A team that is performing well back on track is crucial for leaders. As a trainer of team-building, I utilize a variety of tools to help leaders reach this goal. The most effective strategy is to educate the leaders on certain actions that can result in teams falling. This process has the effect of encouraging groups (including the leaders) to make a clear commitment to say no to any behavior, attitude, and actions that harm the overall efficiency and performance of the entire team.
Leaders of teams are responsible for accepting personal responsibility for creating an environment of confidence, trust, and openness, which helps teams achieve the fulfillment of the loftiest goals. If your aim is similar, the following steps will help you navigate the process.
1. There is no tolerance for disrespect.
Nothing is more damaging to teams than a workplace that is characterized by disdain for the members of an organization. Some people will compromise on less cash and benefits, but they cannot compromise in respect. The possibility of team conflict can occur when members are unhappy with other team members for members not respecting them. This is why it is vital that the leader create an environment that promotes respect and mutual respect. In teams that are not the best, team members may disagree, fight or even have opinions that hurt, but they should never allow anyone to behave in a disrespectful manner towards the team members.
2. No backbiting
I refer to it as a group killer. The most effective way to destroy team spirit is to get members to agree to stop the backbiting. This is a well-known method of eliminating the feeling of belonging in the team. Discordant discussions and the exchange of information about people who aren’t there with non-relevant people can lead to the reoccurrence of conflicts and misunderstandings. Meetings at the parking lot cafeterias, health clubs, and cafeterias are a great place for backbiters to ruin the team spirit. Backbiters eventually turn into backstabbers to their teammates. If leaders really want their teams to perform at a high level, they must create a culture of honest and open communication among team employees.
3. No blame game
The blame game is one of the most popular sports of teams that are ineffective. Instead of taking responsibility for their actions and actions, players prefer to put the blame on others’ shoulders.
This gives teams temporary reprieve, but it can harm performance over the long haul.
The best way to combat blame is accountability. What is the reason why people prefer blaming over responsibility? Because when we commit to the task of guilt, we need to accept some discomfort. Human beings are prone to stay away from pain at any expense. Thus, blame others as a quick and easy solution. In the event that teams are unable to stop blaming one another for their low performance, a major catastrophe is in the near future.
Stop blaming and take responsibility.
4. There is no mocking or shouting
Leaders cannot afford to allow people to shout at their team members. Shouting can be a sign of inexperience. If teams have the answers, they don’t necessarily call. Couples must realize that shouting loudest might not be the best one. A sarcastic tone will only cause animosity among participants. It is better to replace enmity with the magnitude of ideas respect, reverence, and intention.
5. No personal attacks
Teams are expected to keep their personal egos from the professional work at which they are working. But, often, it is common for members to engage in personal matters during meetings that are scheduled to discuss business issues. Personal attacks in a team environment are akin to destroying the bonds of a team member. Be it in private or the public arena, directly attacking other people isn’t a good way to help teams accomplish their shared goals.
I’ve observed that even leaders occasionally get angry with their people without a justification. I advise leaders to not let their anger go, be calm, remain calm, and instead of launching attacks, choose to counsel and coach individuals.
6. The past is no longer burdensome
Leaders and teams that are successful aren’t stuck within the past. Make a commitment to not look back in time to find weaknesses in each other and place others in displeasure. Past is history. We are unable to edit it, alter it, alter it, cover it up; however, and we can at least take lessons from it.
One of the reasons for team failure is the inability of the team members to let go of the hurt as well as the anger and hurt caused by the past. What can you do to avoid letting the past affect your present?
Maintaining and building teams can be a challenge. Teams don’t work in a jiffy. Leaders need to put in the time, energy, and effort to attract the best from their teams. One method to accomplish this difficult task is to cultivate the ability to constantly affirm the above behavior. By refusing to engage in these unproductive actions will help you be able to demonstrate a firm willingness to say YES to a long-lasting team’s success.
