It's very interesting how people react when opinions differ and it's a very opportune time to stop and revisit the topics that they are disagreeing on and it should be in open form sometimes is a tendency for people to try to do this outside of the meeting room which in my opinion generally results in hidden hostility and unfavorable reactions on the part of the rest of the team members.
Elizabeth,
You are so correct! Balanced feedback is essential to keep teams performing effectively. Intel uses an approach called a "brag sheet" whereby employees complete a monthly summary of their activity to their supervisor. In addition to an honest assessment of the activities, this gives them an appropriate forum to share successes. This type of strategy could work very well at the team level as well.
Dr. Jamie Morley
One aspect that I have seen that helps improve team performance is to acknowledge when the team is doing well. Often, we gloss over the good things and focus on areas of improvement when we need to celebrate the accomplishments. This helps people feel like progress is being made!
Larry,
You are right on target! Setting clear goals is often as equally as important as the members of the team. Setting expectations, defining success, and establishing benchmarks help both new and established team members. Obtaining commitment from team members is also important, especially if the project is not their full time responsibility. Feedback and acknowledgement also help to keep the motivation high.
Nicely done!
Dr. Jamie Morley
from reading through these threads it seems to me that many of the problems could be avoided IF…
1) stating a clear goal(s) before work begins -- before the team is formed
2) setting some guild line / frame work to get to the goal(s)
this should be lay out at the first meeting or even at as the team is put together
3) along with some way to adjust these "guild line" if needed as the project process
Ed,
I agree with you. Adding people to a successful team can be disruptive. However, consider this perspective. The teams that are running the best are probably guided by the strongest managers. It is important for all employees have the opportunity to be coached by the most effective leaders. So, consider it a compliment, find a worthwhile assignment for the new team member, and welcome them to your team!
Dr. Jamie Morley
It is always refreshing to see new team members, if it is done with thought and need. Teams don't need to be refreshed just to be refreshed. Identify a reason a new member mighgt be added first.
Steven,
You make several good points Steven. One is that you need to provide recognition. A good leader recognizes staff in public and corrects them in private. Another of your points, if I am interpreting it correctly is that you should give new leaders incremental authority to allow them to grow. This is critical. Everybody needs opportunities to succeed and success breeds success. Sometimes a good strategy is to give multiple people on the team some tasks that stretch their abilities and see which one emerges as a leader. This helps you to strengthen your management pool while developing new skills for everybody.
Dr. Jamie Morley
Written By Steven Pino:
Improving Team Performance
Different people of your team will play roles. Use these natural roles to emphasize the growth of your team.
A leader will be more natural as a guide for others as long as they are not too pushy. Give them a little authority and watch them grow.
The hard worker wants to work, but do not over burden or over look them. Keep in mind that they want some recognition, whether it be in private or in public.
Our team’s main issue is not being prepared for the meetings, setting an appropriate agenda, and sticking to it, and evaluating our progress to date. If begin with a clear focus on what is expected, and needs to be accomplished, along with regular updates of where we are in meeting the goals. Usually learn at meeting what is to covered, and materials provided then, rather than receiving in time to review prior to the meeting. If started with being prepared prior to meeting, would then be able to accomplish the purpose for having team and meeting.
Connie,
Positive reinforcement is a good technique to use when it is appropriate. Constructive criticism or feedback also improves team performance at times when positive affirmations are not warranted. The key to managing a team is to give regular feedback, whether positive or constructive.
Jamie
I agree....positive re-enforcement is a great way to make sure your team realizes all the good things about working together to reach the common goal.
Theresa,
You make a good point. I have seen some organizations meet with the group collectively to address issues that are leading to lack of productivity. Others meet privately with the team members that are not contributing effectively. Both are valid methods. What have you seen work?
Jamie
I agree, meeting with your team and bringing up the areas that are contributing to unproductivity and progress towards the completion of a project helps the team regroup. A common goal can be reestablished and productive problem solving brings the team back together working towards their goal.
Alma,
You make excellent points. One of your most impactful insights is to address performance issues immediately. This is so true! Other team members get deflated when they see poor performers not being held accountable. Succession planning is also important. What types of strategies have you seen work in regards to preparing for the succession of a team member?
Jamie
Open communicationand improve the atmosphere we delegate effectively it frees up our time to focus on the big picture aspects of the job and be more effective. Plann and hold them accountable. The key is to stay on top of individual performance issues and address them immediately. Everyone wins when we have a fun atmosphere at work. As a team leaders we need to be a supporters of that fun. We'll see improved productivity, reduced turnover and better morale. Usually that means less work for all in the end. Also we need successors to support ideas.
Jay,
You make a good point. Constructively framing differences of opinion so that the team hears the positive and negative experiences of an approach are the role of a good team leader. Then, like a jury, a team should weigh the pros and cons of an idea in light of the application and then make a decision.
Thanks for your comment.
Jamie
When a team is constructed, noticing the different personalities of team members has to be recognized before actions can be taken. One team member may react differently to an approach which provided great results with a previous member.
I would definitely agree with weekly meetings to just let everyone int he team come together and discuss the prior and future week. Maybe to better or enhance the learning of our students
Thomas,
My definition of "passion" for a job is a bit different that yours. I agree that unbridled emotion without a rational basis is not appropriate on the job, nor are unchecked emotions. To me, passion for the job means that the employee puts the needs of the customers ahead of their own. Sometimes this takes the form of going the extra mile, putting in extra time, or giving superior customer service. On occasion, an employee may not like the boss, or a co-worker, or some company policies, but if he or she has passion for what he or she does, the employee will continue to give 100% for the good of the customer and their intrinsic satisfaction.
Thanks for the perspective.
Jamie
