As an event planner, you know how important it is to have the right team by your side during the planning process. Baring this in mind, it is vital that you choose the right team members from the start. Azavista wants to share a list of 7 principles to keep in mind while managing (and leading) your team of event planners. By applying these ideas, we hope to inspire you to successfully lead your team of event planners towards a great event – happy planning!
Set clear expectations for your team
Members of successful teams always know what their goals and objectives are. This means that they understand how these goals will be measured and evaluated individually and as a team. By knowing what their role and position within the team is, they will be more able to do what is expected of them. Most importantly, when things change within your team or concerns your event planning, as the leader it is your responsibility to guide and communicate these changes and to ensure that your team is working as a single unit to meet your event objectives.
Communicate your team vision and purpose
Your teams’ vision and purpose are the essence of why your team has been formed in the first place. This said, communicating the vision and purpose of your event planning team is as important as a sports team working towards winning a championship game – without this vision, they have no purpose. Continuously evaluate the progress of your event planning process, doing so, will ensure that you (as a team) are working towards fulfilling your purpose and planning a great event.
Be aware of the cultural and personality differences within your team
There are cultural differences everywhere and not only amongst individuals. Just as in society, organisations have their own unique culture and as an event planner you have “a way you like to do things” – this is your team culture. Though you may find that your company changes constantly, the most significant constant is your organisational culture. Just as in your company, you can nurture an ideal culture within your team. It is essential that during the recruitment stage of your planning, that you choose team members that match your cultural framework. Doing so will ensure that you and your event team are on the same page, moving in the same direction and at the same pace.
NOTE: Perhaps you’d prefer that new team members to take a personality test to determine their team-fit? Myers-Briggs is a reputable test with which to evaluate personal compatibility.
Empower your team members
Ensure that your team members have the authority they need to make decisions during the event planning process. Develop a sense of trust between you and your team so that they feel capable of making decisions when they need to – This will allow team members to more freely take initiative and be creative during the event planning process.
Build personal relationships with your team
As the leader of your event team, getting to know your team members on a personal level will ensure that they are able to work well individually and in the team. These personal relationships with your team members will also help you understand exactly what your team members’ strengths and weaknesses are, which will help you get the most out of your team and smoothly plan a successful event.
Give rewards where rewards are due
To ensure that your event planning team will be successful, it is essential to not only have the team objectives and purpose established early in the planning process – but to also reward your team when they meet these objectives. Not only does this keep team morale high but rewards also inspire a continuous desire to meet objectives. Of course, not all team members can be rewarded equally. There needs to be a fulfilling reward for team members when they ‘do well’ and those team members who do not pull their weight need to understand that they need to ‘do better’ if they wish to remain in the team – there is no ‘I’ in team, after all!
Be flexible – adapt as team dynamics change
It is understandable that as the leader of an event planning team, you are continuously looking for new ‘players’ to add to your team. Depending on the changes occurring within your organisation and team, it may be beneficial to add or reassign some of your team members – depending on where their talents and skills lie. Doing so will ensure that you not only get the most out of your team, but you will be able to continuously reinvent how you plan your events.
If you’re interested in learning how to become a team leader as opposed to a mere team manager, take a look at The Wall Street Journal’s take on the differences between management and leadership. The Changing Minds organisation also have a perspective on leadership vs. management and present their ideas in a more visual and detailed manner.