Drew T jackson

Coaching, Speaking & Training

9 Results of Adding Value To Your Team

Hopefully, you ‘ve already watched the video on nine ways to add value to your team. If you haven't, I would encourage you to watch that after this video. You don't have to watch them in order. It’s like eating your dessert before you have your meal. That’s alright. In this video, I'm going to tell you nine results of adding value to your team. We talked in the last video about nine ways to add value. Now, you will put it into practice. What can you anticipate? What can you expect your team to look like? And to give back to you as you add value to them. I'll give you nine results of developing your people.



#1: Loyalty.

They're committed to you as their leader and to the organization. If you have loyalty, you know the feeling. It's a great feeling because you have tremendous courage to move forward. It gives you a boldness when you know that you have people that have your back, right?  They've got you. They’re with you. They're going to ride or die with you. That’s what loyalty feels like. if you don't have it, you feel like you're on an island. You feel miserable. You feel miserable because you feel like you're the only one that is trying to move this thing forward, and you've got a bunch of people that are not united in the purpose you're trying to move towards. It feels very lonely; therefore, loyalty is huge. When you add value to your team members, you get loyalty in return. 

#2: Encouragement.

They build you up and help carry the load. They build you up. Encouragement, encouragement. What is one of the ways you can add value to your team and you will get it back? It will be reciprocal. If you begin to develop a culture of encouragement, it'll come back to you. When you add value to your team members, they will begin to encourage you because they're receiving so much value from you. I've seen this in trainings when I've gone into organizations and I've done trainings.

It's been amazing to the senior leader when they get some of the feedback they get…some of the encouragement. They’re specific. I'm not talking about kissing up and sorts. I'm talking about real genuine “from-the-heart” feedback on what they appreciate about their senior leader. Many times, the senior leader is amazed at the kind of feedback they get. You develop that culture of adding value and you can expect the result of giving encouragement back.

#3: Personal counsel and support.

They share their knowledge and wisdom with you. You've created that environment where you encourage and affirm your team. Then, they're going to give back to you personal counsel and support. They're going to be vulnerable with you and share their insights with you, knowing it's a place where they can share their opinions and be heard. That doesn't mean that you, as the leader, has to go with what they say, but you heard them and you've taken into consideration what they've said and you will ultimately make the decision.

#4:  Follow through.

They carry out tasks and they see projects through to completion. Wow! Novel idea around. I'm in a small business group, hiring and having people that have a good work ethic. This is one of those challenges that people have.  Looking at it at face value, you think, of course, they finish the project because that's their job, but, it's not always that easy. When you begin to contribute, begin to add value, and create an environment where you are contributing and adding value to your people, they will reciprocate what you were doing and they will finish the task.

“I have a sense of purpose in your organization.” We talked about this and adding value. When you cast a vision that your team can get behind, they aren't just coming to work a job; they believe in what they're doing because there's a bigger picture at play. They are part of something greater than self, greater than just a job.

#5: Time.

By doing what they do best, they free you to do what you do best. When you add value to your team, you can begin to delegate responsibilities, knowing that you've empowered them, you've equipped them, and that they can confidently and competently accomplish the job so you get more time to do those things that give you the best return on investment of your time.

#6: Balance of gifts.

Their strengths balance out your weaknesses or deficiencies. That's the beauty of a team and a team that's equipped. You get a team that balances out and you've taken the time to learn what they're good at. I had to do a reset with some of my teams just this last week. I brought them in, I said, “Hey, we got out of balance. I was not using you to your best abilities.  Let's shift some things around. I'm going to take on some different responsibilities and we are going to balance the gifts.” Alright.

#7: Attraction of others.

They attract other quality leaders to your organization. If you have an organization and you're adding value to people and you have quality people on your team, ask them who their friends are. They probably hang out with quality people.  Ask them if they have a referral and if they know of someone who’s just like them that may be looking for a job. That's solid.

They don't want to put their name? If they're a good solid employee, they're not going to put their name and their stamp of approval on someone that's not a good employee. Maybe it's a kid. Hopefully they wouldn't do that. You can begin to attract people that are like your quality employees or your team members.

#8: People development.

They develop. Other team members will come into their own personal growth. If you add value to your people, you model personal growth for yourself and your team members will begin to model it.  They are going to begin to let that trickle down to their downline, whoever they are, whoever they have influence with, whether or not it's a counterpart in the organization. Their fire for growth is going to permeate the entire organization. This is just another result of adding value to your people in the number nine.

#9:  Increased influence.

Strong leaders increase your influence and leadership. If you have added value to your people consistently over time and contributed to their success, their increased leadership, their increased influence is going to increase your entire organization's influence. You will reap the benefit.

Those are nine results of adding value to your team members. I hope that helps you out. If you need anything else, if I can help you in any way or explain some other things, or come and do some training for your organization, please don't hesitate to reach out to me.  I would love to connect with you and talk about how I may be able to serve your organization.

Have an awesome day.

*9 points borrowed from Developing the Leaders Around You by John Maxwell

To purchase John’s book follow this link: Developing the Leaders Around You



9 Ways You Can Add Value To Your Team

Today is team leadership day where we talk about how you can better lead your team.  I want to give you nine ways to add value to your team. Adding value to your team is foundational in the philosophy that I'm coming from.  I hope this will help you if you're a business owner or you simply lead a team of people. Let's get into it!



9 Ways You can Add Value To Your Team


#1: Modeling.

You set a good example for your team to follow. That's one way you can add value to your team. You set the example, model the way you want it done. The old saying, “Monkey see, monkey do,” right? We're not that far off from monkeys in that we learn by watching others do it the right way. Make sure you're modeling what you want done.

#2: Vision and direction.

This one's a big one.

You give clear communication for where you're going. When I go into organizations and talk to them about vision and direction, a big thing that comes up is that it’s inspiring. We know the positive side of vision and direction. It's inspiring when there's a big vision. What's the inspiration that comes when there's lack of vision? I'm telling you right now; insecurity creeps its way in. If you find you have people in your organization that are insecure, there could be a multitude of reasons. One could be that you're lacking vision or they just aren't hearing that vision enough. It's not being communicated in a way they can grab hold of and move forward with it.

#3: Encouragement and affirmation.

You support them. You support your team and give them hope.

Another way you can add value to your team is by simply encouraging them. When you see something that is positive, say something about it, encourage them, let them know that you saw it and you believe it is something you want to see continued. Reinforcing the attitude or the activity you want to see done in your organization.

#4: Belief in themselves.

You help them see their potential and instill confidence.

I had a mentor for 13 years of my life and I had the opportunity to honor him publicly in front of hundreds of people. I was asked to say something specific about his contribution into my life. The one thing that stuck out more than anything else was his belief in me when I didn't believe in myself. My mentor believed in me and I grabbed hold of his belief and it became my belief. I began to believe in myself. If you can believe in your people and let them know you believe in them, that will add value to them.

#5: Willingness to try new things.

Everything in life, and everything you want in life, is outside your comfort zone. Everything you want in life, every desire you have, every dream you have, every thing you want in life, is going to be outside your comfort zone. I've been texting back and forth with a friend I'm doing some speaker coaching with. She wants to be a speaker and she wants to be on the biggest stages, the biggest platforms she can in her mind, but she's struggling to send me a five-minute video, just to me. I'll be the only one who sees it. She's struggling to send that to me. Look, everything you want in life is outside your comfort zone, so if you continue to model that stretching and moving and that willingness to try new things, then you create an environment for your people where they can try new things and they can fail. Sometimes they can mess up, but that's okay, because you have created an environment where we're going to try new things because we're going to push the envelope.  We're going to innovate. We're going to grow.

#6: Personal development.

You provide a way for them to be mentored and coached. You can add value to your team by providing a way for them to be mentored and coached by you or other managers on the team. You can equip other people on your team to do this.

#7: Commitment to personal growth.

You keep growing, which encourages them to keep growing. You model personal growth. You have a coach of your own. You go to leadership development trainings. I'm so proud of the small business owners that are in my trainings because they are leading the way for their employees. They're saying, “Look, I haven't arrived,” or maybe “I’m ahead of you in the organization because I'm the leader,” but I have not arrived. I haven't crossed the finish line. I'm still in process of personal growth, and you model that for them. This is another thing my mentor did really well.

#8: Empowerment.

You provide them with opportunity, freedom and security. You, at some point, have to empower your people and give them opportunity to succeed, wildly succeed, or to fail. That's the risk you take being in leadership and empowering people, but it's a risk you've got to be willing to take because the upside of empowering people is greater influence, greater organization, and greater effectiveness, right?  When you empower, you add value to your team members. You are giving them an opportunity to be a part of something greater than themselves.


#9: Being a part of something greater than themselves.

You allow them to bring their gifts to the table and achieve more and more with a team than they could on their own. That's what it's all about. What can we do together?

Mother Theresa said, “You can do some things. I can do some things. Together, we can do great things.” That's what being a team is all about. If you're a team leader, it's about recognizing that all of us have a contribution to make. Together we can do something great. We can turn our region around; we can get the sales where they need to be. We can turn the culture of this organization around.

I'm going to give you nine questions to ask yourself. You can write these down, come back to them, but ask yourself these questions and they go along with the nine ways to add value and then we'll be done.

Here are the questions to ask yourself:


·       How do I set a good example for my team to follow?

Vision and direction.

·       How will I give clear communication for where we are going?

·       Do I have it written down?

·       Do I know how I am casting the vision and getting this vision out?

Encouragement and affirmation.

·       How do I support my team and give them hope?    

·       Do I have something on my calendar; something to regularly get that habit of encouragement going?

Belief in themselves.

·       How will I help my team see their potential and instill confidence?

Willingness to try new things.

·       How will I as the leader, make it safe for my team to step outside their comfort zone so they can grow?

·       How am I going to make that something they can do on a regular basis and they can get comfortable with?

Personal development.

·       How will I provide a way for my team to be mentored and coached, whether it's you or bringing someone from outside to do coaching and mentoring with them?

Commitment to personal growth.

·       How will I keep growing which encourages my team to keep growing?

·       What program am I going to go through?

·       What books am I going to read?


·       How will I provide my team with opportunity, freedom and security?

·       How am I going to give them opportunities to step out?

Being part of something greater than themselves.

·       How will I allow my team to bring their gifts to the table and achieve more with a team than they could on their own?

I want to encourage you to take one of these 9 ways and begin implementing one a month in your organization. Maybe it's encouraging. Maybe you are figuring out how you're going to cast the vision. Whichever one speaks to you the loudest. Go ahead and start doing that one this week. You can take another one for next month and in nine months, you will have something great going and your team will feel the difference.

Check out my next video talking about the results of that value.

*9 points borrowed from Developing the Leaders Around You by John Maxwell

To purchase John’s book follow this link:


Success Defined

Today is Monday so we are talking about personal growth.  As a small business owner or operator, it is imperative that you are continually growing and stretching yourself. 

Listen to the same content in my 5 minute Vlog teaching or continue reading below.

As the leader of your organization your team is looking to you to set the tone for what it means to grow personally. 

Over the next few months I am going to share some success principles that will help you grow in the area of relationships, equipping others, your attitude and leadership.  I want you to grow personally in all four of these areas, because if you do you will be successful in whatever industry you are in. 

So, let’s first define success.

Success is _______________ (You fill in the blank.) 

Success is really whatever you define it to be.  Success is as different as people are.  Sure, a theme of success is fame and fortune.  Many people desire those two things, but a whole bunch of people couldn’t care less about fame and fortune.  So, what about being respected by friends and family.   Great desire, but not necessarily the definition of success for some. 

You see success is really how you define it. 

So how do you define it?

Let me help you out here:

Success is knowing your purpose. What on earth am I here for?

Success is growing to your full potential. Fully expressing what you were put on earth to do.

Success is sowing seeds that benefit others. Is what you are doing adding value to those around you?

Lifes most persistent and urgent questions is, “What are you doing for others”?
— Martin Luther King Jr.

Take some time and write down your definition of success.  How do you define success?  Tell me in the comments below!

Do you have a scarcity mindset or an abundance mindset?

Specifically, I will talk about how these mindsets will affect your team leadership.  

Watch the video here and read the written notes below.  

Specifically, I will talk about how these mindsets will affect your team leadership.  Watch the video and see the written content below. 

What is a scarcity mindset?  It means that you have a view of life that says there is only so much pie to go around and if you get a piece of pie than there is one less piece for me to get so I need to stop you from getting a piece.  It is a win-lose scenario.  

What is an abundance mindset?  An abundance mindset is a view of the world that says there is more than enough pie for all of us!  You can have pie and I can have pie and we both can have seconds if we want and there will be no lack.  It is a win-win scenario and way of looking at life.  It is a belief that if I help you win, I will win as well.  

How does this affect team leadership?

If you have a scarcity mindset you will always be protecting your position and keeping people under your thumb.  You will operate out of insecurity and not allow your team members to raise up which will eventually get you a team that is at best disgruntled, and at worst full of low performers.  No high performing person will stay under that style of leadership.  

The abundance mindset as a team leader recognizes the value and contribution of each of her team members.  She does not think that she is the leader because she has all the ideas.  She knows that she is the leader because she knows how to bring all the right players on the team, send them in a direction and give them opportunities to shine and thrive in their gifting.  Knowing that if she has amazing team members that come up with great ideas it reflects her greatness and any leader worth their salt will recognize that.  

How to shift to an abundance mindset:

1.     Recognize that everyone has tremendous value. 

2.     If you are in a leadership position you do not have all the answers, but your team may.

3.     Your role as team leader is to identify each team members sweet spot and help them reach their full potential.  If you are known for doing this, you will never have to worry about or be insecure about your position or job status.  Thai is rare and so needed in organizations.

If you want help implementing the abundance mindset in your organization please contact me here.  This is what I do! 


Live Call Replay

If you missed the call last night you can listen to the replay of it all week long!  After this week I will take it down because it is going to be part of a digital download training the I will release at the end of the year!  The digital download will actually be recordings of all of the live calls that I am recording over the next 15 weeks.  So if you want to jump on the call and receive the training now you can do that by registering here!

Below is the recording of the live call from last night!  Feel free to share this and encourage friends to join next weeks live call!  

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