5 Tips To Get The Best Results From Your 
Network Marketing Team

The majority of people will admit to you that they want to be a part of a “dream team”-a group of high performers, each using their talents and skills to make the team better and more effective.  Many businesses talk about teams in terms of individual development, and individuals are rewarded over the team being acknowledged for their collective successes.  Building a successful team is  key to your success in Network Marketing. Developing a successful team can help you cut across boundaries to get the job done.  The key to successful team building lies in getting to know your team, identifying roles, tasks and jobs and rewarding the team, not always rewarding the individual team members.

1. Get to know the personality of each team member, not just their skill sets.

While it is important to know your team’s skill sets, it is actually more or equally important to get to know the personality of each team member.  Each team member’s personality will play a significant role in determining how successful your network marketing team will be. If you are building a team strictly based on skills, you run the risk of having a personality conflict on your team.  Without psychological synergy, the most skilled teams will fail.  To address this situation, create a list of personality traits you want to see in your team members.  From there, interview your potential team members to determine if each person has at least 3 out of the 5 personality traits you want to see.

Evaluating the whole person can provide you with insights into how your team members are likely to interact with each other and work together and can help you to see where you may have areas of conflict.  The most successful teams will bring a variety of skills to your team and interact with each other much better because you have considered each team member’s core personality traits.

2. Make open dialogue a part of your team culture.

If you want your team to be successful, you will take the steps necessary to make open dialogue a part of your team culture.  With open dialogue, you, as the team leader, will need to provide coaching and training to give your team members the permission to give feedback to each other and to you as the team leader.  Open dialogue can be foreign to some team members, so it may take several months to see people giving each other feedback.

Your team will be composed of people with a diverse number of experiences, talents and skills.  As the team leader, you will need to embrace those diverse qualities and move into the unknown, difficulties and confusion that often come with team communication.  You need your team to be successful, and you cannot run your business alone. You have to have open communication and feedback from others to be able to move in the direction of success. Tap into the collective wisdom of your team to refine your business and to design strategies that will help you and your team be successful, even if the conversation you need to have is a tough one.

With open dialogue, your team members will feel as if they have truly been heard.  When people know they have been able to express their opinions on a team, they will become much more committed to your team goals

3. Establish a common cause and a shared mindset.

Having an established common cause will give your team direction and will energize and inspire your team.  By asking your team to offer input into creating a common cause, your team will be more focused, powerful and efficient, and they will feel they had a say in how the common cause was established.  Let your team know that you respect their opinions and ideas and that you really need their input.  When people know they are needed, they will become much more committed to the overall success of your team.

4. Ask your team to help you develop an accountability process for the team.

Holding people accountable can be one of the most challenging aspects of leading a team, especially when your team may be a virtual one.  If you write an accountability process and simply give it to your team and tell them to “follow it”, you may feel pushback.  However, when you give your team members the chance to help you create an accountability process and give them ownership in how the accountability process is enforced, you will inspire trust on your team and inspire people to go over and beyond when asked to take on a project.  Giving your team members the authority to help in building your accountability process sends the message that you trust your team members to “call the shots” when it comes to getting the job done.

While you can give your team a bit of direction and a list of expectations you hope to see at the end of the project, you are placing the accountability process in your team members’ hands while moving away from micromanaging and constantly giving your team advice.  You and your team can schedule “check ins” to find out how the project is going and to give your team members time to brainstorm on any issues that may be challenging, but again, the ownership for accountability is placed in the hands of your team members.  When team members have been involved in actually designing your accountability process and then enforcing it, they will be much more likely to achieve the results you hope to see.

5. Create a climate of innovation and experimentation.

As you move through the team building process, you may hit a period when your team is stuck in a rut.  This often happens when the process for achieving results is too rigid and detail oriented.  The way you and your team go about getting results should be as creative and as wide open as possible.  Studies show that when people are given permission to be innovative  and to experiment with new ideas, they will be much more effective, because they have a sense of choice and ownership.  Your team will also work much harder and are more effective, because they feel a sense of choice and ownership.

Some new ideas will succeed and some will fail.  Communicate to your team how to learn from mistakes and how to quickly change directions so that the failure can turn into a success.

Once you have implemented the above steps, it is critical to reward and recognize the team, not the individual team members.  While you will be rewarding individuals, if you are not openly rewarding the team, you will be missing out on an opportunity to get your team to help you achieve results and create a sense of belonging on the team.