“There is always something that can be improved, as long as we think creatively.” To some, such an assertion may be seen as easy to make than actually doing. For many, even if we try to appear to be doing everything perfectly in order and there really does not appear to be any opportunities to make improvements.
In relation to this issue, the best inquiry to be asking ourselves, instead of “What else may I improve?” The better question is, “Am I getting ALL the results I hope for my team to achieve? If not, why not? Or specifically, what is holding my team back?” The method of asking questions immediately shifts our thinking from the frame of the problem towards the resolution frame, and then we are less stymied and more likely to identify ways to help our team enhance.
Most of the time, you will find that you can answer, “Am I getting ALL the results I hope for my team to achieve?” is a clear “no.” If the answer is “yes,” it signals that it’s time to achieve greater objectives instead of being confined to our comfort zone. This brings us to the next question “Why not?” In general, based on an examination, areas for improvement can be identified from the following categories:
This is a reference to an orderly chain, which is the assigning of duties. It could be viewed as the skeleton or the support and scaffolding which ensures the integrity of the team. It focuses on the particular roles of every member of the team and how each function fits with the overall picture. The structure issues could manifest through the inequitable allocation of workload, overlapping of the responsibilities (which results in no accountability), and roles that don’t integrate and/or roles that are unclear.
It refers to the process and procedures for operation for the members of the organization. When we think of the body, this could include the respiratory system as well as the circulatory system as well as nervous system. Systems are concerned with the day-to-day and long-term operations of the team. These will be the procedures that define what the team’s activities are. In the case of a customer support team, for instance, procedures of a support team for customers will be the particular actions of receiving feedback and responding to feedback, and taking the proper action in response to feedback, and so on. System problems can be discovered by analyzing the ways in which the system could not be efficient. Do you know better methods to accomplish things? Are there better ways to go about things? Are there better methods to accomplish things? Are there any complaints? How can these weaknesses be addressed?
This refers to the overall capabilities of the team as well as each member. The abilities could be measured in relation to the work itself or the skills of each individual member in their own specialization, or the ability to accomplish what they’re responsible for. It could also be in the environment of work as the degree that team members work together, level of maturity of the team, unity, and direction of the team. These issues could include the lack of a cohesive team, ineffective conflicts, and a deficiency of a particular industry capability.
This refers to the natural working environment. Does the workplace culture encourage the highest performance? Does the culture support failing? Are they expressing condemnation towards failure? Are you unfair to new members? Does it promote collaboration or competition? Do you think the culture is too relaxed? These are the kinds of questions that can provide ideas for improvements to the culture.
With a bit of imagination and determination, the leader could elevate his team to higher levels in an infinite number of ways. And it is these teams that consistently provide the highest standards, no matter their surroundings.
Lucas Lin is a renowned expert in management and leadership. He has held various leadership positions, from the management executive to operations manager. Lucas is in a unique position to offer guidance on leadership and consultation services to leaders across the levels of the hierarchy. His many years of expertise in leadership make his suggestions highly sought-after. As a leader within various organizations, such as the country club as well as a school and the military, among other things, Lucas developed an intimate understanding of the value-based approach to leadership that is applicable to all different professions.