1. It’s About Team Effectiveness, Not Friendship
I’ve been involved in the field of team development for a long time. My first book on the subject was published in 1984. Since then, I’ve become more convinced than ever before that building teams that are effective at work isn’t just about “getting on well.” It’s about working in a team to accomplish the business objectives. If people can do this, they’ll come to be friends. In the end, they’ll come to understand the differences in their personalities.
2. The Team Is The Basic Human Unit At Work
For a long time, it has been popular to celebrate personal achievement at work. The truth is that no one can do many things at work without a lot of support from colleagues. The notion of success for one person is a hindrance to collaboration. We praise Jack or Jane’s advantages in advancing from a research assistant into the director of Advanced Technology in less than five years. We often forget a lot of other employees worked together to help Jane or Jack progress.
3. Goal Clarity
The team needs to have crystal-specific, quantifiable goals. Every member must be able to agree with and support the objectives. This is referred to as goal clarity. If your team’s goals lack clarity, it will be difficult to gauge whether they’re doing a good job. The team may divert its attention, and that will lead to the next point.
4. Role Clarity
First, you and your team need to decide what the group’s purpose is to accomplish. Each member must accept their part in achieving the team’s objectives. Each member acknowledges the other members’ roles. This is referred to as role clarity.
5. Goal Interdependence
When you have a solid Goal Clarity and Role, you’re already on the right track to getting good interdependence. This isn’t only terminology. It implies that each team member acknowledges that he or she, along with everyone else, is dependent on the other in order to allow team goals to be achieved. Everyone accepts that if one does not “pull their weight,” the team will be less effective, and each member has a limited role. That’s how it is.
6. Identify And Reinforce Team Dependencies
If you can recognize the team as the whole human being in your workplace, This will help you define and strengthen the relations between teams. One of my client businesses wants to provide”a “seamless” customer service experience for every client, whether old or new. “Seamless” means that from the moment a customer calls the company, every team member and the entire team is responsible for providing a seamless constant and always satisfied. Each team recognizes that they owe it not only to the client but also to the other teams to ensure that they can ensure that the “seamless” experience is a fact.
7. Introduce Systems That Enhance Relationships Within And Between Teams
Your systems must facilitate interactions between teams and within them. It’s useless to have top plans within a single group unless they reduce the team’s interactions with other teams. A great service delivery system, for instance, needs to enable prompt payment and invoicing and reverse.
8. Revisit And Revise Performance Standards
After you’ve defined the roles, goals, relationships and systems, and dependencies, it’s time to revisit the performance standards. Make sure that the performance standards, both for the individual and collective, are in line with the team-based approach you’re trying to foster. Examine them regularly to ensure these results.
9. Reward Outstanding Team Performance
The team’s development efforts should be supported by efficient reward systems. The reward systems should include recognition of team accomplishments. Discussion about the values of team members while just rewarding individual accomplishments is a negative team communication about development.
10. Clear, Specific, And Precise Corporate Goals
Clare corporate goals are crucial for teamwork that is effective in small to medium businesses. Corporate goals should represent the goals of your entire team, either the corporation or company. Make sure you communicate the goals of your corporation in your meetings with your team members. Define the role played by each team member in reaching these goals. Make use of your corporate objectives to emphasize the importance of cooperation between teams. The value of the goals of the company gives motivation to the performance of the most powerful team: the business.
It’s not really required as teams already exist in every workplace. The development of teams is crucial to ensure that teams, and members of the teams which already exist, are productive contributors to the growth of your company.
Leon Noone helps managers in small-medium businesses improve the performance of their employees on the job without having to take any training programs. His thoughts are unique. Leon challenges the accepted wisdom on management training, people management and is highly effective in improving the performance of employees in small and medium-sized businesses.