Fri. Sep 29th, 2023
Seven Ideas for Team Leadership

A team must have the foundational elements to support and grow its potential. The team won’t be motivated to achieve its goals if it doesn’t have these elements. It will also suffer from a slow growth rate, which can cause it to underperform. To create a high-performing team, I want to share 7 key elements. These elements can also be improved with simple strategies.

Commitment level

Leaders are often too scared to speak out about the importance of team commitment. People are searching for something to be committed to in today’s world. Individuals want to be part of something greater than themselves, and that is worth their time. Team leaders should share their expectations for commitment and create a picture of the benefits that commitment can bring to individuals who are committed to a team. For a team to succeed, it is important that members discuss the appropriate behaviours they believe would lead to productive outcomes and successful synergy.

One workshop idea would be to talk about what teamwork looks for this team. What are the team’s common behaviors? Each member could be asked to take a piece of paper and write down their list. Then they can share it with the group. This helps to create a sense of accountability and clarity in the group regarding all unspoken expectations. It is also a good idea to ask them to identify unacceptable behaviors for the group. What behaviours should not be tolerated

If you are faced with issues due to existing behavior that is being tolerated by others, be prepared. If defensive behavior arises from this transparent discussion, label it. “I feel defensiveness in our discussion. I just wonder if it is important that we can have these kinds of discussions without getting caught up in emotional reactiveness. This is what I believe is essential for high-quality teams to tackle difficult issues. What do you think?

Clear definitions of individual and collective values

It is amazing how often people work in teams with individual values that are at odds with the team’s. Most of the time such conflicts are not noticed by other members of the team until they become a conflict of viewpoints. It is crucial for team members to get to know one another and to be open to different points of view. Online assessment tools are available that will help team leaders assist their team members in this process. Each member of the team can express their values and how they affect their behavior. The team also gets an aggregate score that shows what the team thinks about the organization. Value conflicts in a team should be minimized to ensure that they are less disruptive and encourage greater commitment among members to the goals of the group.

To encourage team values discussions, some workshop ideas revolve around asking individuals to share what is important to them as a team. A set of cards could be used with each card having a team value (e.g. You could use a set of cards with a team value on them (e.g. focus, challenge, vision and commitment), or you could make a list. Then I ask them to share their choices and the reasons they believe it is important. Although it isn’t rocket science, it does deepen team members’ awareness.

Sharing their experiences can often add weight to a person’s decision. This can increase the importance of Arif Bhalwani Net Worth their decision. This is a chance to ask yourself, “Is that the kind of values we want to instill in our team?” If it is, what does this mean for us? After everyone has shared their perspectives, you can also point out how different perspectives can help us to not miss important areas of team success.

Team purpose

Clarity about the purpose of an organisation is a benefit to all. A clear mission statement is a great way to help people understand your purpose. It can be a powerful tool to get people on the same page, and help them all understand one another. The mission statement is only one part of the equation. It is the journey that leads to it that is important. Organisational members can contribute to the process and adjust the sense of purpose by being well-facilitated.

Therefore, team leaders must learn how to lead their team members on such an adventure. This doesn’t have to be done in one session. The journey is worth it. It is important to set aside time to review the mission statement and to discuss the ongoing journey of discovering and contributing to the greater purpose of the team, especially if there are new members joining the team.

This can be done by having a team discussion about the priorities. “What are our top priorities?” Once you have clarified the priorities, it is time to discuss how they work towards achieving the organisation’s mission.

Action-steps and Clear Measurable Goals

Although it may seem obvious, how many team members and teams don’t take the time and effort to write down their goals? How many people don’t know how or have never been trained to create their goals? Written goals can help each member of the team to be accountable for team results. Written goals eliminate the human ability to justify mediocre efforts and turn them into success. When a review is conducted, a written goal cannot be challenged. Written goals that are part of a larger goal help Leaders celebrate milestones and create an atmosphere of success.

Remember that a goal is just a picture of the end result. Team leaders have a major responsibility to remind their team members of the Higher Purpose of each goal. Without a common goal, a dynamic team can’t exist. Teams can work together to overcome obstacles and create synergistic strategies when they collaborate in this way.

A whiteboard can be used to divide the board into quadrants. You can give them headings. Vision (3-year perspective), 2. 1. Goals Projects (90 days) and 4. Action-steps (weekly actions). One: Have people imagine that they are three years in the future, and everything is going according to plan. With this picture, you can create a second quadrant to help you decide what goals should be set for the year. What should happen? And when should it occur? Discuss the three quadrants and decide on the 90-day projects that need to be prioritized in order to achieve the annual goals. The fourth quadrant will discuss what actions must be taken in this week to ensure that the team’s projects are completed on time.

The goal of the workshop is to get full support from each member. You should get someone to take the workshop’s results and display them prominently so that everyone can remember. Clear and written goals and actions are great for team accountability and reducing the pressure on the leader.

Team members can develop their Emotional Intelligence.

Let me simplify the matter by saying that EI includes two main elements. EI is the emotional growth that individuals experience by becoming more aware of their own reactive patterns (triggers), and those of their team members. It is secondly about using that new knowledge to channel their emotions in more empowering modes where the team is all better for it. I love to compare the terms “React” and “Respond”. Everyone wins when team members learn to control their emotions and not fly off the rails.

It can seem impossible to improve the emotional intelligence of a team. However, the key is to recognize it as being in the realm of continuous improvement. It is unlikely that you can dramatically improve the EI levels of team members in a short time. It is unlikely that you can dramatically improve the EI levels of your team members by simply assessing them individually and then giving training on the topic. The team gains a common language for discussing this phenomenon by training together. If team members are open to being vulnerable, feedback sessions will be a great way to share ideas and improve.

This is the only way to ensure a high-performing team. Make sure to clearly state the benefits each member will experience if they invest their time in this area. They could list the benefits they can expect such as less stress, less conflict and greater unity, greater acceptance of diversity, appreciation for team members who work in their strengths, better communication, satisfactory outcomes, and higher job satisfaction, just to name a few.

Roles outlined and clearly defined

It is the inability to understand the roles and responsibilities of everyone on the team that can quickly cause a team’s problems. It is much easier for leaders to communicate that everyone has a role and that they are responsible for the success of the team. Respect is increased and boundary conflicts are decreased. If each member of the team feels that they have something to offer the team, morale and productivity are higher.

Therefore, it is important to regularly review job descriptions and role assignments. In their six-monthly reviews and individual discussions, team leaders should assess the accuracy of their job descriptions to reflect current activities. Changes that are required must be communicated to all members of the team. While it doesn’t have to take a lot of time for the team to discuss such changes, it is important that the team communicates the benefits to the group and how they can help achieve the team’s objectives.

Effective team meetings

Many potential great teams can find themselves in a bind when they have to meet regularly. They can be fun, productive, and efficient. They must be well supported by the team leader. A well-planned agenda is essential to ensure that time is not wasted, and that the order of the agenda aligns with the team’s strategic goals. Although it may not be necessary, don’t put important agenda items at end. Give them the time they need.

There is a way to make meetings more fun and make them less confrontational and productive. Discuss with the team what behavioural norms they expect from team meetings, and what will not be tolerated. Discussing specific behaviors, such as shouting, can be creatively discussed. Then you will come up with a phrase and an action that the team will use when they observe this behavior (see example below). This has been a great way to get people out of negative emotions.

For example, if someone speaks over others and doesn’t allow team members to express their views, you might say, “Is only one TV channel available in this room?” As if you were trying change the channel, twist your hand. Everyone, especially the culprit, is instantly aware of the behaviour being displayed and recognized because everyone has creatively created the unique phrases. The meeting runs smoothly if everyone smiles or laughs quickly. This allows for more creative discussions and less dysfunctional team interaction.

Conclusion

Remember that team building is not static. The leader should be aware of it. If it is done correctly, it can create a strong synergy that results in greater team success than the sum of their parts. To ensure that you are staying on top of the team’s pulse, it is a good idea to receive feedback from your team members at least every six months.

By admin