Like many of you, I spent the best portion of two weeks in august watching the Olympics on TV.
While I wasn’t at the event, I was ecstatic to see such top-quality performances by the athletes, swimming… gymnasts… runners.
I particularly enjoyed team sports like water polo, volleyball, and basketball. Also, the media was paying focus on”the” U.S. basketball “redeem team” led by Mike Krzyzewski.
The 2004 Olympics, you may remember, Team USA, America’s “dream team” composed of our nation’s most talented basketball players, left with a bronze medal, not the gold medal everybody was expecting.
The team was missing a key ingredient: the chemistry which effortlessly blends a bunch of stars into one whole.
Learning from the superstars of this group, U.S. planners built an outline for 2008 that included an “actual team” to the tournament. From what I’ve read, they sought out NBA superstars, carefully mixing shooters and defenders, and demanded that they play during the early qualifying matches.
Naturally, watching Olympic events and hearing commentators talk about the differences between 2004’s “dream team” and the”redeem team” in 2008 “redeem team” inspired me to think about teams in the business. Most of all, I thought about the way that when they are trying to be successful, leaders of organizations make the same mistakes we witnessed when we looked at”dream team “dream team’s” mistakes.
Many business leaders throw their talent at a problem, and they quickly realize that a group of talented people is only a group of gifted people. Employees and players require to have a reason to exist and a strategy for working with each other if the company wants to become an effective team.
That’s why I’d like to examine three essential elements which make teams:
Balance
Vision (or a common focus)
Chemistry
Find the balance
Like the redeeming team required shooters and defenders, Any team needs the right mix of talent. Also, the best group requires:
People who see the bigger picture and can develop a strategy.
They are those who excel at the ability to check fine particulars.
People who are able to take charge and help move a project forward.
People who can hear opinions differ and create bridges through words.
People who are able to encourage active and open communications.
If you manage an organization and wish to ensure the success of your team, it is essential to first identify the strengths and weaknesses. (Assessments that analyze the strengths and weaknesses of your employees will assist.) It is necessary to select the most appropriate powers for the project you are working on and also a balanced combination of the skills required.
Join the vision
The U.S. Olympic basketball team only had one goal: winning gold. Coach Krzyzewski hid the goal clear as well as other things, using the fist to show a sign of unity. The players of his team were well-aware of their lesson. I’m not sure if I’ve ever seen a news interview with the team’s star player that did not bring up the team’s mission.
As a leader in your team as a leader of your team, you must adhere to the same guidelines. Maintain your group’s “eye on the goal” by constantly explaining and discussing the company’s specific objectives. Make sure to include your company’s vision.
In addition, Let members have questions or raise doubts. Take every concern or thought with respect. If you do this, you’ll establish a good example. If you play down their problems or dismiss their opinions – or if you allow your team members to play along, members of the team will be reluctant to speak up in the future.
Encourage team sharing and discussion. Always keep the objective at the forefront.
Mix well to get a good chemical
There are differences of opinion on every team. Coach Krzyzewski understands this. I’ve read that he is able to adapt his coaching methods to create different plans for various players and teams.
What do you think? If your team members get into a fight – and compete with each other to spark heated debates – you may have to change your style of leadership.
Players of the most successful teams learn from one another. The best team leaders are able to guide players through the bumps that conflict causes and then use these conflicts to their advantage.
Even when a group performs admirably, it will still require guidance. Conflicts can arise, or the waters can become too calm and slow the progress.
As a coach, you have to keep track of team balance on a regular basis as new members join or leave and the goal evolves. However, if you establish the team with a solid base, assembling and consolidating dream teams is a feasible target.
Mary Gorski has more than 15 years of corporate human resource consulting [http://www.mgassessments.com/hr-consulting.aspx] and assessment experience. The woman has been in contact with various levels of leadership and knows the demands for a well-run, efficient company. In addition, she is aware of the human element and what drives employees to achieve maximum performance and efficiency.
