Get Your New Hires In Sync With Your Team

February 24, 2011 at 9:13 am

New people are being brought on to a team or being removed from a team for various reasons in just about every organization. For the sake of this Blog, I am specifically going to be focusing on new hires.

For many reasons new hires are great additions to teams. For one it means that there is focus on growth, which is always a bonus in today’s environment. I have had many conversations with associates about the tramas and dramas of new employees. Most come back to a very basic mistake on the organizations side: we didn’t intergrate them appropriately or fast enough.

Tips to keep in mind when you have a new hire on your team:

1. Introduce the new hire to the staff and clients as soon as possible.

a. Do this via email, phone and/or in person.

b. Share with them the Mission, Vision, Goals of the organization and discuss how they link to the team and the organizations success.

2. Clarify their role and responsibilities within the first week of being hired.

a. I recommend the In Sync Roles, Responsibilities & Expectations (ISRRE) document that is aligned with your organization’s Vision and
goals(this is an In Sync guide of an employee’s path to success). Note: This document is different than a traditional position

b. Follow up with the ISRRE document 4 weeks after starting the position.

3. Set clear priorities for the new employee to focus their attention. Being new to an organization there are lots of “shiny objects” to
distract them. It’s the leader’s responsibility to keep them on track to success.

4. Give them clear, actionable goals that have specific deadlines for them to work toward. Be sure to include Short and long term goals
(short goals are typically 30-90 days, where as long-term goals are typically 6 months on.)

5. Set up regular meetings for you to check on the new hire. See how they are doing and identify any potential roadblock for their

New employees are a great addition to a team and should be treated as such. Having them integrate into the team as early as possible is key. Consider having an employee lunch, happy hour, or social gathering with a causal way for them to begin to build trust. Have the new employee meet individually with each member of the team. This allows employees to build trust outside the group yet impacts the strategic movement of the team.

Team Commitment

February 22, 2011 at 7:27 pm

Recently I was working with a team on leadership development. As I was facilitating the team, it was clear that the “leader,” of the team was not comfortable listening to what his employees had to say. I requested that he observe and watch his team as the made a low risk decision. After three consecutive interruptions I realized that there is no commitment from this leader to “allow” his team to come together.

So what does commitment look like on an effective team? Here are three examples of how commitment might show up on an effective team:

1. Listening to opinions different than yours. It’s healthy to have differing opinions. If you don’t that is an indication people are not being open and honest with you.

2. Allowing everyone the opportunity to be heard. Does everyone on your team participate? Are some observers to the team process? A strong leader will bring every member of the team to contribute to the team process.

3. Your words and your actions are aligned. A critical element in a strong team is aligning words with actions. Does your team commit to your goals? Do the team actions support that? A simple test is to track completion of action items. If items are continuously missing due dates there is a lack of commitment.

If you are on a team and the leader or the team members are continually giving reasons, excuses for his/her behavior that is negatively impacting the team, then it is very possible the leader/team member is more committed to his personal comfort level than the effectiveness of the team. In order for the team to become a thriving team, they must commit to the process of improvement. Without commitment, change will not be sustained.

Living In Sync,
Suzanne Weinstein, President

Tips For Moving Beyond Conflict – Part 2

February 11, 2011 at 10:42 am

Now that you are aware of some ways in which conflict can manifest within you, there are ways in which you can now begin to manage. Conflict seems to intimidate many people for various reasons. Some being that they have a feeling of no control, or a lack of ability to influence key players. Whatever your reasons may be there is always a way to move forward.
Simple tips to moving beyond conflict:
– Identify the “players”
– Be open to listening. Having a conversation with someone who is willing to listen is a big step forward.
– Set a time for discussion. I suggest a neutral meeting place.
* Allow more time than not enough (60-90 minutes is usually a great start).
* If the situation is volatile, then 20-30 minutes might be better.
– Don’t get stuck in “right” and “wrong” ways of doing things. Searching for a solution is a more productive use of time.
– Begin the meeting with a purpose. For example: Today the purpose of this meeting is to find a common understanding.

Do you like this article? Do you want to take a deeper dive on some issues? Email at or call for a free consultation.

Press Release: In Sync Consulting Reaches 10-Year Anniversary Milestone

February 9, 2011 at 5:11 pm

International Executive Coaching and Team Leadership Development Firm Helped More Than 400 Individuals and Organizations Over the Last Decade to Improve Performance and Morale

SAN DIEGO – February 9, 2011 – In Sync Consulting, an international executive coaching and team leadership development firm founded by Suzanne Weinstein, has reached its 10-year anniversary milestone, having served more than 400 individuals and organizations to date. The firm, best known for leveraging its Weinstein Factor process, guarantees results in 90 days, whether an organization is looking to improve employee productivity or morale, increase revenues and reduce costs, or develop dynamic team leadership.

“Our 10-year history is evidence of the continuing need for business coaching and consulting services, particularly during times of economic hardship and change,” said Suzanne Weinstein, president, In Sync Consulting. “Every organization can benefit from improved employee morale, productivity, innovation and retention and, at In Sync Consulting, we pride ourselves on delivering measurable results every step of the way. Our vision is to change the world by helping business professionals learn how Living In Sync empowers them to be their most authentic selves, increase awareness and consciousness, and positively change their lives, and the lives of their team members.”

Over the past 10 years, In Sync Consulting has helped clients all over the world develop effective cost reduction and avoidance strategies. These strategies have resulted in reducing overtime by up to 75 percent (75%) by year-end and sick leave by 36 percent (36%), resulting in an average return on investment of more than $150,000. In Sync Consulting’s proven techniques have enabled clients to achieve an average turnover rate of less than eight percent (8%), a 64 percent (64%) reduction in the organization average of 22 percent (22%).

In Sync Consulting leverages the Weinstein Factor process to guarantee results in 90 days. The firm’s services include speaking engagements, executive coaching, team leadership development, conflict management, holistic organizational development and time management. Results include increased productivity, profit and competitiveness; implementation of effective strategic plans; creation of a trusting, supportive work culture; improved staff performance, motivation and retention; increased staff innovation and effectiveness; establishment of a more effective work/life balance; and improved management of change and stress.

For more information about In Sync Consulting’s executive coaching and team leadership development services, visit

About In Sync Consulting:
Founded in 2001 by international consultant Suzanne Weinstein, In Sync Consulting is an international executive coaching and dynamic team leadership development firm. Leveraging the Weinstein Factor process, In Sync Consulting guarantees positive change in 90 days. For more information, visit

How Do You Know If You Are In Conflict (With Yourself Or Someone Else)?

February 8, 2011 at 8:06 am

Conflict- Part 1
As a conflict management expert, it’s not uncommon for people to seek me out to figure out how to have conflict in a manner that is productive. People seem to perceive themselves either passive or “off the charts” angry when it comes to conflict.
Conflict, in simple, terms is a difficult situation made worse by avoidance. The more we avoid situations, the more our ideas fester about how things may or may not go.
Tips for knowing if you are in conflict (with yourself or someone else)
– You complain a lot to family, friends, work co–workers
– You find yourself gossiping about others
– You are having trouble sleeping
– You tend to avoid (people, situations, places)
Once you are aware that you are in conflict, you are already moving forward to possible solutions.

Are you over loaded? Do you take on too much?

February 1, 2011 at 3:08 pm

My clients often start out our coaching sessions feeling overwhelmed, over-tasked, and overburdened. After a coaching session, my clients comment on feeling clear, energized and In Sync.

How does this happen you might ask? It’s actually very simple. I use a technique called Reframing that is very powerful and works every time.

Frequently over achievers take on more than they can ever possibly complete. Once they commit they feel burdened to answer and honor their word.

Tips to stopping the madness of feeling overwhelmed:

–       Begin to say NO.

–       Know that everything you have is not a #1 priority.

–       Write down everything that you “think” needs to get done.

–       Develop a system to organize your day.

–       Develop a task list and work from that instead of what is swirling around in your head.