Daniel,
Good points. It is particularly important to measure progress and celebrate small wins along the way. Equally important, is for the leader to identify weaknesses in the team or plan and work together with the team members to create immediate modifications.
In addition to understanding the overall team goal it is critical that each team member understands his or her individual role and takes responsibility for delivering his or her piece of the puzzle.
Regards,
Greg
First and foremost, I believe there must be a clear vision of the end result the team is working to achieve. The leader needs to create a collaborative atmosphere, where ideas are openly discusses and action steps are agreed upon. It is also important that milestones are identified and celebrated as the team is progressing towards the ultimate goal(s). Keeping the team energized and focused on the common goal(s) provides excellent results. Without the use of these techniques I have found teams will have trouble breaking through barriers and producing favorable results.
I have found that having team members that have a lack of responsibility can effect the team as a whole because these individuals don't complete their assigned tasks at all or in a timely manner. That then creates more work for the other team members and can start to fuel negativity within the group. Also a lack of communication or poor communication can cause many issues. If the team members have no information on what has been completed and what still needs to be completed it makes it difficult to reach what ever the goal is. This can either be the fault of the team leader not communicating effectively with the team or with the team members not communicating effectively with each other and/or the team leader.
The most common challenges I have faced in team progress is keeping my team away from the negative energy that is brought in from different departments. They are then distacted and their energy levels are lowered on the work that needs to be done within our department. Focus should be on working as a team, working toward the same goal, and getting the job done as a team. When conflicts arise, all team members must reach an aggreement and consult one another instead of having poor communication and allowing others to cause wasted energy.
Hi Troy,
Great point! It is critical that a team leader understands the objective at hand.
Although you would hope to agree with every decision made by the owner or executive team, this is not always possible, particularly in a large company.
It is, however, critical that every leader has some say in the decision-making process and ultimately understands why the decision was made, even if all individuals do not agree with every detailed point of the strategy.
As you have pointed out, once the decision is made a leader must have full buy-in and never criticize the decision or bad-mouth management.
Best,
Greg
Hi Jason,
Many leaders face this type of challenge as team members personal and professional lives overlap more and more with 24/7 access in both areas.
First, you have to establish the fact that, without the current personal challenges, this team member is an "A" player or peak performer.
Second, although you should be supportive with this team member, you must remain objective and continue to track their performance v budget, benchmarks and/or other team members.
Third, a strong leader should be friendly with their team but not a close friend. Ultimately, you have to do what's best for the company and the students, rather than this individual.
Let me know if you have any more questions or want a more detailed response. Good luck.
Best,
Greg
There a re many challanges that impede overall team progres. The major problem I currently having is with time managemnet and keeping personal life out of the office. I dont want to have to micro manage, becasue that would impeed my daily progress, but as a manager it ultimately falls on me if his/her work isnt getting done due to it. I have discussed daily duties, and expectations with this person. The problem is it only lasts for a short while, and then begins to slip again. How can I keep this person motivated and on track?
Thank you,
Jason
I think the first thing is the team leader must have buy-in to the task at hand, from there, they (team leader) must keep their peers focused, communicating, brainstorming, etc... the bigger the team the larger the challenges can be.
Hi Islam,
Great points. Open and shared reporting is also a great way to control egos. Team members who are consistently delivering results at a high level may be allowed to show a bit of an ego, however, those team members who are underperforming need to listen, learn and be willing to change.
Best,
Greg
Hi Charles,
You have identified common barriers to progress. Inexperienced leaders, many times, delegate multiple tasks to their "A" players, creating an unreasonable workload and a lack of focus.
If your department, school or company is large enough try to keep team members focused on and responsible for one key operating area, rather than always handing every difficult challenge to your best person.
Best,
Greg
Hi Rita,
You have identified a common challenge. This often happens when you have a campus leader and a corporate leader overseeing the same operating area, such as placement or admissions.
Ideally, one individual should be clearly identified as the lead and the other should play a technical or operational support role.
Clear, concise and consistent communication is key in all cases.
Such items as someone that thinks they should be in charge vs. the team leader. Groupthink seems to be a challenge I've noticed too.
Several challenges are out there. Lack of communications, being pulled in several directions by other projects, egos, etc. can all contribute to slowing down, or even stopping, the progress of a team.
One thai Have found was as many of online students are working "adults" many are time contraint. Dealing with adult learners, most feel that they are right all the time. So another challenge is ego.
I found that introductions.. having each member introduce themselves and specifically what they do for a living allows other members the opportunity to more sensative to each other.
I like to build trust as I feel that is the way to good communication.
The best way I deal with is I explain early on witha great example that most can identify with and that is just as Quincy Jones dealt with it when he put all those artist together along with Micheal Jackson to do the "We are the World" anthem...is simply to CHECK YOUR EGOS AT THE DOOR! This is a learning environment...we must be open to new ideas.
Hi Jim,
Excellent points. You must clearly communicate the individual and team objectives to each team member and then openly track and reward specific to those objectives.
It does not work if everyone feels they are responsible for everything!
Best Regard,
Greg
I have found that when you have a team the best way to be most productive is to give each member an area of responsability. When you do this everyone has a task working towards an overall goal. This creates good communication and team work.
Hi Brandon,
Excellent points. You obviously have a very strong understanding of the challenges and opportunties that come with leadership.
Do you lead a company, campus or department?
Regards,
Greg
I have often found that major issues involving a team circle around communication. I am consistently reminded by our team that the ability to take criticism and apply new ideas or change one’s mindset (or at least be open to new ideas) is difficult if the team and its members have not seen it done by their leader. I try to be open to criticism and respond clearly with probing questions to see what they would have me do. Often there are discussions that develop from this dialog. Openness is key to any collaborative group or team. At times the final choice, being up to the leader, does not please the team, but that should be built into the expectations when the team is formed.
Hi Steven,
I apologize for my delayed response. Most great teams are made up of a few strong personalities. It is critical that each team member has a clearly defined individual role that contributes to the overall department or campus goal. This is easier with administrative departments, such as admissions or placement. It is much more challenging on the education side of the house.
If you give me a little more detail on your team I may be able to give some specific tools, such as tracking reports, which may improve the level of trust.
Hi Nicole,
This is a common problem. The team leader should attempt to control this by choosing an appropriate meeting style, such as calling on all participants for input after each topic or at the end of the meeting.
If the problem persists and the dominate personality continues to talk over other team members, it would be appropriate for the team leader to privately discuss the situation with the dominate personality.
