Every team manager love to have a high performance team. Nothing wrong with reaping the rewards that automatically come when a team operates on a high. But how do you maintain such an outstanding performance? What do you do and what shouldn’t you do as a leader to support your team? Here’s a list that is based on a study of 4500 teams show casing the effects of maximum effectiveness.
Do: build shared responsibility
Create a team environment where each team member is committed to help each other. It is not about the individual contribution but only about the team outcome.
Don’t: take personal responsibility
If you make all the decisions, the team will be nothing more than your hands. Take control and have all the answers. Your team cannot grow.
Do: develop vision alignment
Communicate a vision that allows the team to see the bigger picture. Describe the vision so the team can understand the value they bring to achieving it.
Don’t: Monopolise the vision
Value the groups contribution to the vision. Allow critical questions and don’t control the information flow between the team and other vision stakeholders.
Do: Encourage individual development
It is important to help team members in their personal development. Coach and guide. Show an interest in individual goals and provide opportunities to grow and develop skills and abilities.
Don’t: Force personal development
Assuming you can find for every team member the perfect personal objective will fail. You are not responsible for individual success and desires. You can and should provide a stimulating environment, but what each member is making out of it is not your problem.
Do: Encourage mutual influence
Disagreements are good. They show interest, thinking about what you said, and lead further down the track to a stronger commitment to the agreed outcome. Have rules on how disagreements and discussions are handled. Interrupting is not acceptable. Everybody has to show first they understood what has been said before they can voice a disagreement.
Don’t: Keep opinions down
Being a leader makes it easy and it can be convenient keeping opposing opinions down. You will get an answer sooner this way, but it will be your answer not a team carried solution.
Do: Allow diversity
Having a team that has no differences is shallow. Encourage diversity and allow constructive confrontation of differences. This will bring a wider range of opinions and a stronger set of solutions
Don’t: Control and Co-ordinate activities
Taking responsibility for all team activities and controlling discussions and controversy in the team will create an unnatural harmony that will fail at any stage.