James,
Great comments. Although I live in snow deprived California, I'm going to use your analogy in my next Director's Boot Camp.
Thanks!
Greg
Hi James,
Good points. It all starts with realistic and detailed goal setting. You must budget what you will do rather than what you want to do, particularly in these challenging times.
Once you have a plan with a detailed bridge taking you from point A to B, you can measure progress with clear and open communication along the way.
If you accomplish these first two points, individual attitude will take care of itself, assuming you have the right person in place.
Best,
Greg
i agree negative energy can ruin your day!!! more people dwell on what is not working instead of trying to fix the problem at hand. Wasted energy, it is like trying to drive your car out of the snow spinning the car's tires on ice.
top challanges of team work/building:
individual attitide
communication
goal setting
Some groups are unclear of the groups' goals. They have no direction, and may run into not understanding the objective of the team. Incorporating a team leader that can help clarify the team goals will help alleviate any questions the team may have.
The challenges that impede team progress is lack of communication and focus on the task at hand. Some team players only want to know what's in it for them instead of what's in it for the organization as a whole.
Everyone wnting to ensure their ideas get across and not willing to listen to any other suggestions. Also, constant tearing down of others ideas or making them feel belittled when they express their concerns or suggestions to the team
Hi Shawn,
Good points from a team member's perspective. Think of those challenges from the perspective of your leader.
Is she or he coordinating the effort? Clearly delineating responsibility? Providing an opportunity for all to have a voice with open communication?
Call back on these feelings when you are a leader and responsible for organizing a unified effort.
Best Regards,
Greg
I think the biggest problems I have encountered with teams involve how the members interact.
Specifically. I have seen groups where everyone wants to take charge, and push in different directions.
I have also seen groups where no one wants to take charge and the group flounders because no one wants to be responsible.
It can be hard to find a middle ground, but typically as a member, I watch for either situation and if I am in the first type of group, I remind myself to sit back and be supportive and to encourage cooperation, and if I am in the second type of group, I try to remind myself to step up and make myself an active participant.
Hi Denise,
Great points. Great leaders need to be very good listeners, which includes creating a culture where all points of view are heard.
All team members must realize they always have a say in the process, even if they don't have a vote.
Best,
Greg
Hi Andrew,
Good points. It is the responsibility of the team leader to create a more positive, participatory culture.
This begins with a realistic forecasting process that includes input from all team members. If your team is meeting or exceeding budget numbers they helped create, the atmosphere and attitudes should improve dramatically.
Best,
Greg
lack of participation from team members, combined with negative thinking.
Because of the nature of our work, my team members are rarely in the office at the same time. It's difficult to schedule regular team meetings; there is a feeling of disconnectedness. How do you keep the team cohesive when they aren't together physically very often?
A very common challenge for my team is keeping the entire team positive during times of change or uncertainty. It is difficult to keep veteran team members from being negative with new team members and creating doubt and uncertainty which would not have existed otherwise.
Having someone always do the talking and bossing of the others.Encourage liestenings skills and ask for feedbackfrom each person.
Hi Michelle,
This is somewhat true, but I find that peak performers many times have very strong opinions.
As a leader, you must ensure all team members have an opportunity to voice their opinions or they will become frustrated.
Before encouraging feedback, set clear parameters and make sure they understand that you will ultimately make the decision. They have a say in the matter, but not a vote.
Once you make the decision, make sure you communicate the "why" behind the process or, more specifically, why you agree or disagree with their suggestions.
Being part of the process leads to easier and stronger buy-in to the final decision, whatever it may be.
Best Regards,
Greg
Strong opinions and stubbornness can impede team progress. All members need to learn when to give in.
One of the challenges that I face is having some members of the team not "buy in" to our policies/procedures/mission of the department. Their negativity is altering the dynamics of the department. It is very difficult to approach these individuals regarding this concern/issue without them becoming defensive and adding to the challenge.
Hi Jennifer,
The problems you have presented are not that uncommon for a driven team on the front operating lines of any business.
It is the team leader's responsibility to direct members back on track and ensure that one or two team members do not distract the entire team.
Keep in mind that high performing individuals are usually intense and almost obsessively focused on the task at hand, which can create occasional conflict, even within the best of teams.
A strong leader senses when the problems move beyond an acceptable level and begins to manage out the source of the conflict.
Best Regards,
Greg
Hi Jennifer,
Good points. Clearly delineating expectations for each individual team member will help to establish a culture of responsibility.
A consistent flow of information, as you have stated, is also a critical component of a successful team. Information must flow from the top down and the bottom up.
Best Regards,
Greg
