during the MLC in session. There might be someone who just cannot accept and deal with negative feedback, but I always believe there's always a way out for the person to learn and grow. And remember this. If there's a person in your team who has high ego like this young gentleman, please don't blame him. You have to ask yourself and other team member first, what can you do to help him learn and grow? What can you do to make a person a better leader? And even you yourself will become a better leader by doing that? Another tips for the feedback session. When you're giving feedback, whether it's the M. L. C s or any kind of feedback session, you want to make sure that you explain them with the clear logic and examples. You can try and use this framework of thinking when you're providing feedback upon giving an example off a situation, you need to explain three things. The first thing is to explain the situation, the environment. How is it like who were there, what happened and how did it happen? The next thing you need to explain is the action of the person you're do the MSC. What was the action like? What did he or she did? And the last thing you should always explain the result off the action. What happened after that? Or how did other team members felt about that? So here's a sample off a bat and was constructed feedback. You can say that I don't like your body language. It's just so annoying. That's a bad feedback. And here is a sample off a better one, A better feedback. You can say that, you know, whenever it comes to public speaking, people really want to focus on the content of a speech because you always give good speeches. However, the last time that you gave a speech, your body language somehow distracted us from the speech and made a team lost focus and a team couldn't get the most from your speech. It will be a lot better if you use your body language less. So did you notice the difference between a good feedback and a bad feedback? The first feedback were just a complaint. They did not give any constructive advice, and it's really easy to make someone few bad about these kind of feed, right. On the other hand, this 2nd 1 it's a really constructive. It gave a clearer picture off how the body language is affecting other team members. It also offered a solution for the person to improve himself, so make sure that your team knows how to give constructive feedbacks. Otherwise, the feedback session will not be used at its best. Remember three things when giving a feedback. Explain the situation so people can have a better picture, explain the ashen and lastly explained a result. Well, I hope this course has provided you with some practical tools that you can apply it to your team right away. If your team is new, I recommend you starting with the journey line activity. It might take some time, but trust me, it will be worth it. Then move on to the grip. It'll make sure your team has a common goal and they are committed to the goal. Also, try to make sure that your team has regular MLC a session. You can do it weekly. My team does it on a daily basis and it is quite useful. The team will feel that they really care about one another, and when they do it on a daily basis, they don't have to wait for the problems to explode. Also, he's your team about a ceremony. They will learn to observe the emotion. And if they're a good team member and they really want to learn and grow, they will love this mortal. Congratulations for finishing the course and thank you so much once again for taking my course. I really hope that all the tools that I have taught will be useful for your team in some way. In fact, there are many other tools that can enhance your team development, but I have tried to select the most useful and practical ones for you because I really believe that my course would not be successful if my students cannot apply what they have learned here in real life. I appreciate you taking the course, and I know that you make a big change in your teeth as a team leader or a team player. I wish you a very happy and productive T. Good luck. 6. Bonus Tool: How to COACH your team members: Alright, guys, here's a bonus to for you as a team leader to cough your teeth again. My concept is to designed, of course, to be as practical as possible so you can apply it to your team right away after finishing the course. So before we start off, I just want all of you to think about your first coach in life. Who would that person be, and why do you consider him or her to be a coach? In fact, there are various ways for you to define your coach. A coach can be a person who gives you good advice. A coach can also be a person who set good examples for you or a coach can be somebody who teaches you to do certain things. In this course. I would say a coach is a person who does three things, just three things. First, to bring out the best in the coaching Ako. She is a person who is being coached. Okay, second, an active listener who really knows how to listen, actively listening actively, not just waiting for his chance to talk. And lastly, a coach is a person who will always ask the right questions that will produce the development off the coaching. So here's a simple framework called the Grown Model that will help you understand coaching . And hopefully you'll be able to do some basic coaching with your tea right after you've known this framework. So what this girl stands for G Stand for goal are for reality. Oh, for opportunity and W for way forward. This is a simple and useful framework to use with your team while you caution them. Sonus take a look at them one by one, step by step, and I will be giving you tips and advice is for my person experience as we go through them . So G G four go means that you need to know your coach e schools. You need to know why this particular person needs a coach and in which area that's a person want to become better. Which area does he wants to improve? If you don't not know this, you cannot coats, Okay, so make sure you know tickle after you know to go. Then you can start asking the right questions. Here's a small tube that you can use right away. Supposing when it cost someone on leadership when you begin the session. When you begin your coaching session, you can come up with an imaginary scale on the leadership topic and asked their Koshi to grade himself. Asked him to school himself. An easy question will be out of 1 to 10. How much would you score yourself on leadership and why? Remember, try not to watch in a session. Give your coach e some time to think and revise himself. If you're following me right, you will see that the goal will come out from the coaching himself, not the coach. And then you can ask him whether he's aiming for a 10 out of 10. Most of them will say yes. But even if they don't aim for intent, there was definitely aimed for high score anyway. Now we have come to the second park, which is the are. We caught us a reality check at a stage after you know your coaches school, you can ask him what habit is putting them into the score that they have given to themselves. For example, if he scored himself of five, you can ask him, What do you do each day it causes you to give yourself a five now todo, which stands for opportunity at this stage, you want to help your coaching find ways to improve himself. Be very careful at this stage. You don't want to be providing answers or solutions to your coach. E. You want them to come from himself because it will somehow ensure his commitment to the action, right? Some easy questions that you can ask him would be. Do you think you can do better than five? How can you do toe? Or can you name me three things that you can do to improve your score? Or maybe you can ask him what is the easiest thing to do to improve your score? And remember, these questions require time to get a quality answers. Do not grudge and wait until you get answers from the coaches. Last but not release W, which stands for way forward. This is a part where you will ask your coaching to come up with a K P I and time limits for his action. For those who don't know what KP eyes are KP, I stands for key performance indicator, which can be used to measure progress and track the progress. You can ask questions like when you start doing those things that can improve your score or how you measure your improvements. And lastly, don't forget to make an appointment for the next course. You session with him, I for the next session. You can just thought all over again using a role model. And you see the progress. Alright, guys. So, um, a final tips for Coach e number one, Always known down there. Coaches progress and make sure you read them every time before starting an ex scorching section. You need to learn it by heart so you can do the coaching session cracked to let the coaches come up with each answer in a girl border. Don't try to give him solutions. Sometimes think that work for you might not work for him. And if you really want to see him improve our promise, this is a process that he would have to go through to learn and grow as a leader. Right? And lastly, listen actively. Try not to listen. Why? Waiting for your turn to talk you will lose focus and trust me that coach you were able to see that his coach is not getting the attention and can't hear. Okay, guys, I hope this coaching framework is somehow useful for you and your team. Remember that coaching might take some time to practice, but if you follow my guidelines that buy stuff, you will find that it is not that hard at all to coach. Just don't forget. Bring an open mind and an open heart to your causing section and open heart. It's really, really important. Thank you so much. Once again for taking my course. And I hope to see you guys in this course. I wish you a very happy and productive team. Good luck.