There are a few basic elements of successful teams--many are mentioned here. Team members need to be publicly supportive of eachother--any concerns with fellow team members need to be expressed behind closed doors. This is not to say that the team can't disagree, it just shouldn't be a public display.
Forgiveness is a huge element of teamwork--forgive mistakes and move forward (focusing on the solutions, not the problems).
If the team does not have a mission statement and core values, develop them and adhere to them. Why are we here? What is the purpose of our team? Answering these questions can surely improve the team's performance.
Also, as noted in this module, celebrate the milestones, even if they are small ones. Acknowledge the progress the team has made.
Yes i agree . The team has to be aware what the expectation are of them. It is not fair to put expection with out explanation
Very important is they know what is expected of them. One thing to help improve team perfomance is to make sure the team know what areas they need to improve on, giving them benchmarks and time lines.
Once this is done hold them accountable for their actions. .
I would try to encourage collaboration. I would look for opportunities to have my staff work together in solving identified issues. As stated in the lesson, "Nothing builds team identity like collaborating side by side on a challenge".
I thank you for sharing this approach, I work with several varied personalities and the challenge I am encountering is the undermining of previous instructor guidance. We have a meeting coming up and I hope to address these issues and remind everyone that we have a common goal. Disharmony among instructors weakens the educational experience of the student and creates riffs in professionalism.
I find it is easier to break people into smaller groups to brainstorm. Then each team picks a person to present their top five ideas or best practices.
Hi Donald,
Great method! Many leaders avoid or push off conflict and problems. You attack the bull by the horns and resolve your challenges quickly.
Team members respect this style of leadership and will be more likely to accept the decision and quickly return to the task at hand, which is always in the best interest of the individual, the team and the company.
Best,
Greg
Hi Donnie,
Individual meetings work well, but I find a quick weekly meeting with the entire team reminds everyone of the broad-based task at hand. It also helps to ensure clear, consistent and concise communication within the entire team.
Best,
Greg
Hi Sangeetha,
Wonderful comments. Assuming your objectives, goals and budgets are realistic, your style should drive very consistent success for you and your team.
Well done!
Greg
Hi Gary,
Right on point! You accomplish this with full disclosure, open communication and, more specifically, including them in the planning and forecasting process.
This process starts well before the year begins, as you work with your team to develop a realistic forecast and plan with a detailed bridge, ensuring a clear road map and regular measurement for all involved.
Best,
Greg
Hi Melissa,
Sounds like you have excellent communication with your team. Text and email are wonderful tools to provide or request information or pat people on the back.
Face-to-face meetings or a personal phone call are best when providing "tough love," requesting a change in behavior or delivering bad news.
Keep up the good work,
Greg
Hi Dynlene,
Great material. Understanding these concepts should provide you with a great foundation to lead your team.
The key now is to apply these high level concepts into your day-to-day operations.
Hope you are creating success!
Best,
Greg Nathanson
Hi Dana,
You have an excellent grasp of the key leadership concepts. You should do very well in your new position.
Keep in mind, it is many times more difficult to break out from a team position and begin leading your old peers. If you do what you say you are going to do, your old peers will slowly begin to accept your new role and gain confidence in you as their leader.
Good luck,
Greg Nathanson
Hi Edo,
I like using ice breaking techniques with a new group, but I feel it's a bit contrived and off-point when you are meeting with your team on a regular basis.
You are better off keeping your meetings short and sweet. In most cases, team members are eager to get back to work and produce results, rather than talk about it. Ten minute stand-up meetings are excellent or teleconference with a time limit.
These techniques do work well for off-site meetings focused on strategic planning and team building.
Best,
Greg
Incorporating team building techniques will assist in the performance of the group, it will allow the team members to be more relaxed and openly discuss various topics.
How do you feel about incorporating team building/ice breaking techniques throughout the team meetings?
I would hold weekly meetings with each person
I definitley do 1:1's and send weekly goals - I do have team meetings but not on a regular basis since my team is small and we are constanly in contact throughout the week
It's very important to set clear goals for your team and hold your team accountable for those goals. If your team as a whole does not meet their set goals, it's essential to meet and discuss what can be done to enhance performance. It's also pertinent to meet with each team member individually to praise what is working and to offer constructive criticism in areas necessary. When your team knows what you expect and knows that you hold each one accountable for the success of the whole team, they are likely to perform better as a whole.
I have found over the years that when people have a feeling of ownership they perform at a higher level. As a team leader, you need to find the trigger that embellishes this sense of ownership.
Weekly if not daily emails are essential for communication with my team. Getting my team together in one room is nearly impossible due to conflicting schedules so I rely on text and email to discuss goals, performance,and evaluations. I try to meet with everyone weekly, monthly and/or quarterly on an individual basis to evaluate performance and try to bring them together quarterly for team review.
