Improving Team Performance
As a team leader, what corrective measures would you take to improve team performance? How would you communicate these measures to your team members?
As a team leader I feel that I can constantly improve my personal leadership ability and use corrective measures to improve team performance. One thing that I feel I should/could improve on is individual discussions outside of the meetings. As well as listening better. I also think that as well as being a better leader I need to keep the idea of "buy in" with my crew. Make them understand what they and everyone else is doing and why they are doing it and why it is important. I also think that more meetings as we don't have a lot as it is, would be better. Not death by meetings but short update meetings with progress that we are all held accountable for.
I do believe if teachers or instructors behave in such a manner they should be disaplined. I think regular observations would be a positive thing. Having a student secretly doing valuations on facilitators is not a good idea all though having the students do a critique at the end of every course is a good idea and accoplishes the same thing.
Robert,
This behavior you described is totally unacceptable! They should be coached by the manage. I would go one step further and observe their behavior in class and maybe solicit student feedback through anonymous surveys.
Ron Obstfeld
I can fully understand where your coming from; we have had incidents where staff members have lost all professionalism and are arguing and telling each other to shut up. They need to check themselves and the behavior... my issue is if this is how you talk to each other, what do you say to students?? It is completely harmful for the production of the company and the well being of the students if focus can not be attained.
I give encouragement often and provide support. If one on my team members is not performing their best, I investigate the matter quietly and them work a solution out with the team member. If several of my team members are having an issue with each other, I meet with them and help them get beyond their grievances.
Great question Ron,
For me, the absolute most effective tool for improving team performance is feedback. More specifically, the feedback must candid and as close to real-time as possible.
- Mark
I like to conduct monthly one on one meetings to discuss progress with the person. I send them the agenda the week before and ask them to complete it so that they are the one who is able to drive the meeting and discuss what they wish. The agenda is just a template and the actual topics we discuss are up to the person. It seems to be very effective.
Mike,
Good techniques. I would suggest that you let the team members do most of the talking. This will allow you to know if they really understand.
Ron Obstfeld
I've always found that restating the purpose or goal of the group is a good way to improve the performance if it seems to be getting off course. At the beginning of a meeting, talk to everyone about how the task they are working on fits into the overall vision of the company and getting them excited that their contributions could help achieve that vision.
To improve team performance I would ensure each team member is heard respectfully and equally.
Delana,
Remember goal setting and goal management is an ongoing process. They require continuous communication and coaching to ensure agreed upon outcomes.
Ron Obstfeld
Setting goals and making every effort to meet it! Also, reiterate your company core values.
Maria,
Excellent strategy. Be prepared for those team members that for whatever reason do not embrace your approach. Think about how you might would handle those who do not agree or comply.
Ron Obstfeld
I believe one must first know their team members. By this I mean, learning how they all communicate. Once this is established, you want to create an environment for the team to succeed. Also, make sure it's clear that for a team to succeed everyone needs to be treated respectfully and valued for their individual contributions for the common goal. I would explain how the diversity of the team actually benefits everyone by providing creative solutions to the problem(s) at hand. I believe it is important to improve performance by leading based on trust and loyalty - then you can encourage the team to demonstrate the same. Communication is key - between the leader and team members but also between the team members themselves. Facilitating open-ended discussions with the team is a time to share, active listen, and brainstorm for new ideas/approaches to reach the shared goal(s). This allows me to make my expectations clear for the team and individual contributors. Once the ground rules are established, my hope is the performance will improve. At this point, it is most important to celebrate all the achievements. Appreciating the team as a whole and separately creates an environment for future success, performance, and productivity.
I am very open to communication with my team. We meet often for open discussion. When someone gets off topic and not working to par in the team, an acknowledgement of what they have done usually gathers them back on track.
I think one of the thing would be to select a group to the team bases in their experiience, set of skils and knowledge.
Other would be to make sure each memebr recognizes their role and tresponsibilities.
and create an atmosphere where each member feels comfortable making contributions and also being recognized
Janice,
Have you considered having the team cross train. Team members can share their different approaches by training each other? This might help them understand each others approach. It might even change their current methods.
Ron Obstfeld
My team is very small and with that comes the difficulty in allowing individuality in thier teaching methods but staying on track with the lessons that need to be taught. Vast differences in approach and technique are challenging. I try to applaud the individual effort and at the same time, find ways to introduce new ideas and updates that need to occur.
Gerardo,
Some times people do not have solutions and are looking for input or discussion to help them get on the right track. The team setting may be an opportune time for open discussion.
Ron Obstfeld
