How do we create effective teams? What comes to mind when you think about an effective team? High performing teams exhibit accountability, purpose, cohesiveness, and collaboration. It is a team that works seamlessly as a whole. Everyone brings unique talents and strengths and support each other to bring out the best in everyone. How do you create one?
Effective teamwork is essential in today’s world. Based on your experience you would have noticed that a team does not become effective from the very onset. For teams to function effectively, they must be created properly. It is really challenging to do things right in the beginning to make sure that you get the level of effectiveness you desire when you're putting together a new team. The task is much easier if you have a plan in place. This article summarizes a practical, step-by-step process for building and maintaining an effective team.
Most managers rush into the work of setting up the team without getting clear agreements in the beginning about where they are going or how they want to get there. Clarifying and understanding your expectations from the new team upfront will help you determine its structure and will set up your team for success.
Do the Pre-work in stage1 itself. Understand the nature of work that needs to be accomplished. Determine if a team is necessary to accomplish the task. Once you have established the need for the team, begin by defining the goal of your team. What is its ultimate purpose that this team must aim for? What are your expectations from the members of the team? How will your team contribute to your organization's goals and mission? What authority the group should have?
Then create a Team Charter to help clarify your team's objectives. Focus on the aspects listed below while creating a charter and clarify each of these aspects of teamwork. Discuss the questions listed and record your agreements. Many of these questions can be answered immediately. Others will need to be answered or modified as you get into the formation stage.
Try to ensure that no tasks or responsibilities overlap unnecessarily between roles, as this could cause problems later on.
Once you've defined your goals, and have identified the roles and the structures, the next step is to identify and make a list of the type of people that you want on your team. Focus on the questions listed below to have a better understanding of the talent and expertise you need for your team:
Great managers know that talented people are their greatest resource, and the hardest asset to find and keep. The key to build an effective team is to spend an inordinate amount of time on people issues: finding, recruiting, developing, coaching, and providing feedback to them. Start by spending time to ensure that the team consists of all personnel necessary to do the job. The next step is to recruit and establish boundaries by deciding who is and is not in the team. When you bring new people on board, make sure that you recruit effectively and professionally. Analyze your roles and build a recruitment process that ensures the best possible talent to fill these roles.
During this phase arrive at an agreement regarding the tasks to be performed with your new team members and also take the opportunity to clarify the behaviors expected of each team member. Use your Team Charter to build an understanding of team objectives. Each person should clearly understand the goals of the group and should know how these fit with your organization's overall objectives.
Establish Key Performance Indicators (KPIs) linking your team's tasks to your organization's goal and objectives and use these indicators to start managing performance. Team members should be clear about the definitions of these KPIs and must understand how they affect them directly so that they understand their deliverables and how they will be measured. Provide all the needed materials and equipment to do the job effectively.
As your team begins to work together, allow some time for people to get to know one another, as at this stage you need to establish a way each team member can exchange ideas and build mutual trust. Successful groups are built on trust and collaboration. A free exchange of ideas, in an open environment, will allow your team to get to know each other and enable you to check on how they work together. You might even want to consider conducting team-building exercises to help build team trust and establish personal bonds.
Setting up a series of informal meetings, early on in your project, offers an ideal opportunity for team member exploration. Like other teams, your people will also most likely progress through several predictable stages of team formation and help them bond with each other, as they move from being strangers to form a cohesive team. Use this time to discuss your project, delegate particular tasks, set individual roles, and discuss objectives. Always make sure that everyone involved understands every stage of their involvement.
A good team will satisfy its internal or external clients, become stronger as a unit as time passes, and foster the learning and growth of its individual members. You may want to conduct an assessment of the training needs of your members to explore whether people need further training, or need specific opportunities to develop their skills. You may refer to the expectations you captured in the team charter and based on your observations chart a developmental plan to help new team members build the skills they need. Many team leaders and organizations limit training to the induction stage but an ongoing training process will help them become more effective.
One of the most important roles that you have as a team manager is that of keeping individuals motivated and energized to keep working for organizational goals. Try to tailor your efforts based on the different needs of each individual (refer to the Situational Leadership Model). Building effective teams is a continuous process – keep revisiting each step of this process on a regular basis.
A good leadership style is something that every effective leader must have in order to succeed, but identifying what that entails or does not entails might be difficult to understand. Most of the research on leadership focuses on the exemplary, best practices, and positive attributes of effective and successful leaders. This article talks about a new approach to learn leadership using lessons from bad leadership. That is the lessons to be learned by examining leaders who have not effectively exercised their power, authority, or influence.
Team Foundation in Forming Stage
This is the first stage of team development. This is the stage when the foundation of the team is laid. During the Forming stage, team members have a high dependence on their leader for guidance. Learn the practical strategies you can use during this stage to help your team develop into a highly effective performing team.
Facilitative Leadership is all about involving the employees in the decision-making process at all levels enhancing their sense of ownership, responsibility, and motivation. Facilitative leadership style uses a number of indirect communication patterns to help the group reach consensus and build commitment for the decision taken. To be effective in modern organizations, managers need to become facilitative leaders, learn what it means to be a one.
Authentic leadership is an approach to leadership that emphasizes building the leader's legitimacy through honest relationships with followers which value their input and are built on an ethical foundation. The authentic leader acts upon his or her values and beliefs, and inspires others to do the same, is committed to know and develop oneself. Are you committed to developing yourself; know your motivations and the purpose of your leadership? Read this article to know more about authentic leadership style and discovering your authentic self.
Effective Business Communication
Communication is all about getting the message across correctly. To make this happen, you need to have good speaking skills and good writing skills. If you have these skills coupled with good listening skills and interest in reading, you have all the potential to be a good communicator. What things should the leader take into consideration to be more effective with interpersonal communication?
Building Perfect Creative Team
One misconception around creativity is that creative act is essentially solitary. Most of the world's important inventions resulted not from the work of one lone genius, but from collaboration of a team with complementary skills. Managers should build teams with the ideal mix of traits to form a creative group and then establish the conditions that make creativity much more likely to occur.
Change & Culture of Innovation
Predicting the future is a tricky business but managers need to have a future perspective in order to take business advantage and remain competitive. They need to drive and introduce constructive change to the business of the enterprise. The first step to creativity and innovation is to drive a culture of Innovation. Managers need to focus on developing future mindset all the time to keep pace with the unfolding future.
Recognizing Stress & its Sources
As an individual, you almost certainly know what stress feels like. Stressors are events or situations to which people must adjust. Stressors may be physical or psychological in nature. The level of severity of stress is determined not merely by exposure but the intensity, duration, and frequency of stressors. The sources of stress are many. They arise from multiple areas both with the individual and from the environment.
Evidence of the medically damaging symptoms of work stress necessitates applying the treatment of stress management. Stress management is increasingly drawing the attention to the management experts not only as a remedial measure but also as a way to resource management. If the workplace can be made a little more lovable the increase in the achievement of the organization may be much time more. If group stress can be removed by introducing group discussions and recreational facilities a long-lasting team spirit may get developed.
All the teams are dynamic in nature and they take time to come together, they form, develop, and grow in stages, over a period of time. Teams go through five progressive stages: Forming, Storming, Norming, Performing and Adjourning. In this article, we want to introduce you to these stages of team development and certain strategies that you can use to help the team grow and develop in each of these stages.
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