Building And Managing Your Team

Oct 26, 2019 | 0 comments |
You are as good as your team. 

If you have been trying to build a business for a while, then you might be thinking about building your team. Or at least getting a person or two onboard to help you manage everything that you have to do. It is hard to build a team, one that works efficiently, effectively and most importantly get on well. 

While you can build a successful company alone, you are going to want to grow and increase your ability. That is where a team is going to allow you to flourish. 

Photo by Randy Fath on Unsplash

Big Dreams, Good Teams
Let’s be realistic, you can only manage so much of your workload. You might not have the ability to do several things at once - and while you are the reason you are so successful, at a certain point you will also be the reason you aren’t moving forward. You have to recognize when it is the right time to branch out. 

Soloprenuers have the mindset that they have to do everything themselves.  The drive is crazy - and the ability usually grows to match it over time. Workaholic? No. Passionate? Yes. 

Going alone is great, getting your dream together is perfect. 
Think about your biggest dreams, then think about what that team looks like - that is your goal here. 

Personality Beats Talent
Yes, you read that correct. The team that outperforms in all areas isn’t the one with the biggest sets of separated talents. It is the team that has the most fun, that works hard, that when the works start, it is as one. That the sum equals more than the parts - synergy.

Does talent matter? Yes. Of course, however attitude or personality seems always more important (at least to me).

If you fill your team with the right people, because they fit with your culture and your ethos and vision, and you nurture them from that point when it comes to skills and talent - you will get what you want.  Its all about getting the right people in the bus.

So when you think about the skills that you need - designer, programmer, technical writer, sales, marketing - make those the base skills. 

When thinking about the things that matter - open-minded, creative, motivated, authentic, honest, brutal… what do you want to see in the team? 

Talent Pool
Before you pick people, populate a pool. Recruitment isn’t what it once was and to be honest that is probably a good thing. When you are looking to build a great team, the more people you have to choose from; the better. So putting your talent pool together is a must. You can do it over time in order to get the best results. 

You will build your talent pool by talking to people that you know or asking for recommendations. You can reach out via LinkedIn or head to networking events and ask for references.

Build a big talent pool of people, and slowly begin to talk to them in-depth about what you might be looking for. More often than not - out of the talent pool comes your team. 

Photo by Mimi Thian on Unsplash

When you move from working alone to working with a team, your approach is going to change. Every decision you make is going to impact the people that you work with - their work, their income and the availability. So getting a business mentor or a coach might be a good idea. Someone that you can talk to outside of the team that will give you advice and direction, or at the very least help you orientate yourself better. 

This is where it might get complicated unless you take the above step. You need to remember that you are moving into a management role. The decisions you make, the tools you use, even down to how to communicate is all on you. 

And while there is a lot to be said for giving people autonomy, celebrating Friday night over some beer and team outings help keep things on track too. You can use multiple platforms, like Time clock for tracking employee hours, Trello or Asana boards to see the progress as a team, Slack for the quickest form of communication and Google Docs to make sure that everyone has instant access to every piece of work that is done. 

Looking after your team as individuals will mean they care about the project and the work, and you - enough to always put the most into what they are doing. And that is a big deal - nurture and grow them in the right way, and they will outperform at every junction. 

The people on your team, at a certain point, will get into their flow. This also means that you might see some deep crossovers between the jobs that they do to what they can do. A product idea or improvement might come from a different area like marketing or design. You should make your team a place where this is possible and something that brings even more to your team in terms of value and ability. 

There will be times that you are going to need to provide support and care to your team members. You should make sure that you are prepared to do that. Smaller teams generally mean that people are closer, and when there is something going on in their personal lives, it is more apparent. 

But if you respect and support your team, then you will get the same in return - and maybe even more. 

Wild Card
There will be occasions that someone in a team, gets others excited,  are fired up and bring a lot of energy. Every team can do with a really driven, and well-handled wild card - fall you have to do is find out how to ensure everyone works well with them.

And finally, when you are building your team; you should have goals. Goals that are there for you perhaps but simple enough for you to break it down for your teams. 

P. S. This is a partnered post.

The Working Women's' Guide- A YouTube Series

This is a three part series on working women.

I have always personally believed that motivation and inspired living could be about a lot of things, it definitely is about the vibe at work. We spend so much of our time at work, that it does impact our confidence and mental health.

This series is inspired form multiple conversation with friends and is a very personal take. By no means I am an expert, however this is what I do.

So, if you are interested hop over to the Youtube space and watch it.

Part 1- A Working Women's Guide to Skincare
Part 2- A Working Women's Guide to Natural Office Makeup
Part 3- A working Women's guide to office Accessories (Bag, shoes, jewellery and miscellaneous)

The YouTube channel is all about Motivation, Inspired Living and Work-Life Balance

(Pic courtesy: Pexel)

Fav Reads

Oct 7, 2019 | | 0 comments |
October is here and yes there’s plenty if time to catch up on your readings.

Get yourself a cup of coffee and here are some of my fav reads:


  1. Top leadership sites if you are climbing up the chain orintent to  
  2. This is what every boss who  should read 
  3. Time Blocking and how Elon Musk uses it 
  4. Has interviews for internship made you feel uncomfortable oreven toxic? 
  5. More on productivity  and different ways to handle time management
  6. Why mentoring women can lead to more innovation 
  7. Talented people fail under pressure 
  8. 9 Mistakes of managers that make people quit  
  9. What you need to know as a first time manager  
  10. Free help, all you can get to run your business or life  
  11. What every parent needs, more time and better ways to manage it  
  12. Handling imposter syndrome  
  13. The virtual boyfriend  
  14. Becoming rich  
  15. Debunking 6 myths about Agile  

(Pic courtesy:

6 Steps to Hire Remote Workers in your Team

Oct 5, 2019 | 0 comments |
If you have read my last post on ways to communicate with remote co-workers or peers you will know that everything is doable even if you are not sitting across the person in a physical space. 

If you are starting on your own idea/business or working for a small start up, this could be helpful. working with someone who is in a different location has been there for a while but is picking up more on the trend as we have freelancers and entrepreneurs on the rise. 

Here’s a quick look at the five steps you might need:

1) Cast a wide net -You can advertise remote working jobs as you would any other position; place a listing on a job’s website and then go through the replies. In addition, you can also place a request on third-party websites that are designed to connect business owners to remote workers. 

2) Create a shortlist-After a few weeks, you should be able to compile a list of candidates for the position. Ideally, this list should be kept to three or four options, with a few backups you can return to if things don’t work out with your initial selection. 

3) Research each candidateMany third-party websites provide profiles and reviews of each candidate, so these are a must-read, but do additional research and verify any claims (particularly in regards to experience) wherever possible. If hiring independently, then check the references of your candidates. 

4) Conduct interviews-If everything looks good, invite your potential candidates to an interview over Skype or video chat. This gives you an opportunity to get to know them better and ask any specific questions you have about their prior experience.

5) Select your candidateMake an offer to the candidate that you feel is best suited to your business and agree a start date. It’s also worth contacting those who were unsuccessful, explaining your reason for the decision; if a candidate was particularly impressive, but just not the right fit at this time, ask if you can keep their details and get in touch in the future if a position becomes available. 

6) Provide training to your new recruit -Remote workers are hired based on their existing skills and experience, but you will still need to ensure they are thoroughly trained to work in your business. Find out more about e-learning by reading over the infographic below and then consider this option to help provide the assistance your first remote worker will require.

Infographic Design By Top eLearning Statistics

7) Look forward to a successful future-You’ve got the right person for the job, and now your business can benefit from the expertise your first remote worker will surely be able to provide. 

P.S - This is a partnered post. Thank you for reading.

Using Technology: Easy Communication with Remote Co-workers or Employees

Sep 30, 2019 | 0 comments |
The working world is forever changing, but it has probably changed more in the past twenty years than it has in most other periods of history. 

Thanks to the internet, people don’t have to physically be in a location to work (for some jobs at least); they can do it from wherever they happen to be. This is excellent if you’re an employer or a start up or hustling since you’re able to dip into the global talent pool, rather than simply being restricted to whoever is available nearby. But it can cause some issues. When you’re not face to face, there can be problems with closeness and productivity. 

Below, we take a look at a few ways you can make sure that everyone is on the same page. 

Setting Expectations

In a regular office environment, it’s usually easy for new employees to fall into step with the rhythm of the company. When there is no office environment, this is more difficult, and the co-worker/employee can’t be to blame if they’re on a different wavelength. You can keep everything running smoothly by clearly stating your expectations and the general company culture before the employee comes on board. They’ll know what’s expected of them, which will reduce confusion.

Regular Video Chats

You may not have the opportunity to hang out in the same city, but, thanks to technology, you can do the next best thing: host video meetings. It’s a good idea to host weekly meetings (or daily, depending on how much you need to talk) just to bring everyone together. It can be as much about bonding as about discussing the work. Make sure everyone’s got Skype or Google Hangouts, and find a time during the day that suits everyone (especially if they’re in a different time zone). 

Files Access

While you might not have a regular office, it’s important that you’re functioning as if you do. In a normal working environment, everyone can access the files and documents they need without delay. You too can have this, though it’ll need a little bit of work. For your regular files, you’ll probably be able to get away with cloud storage. For your bigger files (such as videos), it’ll be best to host them in a torrent file, which your staff will need a torrent downloader for Mac to access. As well as making all your files available online, you’ll need to remind your staff to upload the documents they’re working on too. This way, everyone in the organization can be kept up to date. 

Keep them Engaged

Traditional companies can have problems with staff engagement, so it’s normal that there can be problems with remote workers. To keep everyone on the same page, you’ll have to work extra hard to keep your team engaged. You can do this by paying them well, offering incentives, and making sure they know that they’re valued. You should make yourself available to chat should they need to, as well. 

Is there any tip you would like to share, don’t hesitate in leaving a comment below is something has worked for you. 

P.S - This is a partnered post.

Fav Links- Good Reads

Aug 5, 2019 | 0 comments |
I haven’t shared some of the good reads in a while, I hope you enjoy them as much as I have.

Lifestyle and Wellness:


Youtube Finds

(Pic courtesy: Soma B and Good Images)

Debunking Six Misconceptions About Agile

This articles was first published in

For those of us in the project management community, agile is a familiar term. But despite its prominence, it’s often misunderstood. 
All too often, teams and organizations focus on the wrong things or are misinformed. And eventually, agile takes the blame. 

Here are six common misconceptions that can lead to an anti-agile mindset:
  1. It is all about the tool. Any tool that’s hailed as what makes agile works is still just a tool. Yes, with distributed teams it helps to have a tool where everyone has access to project details and data. However, when introducing your team to agile, your training shouldn’t be tool-centric. I prefer teams to see and understand how agile really works—the simple use of sticky notes or a whiteboard does the trick. The move to a tool can and
    will happen eventually, and when it occurs, you don’t have to send multiple follow-ups to ensure the team is populating the data. 
  1. Agile is changing requirements in the middle of the sprint. While agile is known for inspecting and adapting, changes can get out of control. I hear teams talking about changes happening so often that they can barely focus on the work, or they are constantly handling changes. When the pressure to change a requirement is happening too often within a sprint and ends up becoming a norm in the team, the product managers or sponsors need to jump in to determine what needs to be built. Otherwise, team members tend not to focus on the work because they know no matter what they do today, everything will change tomorrow. 
  1. Agile doesn’t use data. The idea that data isn’t tracked is wrong. In fact, there are many ways to look at data. However, we also have to be mindful so data isn’t just being used for the sake of data, leading teams to start bluffing around it.  

  1. Agile doesn’t offer predictability. You’ll often hear that there was better predictability before—and now nothing works. Sponsors always need to know the timeline. And yes, this can be done in agile. In fact, using and tracking the right data can bring in the predictability your team needs. The velocity metric will let you know how much a team can handle in a sprint. So, whether it’s a burndown chart, sprint or release planning, there are multiple ways to get the required predictability and commit accordingly.   
  1. Agile doesn’t offer time to think. I recently was in a session about thought leadership and someone mentioned agile being the greatest blocker because there was no time to think. Interpretation, I believe, is the biggest problem of all. You can still block a certain percentage of your team’s capacity or yours to try out new ideas, participate in hackathons or learn a new skill that adds advantage to your product or service. If you are not speaking up about the problems, you should. And if flexibility isn’t allowed, that’s because of the team culture, not the process. 
  1. Agile is all about micromanagement. One of the funniest misconceptions I’ve heard is that an organization moved to agile because leadership wanted everything to be micromanaged. Individuals didn’t understand that team capacity and complexity (as measured in story points) aren’t ways to track team members. Instead, they are tools to help team members make the right commitments during their sprints, commitments they can actually keep and deliver. In this case, a lack of explanation about why the organization moved toward agile triggered multiple miscommunications. So, the responsibility lies with management and the agile coach to take the time to explain the move to agile. Because instead of micromanagement, agile is really about the opposite. It, in fact, allows teams to be empowered, to be able to self organize, to be vocal and to get the work done. 

These are six misconceptions I’ve seen about agile. What are the common ones you’ve encountered?

(Pic Courtesy: Google Images)

Finishing 2019 Strong: Keeping up with Your Resolutions

We have just crossed June and how time flies by. 

It seems almost yesterday I was writing my New Years Resolution and today its already been 6 months.

Hows your new years resolution going so far? I have been going through my list  and here are few ways to make sure you end 2019 strong.

5 ways to get it done:
  1. Break the goal into a small task- The one you can get done everyday and doesn’t take away a chunk of your life. That allows you to still keep it than abandoning the goal.
  2. Remember the why’s- Hey, every goal starts because we want something out of it. So yes, remember why you wanted in the first place. Was it a lifestyle change, getting off medication, feeling good about yourself or being financially secure. Write down the why and go through it everyday. This can be part of your affirmations, your vision board or a sticky note in your car. 
  3. Do it everyday- Turn it into a habit and reward yourself when done (when done for 15 days straight). The Cue, trigger and reward helps.  And do it for 66 days straight. 
  4. Don’t be over ambitious- Your goal should be something you can do with a little effort. A lofty goal can also mean you have something in mind that you dont have the skills to achieve yet. These are the tricky ones, because once you fail at it, you won’t go back to it. Setting up goals is a science and an art, just not words that trickle down in the paper. 

  1. Look at it everyday- yes, keep it in mind and give it its due time. Some do better sharing it with friends, some like it to keep it to themselves for the big reveal. Whatever is your style, figure it out and then keep doing it. Celebrate smaller goals and keep your eyes on the big one.

There’s still 6 more months to go, enough time to get things done. So, don’t give up yet but follow your heart and work hard. 

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Pic courtesy: Google Images

Creativity:How you can bring it back in your life?

Do you consider yourself a creative?

In this video we talk about how we can bring back the creativity in all of us and we don't need to be the replica of the person sitting next to us.

So, if you are reading it in office, home or cafe- please know that we can still be creative in small ways. Let me know what you think.

Enjoy the video:)

Presentation Skills : Basics

How many times have you been told to present and you have bailed out?

Worried who’s going to listen to you after all? How to hold on to everyones attention and really what do I tell?

Here are some tips that over the years I have relied on:

  • Do your Research- Use more numbers, specially when you start your presentation, that gets everyones attention plus it looks like you know about the subject. 
  • PPT should tell a Story- don’t just read through line by line, I prefer mine to have pictures than bullet points. Now people are looking at you, not reading through the PPT.

  • Practice- Practice through multiple times, now even you are nervous you will end up saying what you practiced, thats way better than mumbling.
  • Keep Eye Contact- Look at the people you are giving the presentation to, not at the PPT. Ask questions, stop when required and allow participants to ask questions or talk. 
  • Q&A- Don’t worry if you don’t know the answer to every single question, just be honest and mention you will have to look into but it will get in touch with them with the information. 
  • Contact Details- Make sure your your email or office number are clearly mentioned. 
Have a favourite tip, don't forget to share with us.

Happy Weekend

Jun 9, 2019 | | 0 comments |

Happy Weekend to you all.

Thats a slice of my life, from filming for the YouTube Channel

(Pic courtesy: Soma B Instagram)