group-to-team_Original (2).png

Group to TEAM Leadership Solutions is proud to be a guest blogger for Business Management Daily and their connected management, leadership and administrative development sites. Group to TEAM offers our clients a new and practical way to facilitate a discussion about the essential topic of LEADING YOUR PEOPLE TO TEAM.  Provided below is access to each blog post. Enjoy... 


Feedback Doesn’t Have to Fall on Deaf Ears

By: Group to TEAM Co-Founders: Susan Leahy CSP and Freeman Michaels MA

Ever feel like the feedback you give to your employees falls on deaf ears? Do you find that despite giving feedback often, the same frustrating patterns are consistently repeated? We’re going to offer you a few things to consider, so that your feedback will be BETTER delivered and more readily received, heard and implemented.

Firstly, remember what feedback is intended to achieve. Feedback is a bridge from where you are to where you want to be. The ability to deliver effective feedback is key to your team’s success. Giving and receiving feedback is a core communication tool that managers have to optimize their team’s performance. Feedback is a TEAM building tool.

Secondly, examine what type of “feedback environment” you have created.


By: Group to TEAM Co-Founders: Susan Leahy CSP and Freeman Michaels MA

Have you ever considered: “Who generates TEAM?”

Many of us give the power to create team to forces outside of ourselves. We blame circumstances or “the system” for preventing team. Often we give the power to people who we view as superior or more important than us because of their title, age, or perceived intelligence.

What becomes possible if the answer to the question, “who generates TEAM, is “I generate TEAM.”

A consistent and sustainable TEAM does not occur because of luck or circumstances. We needn’t wait for someone else to give us permission to create TEAM. We don’t need to find just the right selection of people to produce a powerful TEAM. Nor do we need to wait for certain people to “get it” for us to produce amazing teams. TEAM stems from how we “show up”. TEAM comes from our personal commitment to collaboration, to “win/win,” and to mutual respect.

The power of Committed conversations -Great Leaders Turn Talk into ACTION

By: Group to TEAM Co-Founders: Susan Leahy CSP and Freeman Michaels MA

What if simply adjusting your language, in a few simple ways, practiced over a fairly short period of time, could dramatically improve the results in your life?

“Talk is cheap.” As this truism suggests, our “talk” should be met with action. However, the saying is often distorted to suggest that we should only commit to those things that we are sure we can deliver on. This axiom may actually be more powerful in reverse: a lack of action is due to “cheap talk.” By “cheap talk” we, at Group to TEAM Leadership Solutions, suggest that uncommitted language is the cause of inaction and/or ineffectiveness.

Language is habitual. And our patterns of speaking have a tremendous impact on our effectiveness. The majority of leaders have little to no awareness of this and often fail to recognize that their speech patterns, and the patterns of those on their team, are actually determining results.

Many of our habitual patterns, in language, cloud our meaning and subsequently inhibit our success. We have learned to speak in a way that distances us from commitment. This unconscious habit of avoiding commitment is costing us.


By: Group to TEAM Co-Founders: Susan Leahy CSP and Freeman Michaels MA

·     Are you in a company where complaining is a prevailing part of employee interactions? 

·     Are you a manager who spends time managing complaints? 

It is important to first recognize that complaining is a pattern that undermines team. Managers and leaders become empowered by interrupting and redirecting complaints into powerful, actionable, requests. In this article we are going to share a couple of practical tips that you can use to start setting your team up for success.  

If your employee comes to you with a complaint:

#1. Ask Two Questions Before You Make Any Statements

#2. Replace Complaints with Requests