You’ve just received a multi-layered and pretty complex project from management. *deep breath*
You know that if you break up the work each team member can get the job done but you’ve really been wanting to encourage your team to work together more.
This week we have Coach Mike Lim with us on one tip he would recommend to start bringing that change!
Take it away, Mike!
“Great individuals need an inspiring leader to garner them together. First things first, you need to be the ‘beacon’ to get them excited about the project.
One tip is to share the benefit of how this project can help the team members build visibility in their work and as a team. Hence, you need to be able to articulate purpose and benefit statements such as:
- This is a critical project that requires the team to …
- When this project succeeds, this creates more visibility to the work that we …
As this may not be a high performance team just yet, you will have to ensure that you communicate the outcome and set clear guidelines on roles and responsibilities. You may need to have an open discussion to know each individual skills-set and what they can bring to the table in this project team.
It is certainly useful for you to understand the Tuckman’s team model. Teams go through the stages of Forming, Storming, Norming before Performing. Keep an eye open to how the group interacts and ascertain the stage(s) they are in throughout the project timeline. This being said, you will have to steer the team through the ‘waters’ to become a high-performing team.”
This week, try sharing with your team why working together will be beneficial to their career! And, let us know how sharing this encourages the mood of the team!
One encouragement, what you are hoping to do is change the culture of your team and this will take some time. Stick with it!
As Yoda would say… “Great manager, you are! And, more collaboration in your future.”
Whether you’ve been a manager for 2 weeks or 20 years, I think we can all agree that building teams that work well together is an art.
Teams are always changing – even if you’ve had the same people working for you for a significant amount of time, the individuals are continuing to change and grow, and in turn, your team changes and grows.
Over the next couple of weeks, a few of our great Coaches will share suggestions on how to promote more collaboration and encourage efficiency with chatty members.
Before we dive into how to grow as a team, spend 10 or 15 minutes this week thinking about your team.
- How would you (or others!) currently describe your team?
- What do you want your team to be known for?
- How do you want your team to grow over the next year?
Thinking about where you want to lead your people to is the first step in getting there!
Last week we considered the stages of teams (forming, norming, and storming). Did you peg where your team falls?
Whether you are working at creating norms or are in the middle of a storm, collaboration (one of the conflict management techniques) is a great way to bring the team together.
Dr. Terry Hildebrandt, Professional Certified Coach and co- author of Leading Business Change for Dummies, is back this week with 7 helpful tips on how to successfully collaborate as a team!
Here is what Terry suggests:
“Collaboration holds the promise of a win-win outcome, which is more creative and robust than solutions we might be able to come up with on our own. While we often talk about the virtues of collaboration, actually doing it is often more challenging than we think.
Below are seven steps to collaboration along with key tools and techniques that leaders can use to facilitate a group through collaboration.
- Raise the Conflict Issue– Be willing to surface and name the issue. Once you do, we can move to the next step.
- Get Curious– Holding an attitude of curiosity enables us to move away from defending our own position to exploring other’s perspectives with an open mind.
- Identify Underlying Concerns– We may think that we understand the root of the issue – but often times we are incorrect or have partial understanding. On Terry’s blog, he has some best practices on how to do this, which will help you move to greater awareness.
- Develop a Shared Purpose Statement– This is the essence of collaboration – we move from having my concerns and your concerns to our concerns. Create common goals to rally around. This sets the stage for creative brainstorming.
- Generate Solutions– All parties work together to brainstorm solutions that can meet all the needs, address the concerns, and reach the goals defined in the Shared Purpose. And, be sure to use brainstorming rules to avoid premature judgment of ideas.
- Rank the Options and Agree on the Best Solution that Works for Everyone– Using the brainstormed list of solutions, rate each idea based on how well it meets the Shared Purpose criteria. Decide on a decision making process as a group. This could be consensus with qualification or a formal process such as Kepner-Tregoe Decision Analysis.
- Devise a Plan for Implementation and Evaluation– The hard work of collaboration can really pay off at this step, since you have strong alignment and support for the plan of action. Take advantage of the momentum from the collaborative exercise to quickly develop an implementation plan to see the fruit of your labor!”
How can you use collaboration this week to either bring team unity or to help resolve a conflict?