Each year team-building experts who are simply snaked oil swindlers earn millions of dollars from writing books, conducting seminars, and conducting one-on-one consultations with the CEOs from Fortune 500 companies looking for the magic formula that will bring their team members to new levels of happiness and productivity. The secret to a successful team-building process is much simpler than any of the gurus will admit. In reality, good team building is simple. Let’s review some of the things any manager can do to encourage more excellent team building.
Everyone has a leader. It is the duty of the team leader to make everyone feel satisfied with the team they’re part of. The issue that many team leaders have to face is that they cease to care about the team and begin worrying about personal glory or personal growth. It’s the responsibility of the team leader to make sure that everyone is valued, respected and that they feel like their thoughts are being heard. A great team leader will not hesitate to state, “I don’t know,” and isn’t afraid to ask advice from someone who is less experienced or someone with less money than they do. It’s not like anyone said being a leader for a team is simple, but it certainly isn’t. However, it isn’t rocket science. Do what you would like to be treated, which means your group is on the right track to be successful.
If your team competes against other teams at your workplace, one is likely to win, and another group will lose. This is the test for teams to be able to lose without a sigh of shame. A competent team leader will ensure that blame is not piled on just one person, and lessons are learned from every loss, regardless of the size or extent. A great team leader will embrace defeat to learn from it and make sure that team members do not dwell on it; instead, they use it as a source of motivation to move forward. If you’ve got a group capable of doing that, then you’ve got a team that’s likely to succeed.
Utilize strengths and identify weaknesses
A team that is strong is one that is able to make use of the strengths of every participant. Specific groups aren’t given the option of choosing whom they choose to include; therefore, it’s a difficult job for team leaders to find a team member who is able to deal with every challenge they’ll face. The leader of the team needs to determine what their strengths, as well as weaknesses in every member, are to ensure that they satisfy as many requirements as they can. There is nothing that can undermine the morale and efficiency of a group quicker than members who are performing the wrong jobs according to their skills. A well-trained team leader should simply ask team members to explain how they think they can best contribute to the task in the task. Egos must be identified at the point of entry. The result will be a happy and enthusiastic team.