As the Business Wingman, you are tasked with supporting your team and ensuring that there is collaboration and motivation across each of the members of the team. A happy and unified team is a high performing team and you are the enabler of that.

1.
Art
of
the
W ingman
for
Business
is
dedicated
to
the
businesswomen
and
businessmen
who
seek
greatness
beyond
their
own
and
find
their
successes
through
helping
others
succeed.
The
Business
Wingman
follows
the
path
of
the
selfless
person.
Dealing
with
the
Team’s
Weak
Link
Key
Points
• Everyone
has
strengths
and
weaknesses,
learn
what
they
are
• Offer
them
the
opportunity
to
succeed,
but
allow
them
to
fail
• Build
a
culture
of
collaboration,
the
weak
link
will
self-­‐identify
In
every
team
in
every
business,
there
is
always
that
one
person
who
either
is
the
low
performer
or
is
perceived
as
the
weak
link
of
the
team.
But,
what
do
we
mean
by
weak
link?
Here
are
some
possible
characteristics
that
may
fit
the
description:
• Is
always
finishing
projects
after
the
agreed
upon
due
date
• Is
never
fully
completing
projects
and
needs
others
to
help
him/her
finish
• Needs
frequent
explanations
of
ideas
and
concepts
that
the
rest
of
the
team
is
familiar
and
well
versed
in
• Needs
hand
holding
on
starting
projects
or
organizing
thoughts
• Needs
constant
motivation
to
perform
at
work
• Needs
to
be
asked
to
join
in
on
team
sessions,
meetings,
and
outings

2. As
the
Business
Wingman,
you
are
tasked
with
supporting
your
team
and
ensuring
that
there
is
collaboration
and
motivation
across
each
of
the
members
of
the
team.
A
happy
and
unified
team
is
a
high
performing
team
and
you
are
the
enabler
of
that.
Now,
before
we
go
ahead
and
make
judgment
on
individual
members
of
our
team
and
begin
pointing
fingers,
let’s
first
take
the
optimistic
approach
and
try
to
understand
this
weak
link’s
behavior
and
what
could
be
at
the
root
of
it.
Ultimately,
we
want
to
determine
whether
their
actions
truly
define
a
weakness
in
skill
or
aptitude
(relevant
to
the
job
role)
or
whether
this
is
just
a
recent
behavior
that
is
the
byproduct
of
some
lack
of
motivation
by
management.
Because
management
trusts
the
team
to
consistently
perform
at
a
high
level,
the
last
thing
you
want
to
do
is
to
start
complaining
to
management
about
this
person
and
draw
negative
attention
to
your
team;
thus
opening
a
can
of
worms.
So
let’s
start
to
break
down
some
of
these
behaviors
and
try
to
rationalize
each
and
identify
the
root
cause.
And
by
using
this
strategy,
we
can
then
make
an
educated
and
rationalized
decision
before
we
take
any
actions
and
make
this
public
to
management.
1) Everyone
has
strengths
and
weaknesses,
learn
what
they
are
If
you
carry
the
assumption
that
everyone
excels
in
what
you
do
and
thinks
like
you,
then
you
are
destined
for
failure
and
will
never
get
it.
Everyone
is
different,
everyone
thinks
differently,
and
everyone
is
unique
in
his
or
her
strengths
and
weaknesses.
Don’t
just
accept
that
this
person
is
the
weak
link;
maybe
you
will
learn
that
he/she
is
misplaced
in
the
business
and
that
their
strengths
are
not
being
utilized
by
the
team.
As
the
Business
Wingman,
you
are
essential
to
that
team
as
the
one
with
strengths
like:
activator,
relator,
achiever,
responsibility,
strategic,
includer,
positivity,
or
any
strength
necessary
for
helping
to
drive
the
success
of
the
team.
A
good
way
to
catch
up
on
the
list
of
strengths
is
to
reference
Now,
Discover
your
Strengths
by
Clifton.
Wikipedia
definition:
Now,
Discover
Your
Strengths,
Clifton
The
theory
behind
the
book
is
that
each
adult
individual
possesses
a
certain
number
of
fixed
universal
personal-­‐character
attributes,
defined
by
the
authors
as
"Personal
Themes"
which
in
combination
effect
the
individuals
tendency
to
develop
certain
skills
more
easily
and
excel
in
certain
fields
while
failing
in
others.
The
authors
claim
that
by
identifying
the
individual
strength
of
the
members
of
the
organization,
its
members
can
be
utilized
in
more
suiting
positions,
hence
developing
the
required
skills
easily,
helping
to
reduce
turnover,
improve
employee
morale
and
the
organization's
overall
performance.

3. By
identify
and
learning
the
strengths
and
weaknesses
of
your
team
and
the
weak
link,
you
can
better
determine
if
he/she
truly
is
the
weak
link.
You
may
also
discover
that
his/her
strengths
really
don’t
apply
to
your
team
or
that
they
will
never
have
the
opportunity
to
succeed
in
your
team
environment
because
they
naturally
focus
on
areas
of
the
business
that
just
don’t
apply
to
your
team.
Either
way,
this
should
be
a
great
gauge
for
you
and
help
you
with
defining
your
next
actions.
2) Offer
them
the
opportunity
to
succeed,
but
allow
them
to
fail
Every
once
in
a
while,
a
team
member
will
be
at
fault
and
create
an
action
that
really
turns
out
to
be
detrimental
to
the
team’s
revenue
or
key
customer
relationship
or
something
where
they
know
that
they
did
something
wrong.
But
many
times,
a
team
manager
will
be
sure
to
help
to
cover
that
mistake
and
make
sure
that
the
team
member
never
fails.
But
in
this
situation,
where
we
are
looking
to
identify
and
deal
with
a
team’s
weak
link,
and
we
must
be
sure
to
allow
our
members
to
fail
from
their
poorly
thought
out
actions.
As
the
Business
Wingman,
you’re
chartered
with
the
success
of
the
team,
and
you
must
ensure
that
the
team
dynamic
is
not
soiled
with
distrust
in
the
team.
It
seems
like
a
trivial
situation
but
you
must
be
there
to
support
your
team
and
open
opportunities
for
them
to
look
like
rock
stars,
but
3) Build
a
culture
of
collaboration,
the
weak
link
will
self-­‐identify
In
this
situation,
you
are
embracing
the
team
dynamics
and
the
strengths
of
your
team
to
self-­‐identify
any
weaknesses
that
the
individual
may
have.
In
this
scenario
you
are
encouraging
your
team
to
work
together
utilize
each
other’s
strengths
to
accomplish
tasks.
During
these
collaborative
team
functions,
the
weak
link
either
will
step
up
to
the
plate
to
show
his/her
true
strengths
or
they
will
fold
and
admit
defeat.
As
the
Business
Wingman,
you’re
job
is
to
enable
success
and
build
upon
the
strength
of
your
team
members.
Even
one
weak
link
that
shows
a
poor
demeanor,
public
scrutiny
of
the
team/company
or
lack
of
respect
for
the
role
can
turn
a
performing
team
into
troubled
team
quickly.
Visit
our
blog
at
http://www.artofthewingman.com.