- Demonstrates leadership with clients
- Exhibits thought leadership around new ideas, strategies, and opportunities
- Generates solutions to problems that do not depend on “business as usual” experience and thinking
- Has high-performance standards and expectations
- Inspires continuous learning and growth in others
- Is a problem solver
- Leads by example
- Shows resilience in the face of constraints and frustrations
- Attendance & Punctuality
- Behavior and Attitude towards others
- Grooming & Presentation
Team Player Attributes
- Always Be Ready to Help – Be generous with pointers or tips to help your team members, on anything they need help on.
- Be A Problem-Solver – Your team leader may be working on solving problems, but there is no reason why you can’t offer solutions yourself. Your skills will also be appreciated by your managers!
- Be Flexible – Instead of sitting on the bench watching the rest of the crew perform, an outstanding team player wants to see the magic happen through his or her efforts as well. They are flexible to the situations thrown their way, and they participate and tackle challenges without showing too many signs of stress or pressure.
- Be Reliable and Responsible – Be reliable and responsible, complete the tasks in order of priority, not necessarily in the order that they’re given. When you’re not sure of what should take priority, ask your manager.
- Don’t Stay In the Shadows – Don’t just sit quietly and get your work done. It’s a good thing to involved others, as long as you aren’t bothering people with questions you should know the answer to.
- Keep Your Team Informed – Share your opinion and ideas without trying to come up with a plan for taking credit for it. Transparency is key on a team, so keep your team members informed.
- Planning for your own success is important, but whether you get promoted may have a lot to do with how you communicated with your team members.
- Listen Well – Respectfully consider the viewpoints and ideas of other people. When you hear someone saying something you don’t initially agree with, keep from interrupting and don’t let your mind prepare any counter remarks. Just listen, and consider what they’re saying and more importantly, why they believe that.
- Make Learning a Habit – Learn from your and others’ wins and mistakes, do not make the same mistakes over and over again.
- Recognize When You Are Wrong – A good team player will back off an idea when it becomes clear it’s not the right path. If you believe strongly that your team is making a mistake, you can find a way to come back to the issue when the time is right, but being a stubborn stick in the mud is not a quality of a good team player.
- Show Genuine Commitment – Team players are genuinely committed to their cause. Good team players might make sure they are in the office when needed, but great team players will make “seat” time worth it and contribute as much as possible. They strive for excellence.
- Support and Respect Others – Be self-aware of how you treat others. You’ll receive respect when you give it to others. An ideal team player knows how to have fun, but he would never do it at someone else’s expense.
Managing and Training Team Members
- Developing Employee Instructional/Educational Competencies – Effectively train and coach employees on successfully utilizing the Mathnasium Method and Mathnasiums teaching constructs to improve instructional capabilities.
- Developing Employee Leadership/Managerial Competencies – Effectively train, coach, and develop employees on leadership skills and management best practices which enable employee in leadership roles to thrive in their roles.
- Developing Employee Parent & Student Interaction Competencies – Coach and train staff on how to interact properly, positively, politely, and professionally with parents and students.
- Developing Employee Sales/Relationship Competencies – Effectively train and coach employees in developing sales and relationship building skills which enable employees to successfully sell the Mathnasium program, in addition, to establish a positive rapport with customers.
- Employee Performance – Ensure team members are informed and adhere to company policy, devote to high educational quality and maintain a high level of professionalism, correct inappropriate behavior as soon as it occurs
- Leading by Example – Is the team member a role model for instruction, sales, center management, and customer interaction demonstrating exceptional technique and mastery to employees through direct actions were taken?
- Master Trainer – Effectively training and coaching all positions (manage the development of Instructors, Lead Instructors, Assistant Center Directors, and Center Directors) in the
- Mathnasium Career Path on achieving peak performance in current roles and developing capabilities for future role opportunities.
- Motivating Employees – Effectively motivate, recognize, reward, and encourage employees to excel in their role and achieve success using positive reinforcement
- Organizational Culture – Effectively establish an organizational culture at the center that promotes top performance, continuous feedback, focused on employee development, internal promotion, and fosters a collaborative environment?
- Overall On the Job Training – Effectively observe employee’s interaction with students and parents to intervene when appropriate to provide effective on-the-job coaching which facilitates meta-cognition/self-awareness for employees driving reflective learning which develops employees’ competencies, refine technique, and ensure an overall positive experience for students, parents, and employee?
- Work Ethics Training – Train team members to be punctual, reliable, and communicating ahead of time to achieve high team morale.
Developing a Team
- Enlists the active participation of everyone.
- Ensures that all team members are treated fairly.
- Promotes cooperation with other work units.
- It provides opportunities for people to learn to work together as a team.
- Recognizes and encourages the behaviors that contribute to teamwork.
The employee’s ability to work in a team is a part of any organization, regardless of its capacity. Key Performance Indicators or KPIs that measure the organization’s employees to work in teams are intended to measure the optimal functioning, development, and success of teams set up within the organization. Basically, the organization cannot prosper without cohesive teams.
Therefore, the team key performance areas that must be measured include the development and management of team leaders, problem-solving skills, thought leadership, development of new strategies, ideas, and solutions to problems, attributes of a team player, and team player training and development.