Strengthen the team – A4ManagementTools

Procedure in correct order:

. Step 1: Adapt your leadership style to the capabilities and motivation of your team: A4130.SituationalLeadership.
. Step 2: Build teamwork and promote a culture of relationships: A4004.TeamBuilding&Relations.
. Step 3: Encourage team building through employee appreciation activities: A4058.TeamTrustActions.
. Step 4: Prevent issues and reduce pressure within the team and externally: A4114.TeamStressReducer.
. Step 5: Endorse the team code of conduct and principles: A4014.MagnaCarta.
. Step 6: Assess employees’ relational profile: A4065.TeamAttitudeScreening.
. Step 7: Celebrate achievements and motivate employees: A4122.ResultsAppreciation.
. Step 8: Share feedback. Reward and correct: A4001.Feedback.

A4130.SituationalLeadership

This tool supports in tailoring one's leadership approach to the skills and motivation level of each individual employee.

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Key Results	Solved Problems
Customizing your leadership style based on needs	Using a uniform leadership approach without considering individual differences
Selecting the best leadership approach depending on the context	Not adjusting one’s leadership style according to the interlocutor or context
Effectively managing collaborators even in critical moments	Inconsistency in the leader-collaborator relationship
Increasing collaborators’ confidence in their abilities and autonomy	Demotivation and distraction of collaborators
Gaining recognition for leadership abilities	Blaming external factors for unsatisfactory results
Obtaining assertiveness and team consensus

A4004.TeamBuildingAndRelations

This tool facilitates the implementation of initiatives that promote a harmonious environment and synergies among colleagues, clients, and partners, inspired by multiple practical tips.

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Key Results	Solved Problems
Fostering team spirit and a culture of interaction	Weak interpersonal relationships among colleagues, customers, and partners
Encouraging collaborators to create lasting good feelings	Moderate team energy, with individualism prevailing
Promoting an environment of engagement and cohesion	Low interpersonal trust
Establishing an action plan that strengthens interpersonal bonds	Lack of mutual assistance
Recognizing collaborators by acknowledging their commitment and contribution	Approach to relationship development is spontaneous rather than structured
Encouraging colleagues to face challenges and believe in their abilities
Promoting mutual learning among colleagues, clients, and partners

A4058.TeamTrustActions

This tool allows highlighting individual and collective strengths, thereby increasing collaboration and cohesion through team-building activities.

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Key Results	Solved Problems
Strengthening the sense of belonging and mutual appreciation	Partial recognition of collaborators’ potential
Comparing self-perception with others’ views	Partial integration of certain team members
Recognizing personal and others’ strengths	Poor tolerance among colleagues
Making each collaborator feel valued	Predominance of individualism
Pursuing personal and collective development	Limited inclination towards spontaneity and fun
Stimulating mutual support	Insufficient sense of belonging
Assisting those who show resistance to self-exclusion

A4114.TeamStressReducer

This tool promotes the adoption of practices aimed at reducing pressure and preventing the rise of interpersonal tensions.

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Key Results	Solved Problems
Anticipating problems and minimizing stress in the team	Neglect of relational dynamics
Implementing preventive measures	Unresolved conflicts
Avoiding conflicting dynamics	Escalation of tensions rather than early resolution
Defining an action plan to strengthen relationships	Conflicts escalating from technical to personal levels
	Poor understanding towards colleagues
	Accumulation of stress

A4014.MagnaCarta

This tool allows to compile, together with staff members, a list of codes of conduct, principles to be observed, goals to be achieved, limits to be respected and values to be promoted.

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Key Results	Solved Problems
Formalizing the common value heritage	Superficial knowledge of the organization’s values and principles
Making collaborators responsible and proud of their contribution	Tendency, as a leader, not to openly declare the desired behaviors and those to avoid
Demonstrating respectful and assertive leadership	Assuming the commitment, motivation, and dedication of collaborators
Listing values and referring to them daily	Tolerating inappropriate behaviors (of some collaborators)
Inviting collaborators to value generation (avoiding superfluous activities)
Instilling confidence in collaborators about their abilities and the team
Promoting a sense of belonging to the organization
Encouraging collaborators to adopt a positive approach

A4065.TeamAttitudeScreening

This tool enables the analysis of the relational profile of group members and encourages them to unite so that each can express their potential while respecting others.

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Key Results	Solved Problems
Evaluating team members’ relational profiles and setting development goals	Challenges in managing team members with distinct personalities and needs
Recognizing team members’ spontaneous character	Conflicts, even subtle, among team members
Encouraging each personality’s strengths	Issues implementing corrective actions for inappropriate behaviors
Mitigating unproductive behaviors (by setting specific goals)	Cases of bullying or discomfort among some members
Increasing team members’ sense of well-being and inclusion	Absenteeism related to relational discomfort
	Poor sense of belonging
	Poor mutual support
	Presence of unreliable and uncooperative team members

A4122.ResultsAppreciation

This tool is designed to recognize and celebrate achievements, both individually and as a team, to increase confidence and lead to even better performance.

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Key Results	Solved Problems
Valuing results and stimulating motivation	Tendency to downplay achieved successes
Acknowledging the efforts of collaborators and stakeholders	Failure to contextualize results
Strengthening confidence in one’s own abilities (with very little time commitment)	Poor celebration of one’s achievements
Revitalizing activities	Tendency not to quantify successes in measurable terms
Reorienting goals and challenges	Delay in addressing performances needing improvement
Making collaborators aware of successes and incentivizing maximum commitment	Lack of recognition for collaborators
Facilitating quick decisions

A4001.Feedback

This tool allows offering feedback to collaborators and partners, acknowledging merits, identifying areas of improvement, and monitoring the effectiveness of corrective actions.

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Key Results	Solved Problems
Sharing constructive feedback that serves as motivation	Absent or occasional recognition of merits
Expressing appreciation to collaborators and partners	Limited use of feedback as an incentive
Encouraging collaborators to realize their potential	Tolerance of negative behaviors
Strengthening relationships between managers and employees, clients, suppliers, and colleagues	Reluctance to implement corrective actions
Documenting your commitment to supporting professional growth	Authoritarian tendencies and inappropriate behaviors
Objectifying corrective actions with a fact- and data-based approach	Lack of communication of expectations as superior
Managing inappropriate behaviors (ensuring patience is not perceived as acceptance)
As a last resort: terminating the employment relationship following proper management procedures (after exploring all possible alternatives)

A4130.SituationalLeadership

Key Results	Solved Problems
Customizing your leadership style based on needs	Using a uniform leadership approach without considering individual differences
Selecting the best leadership approach depending on the context	Not adjusting one’s leadership style according to the interlocutor or context
Effectively managing collaborators even in critical moments	Inconsistency in the leader-collaborator relationship
Increasing collaborators’ confidence in their abilities and autonomy	Demotivation and distraction of collaborators
Gaining recognition for leadership abilities	Blaming external factors for unsatisfactory results
Obtaining assertiveness and team consensus