Best Practices_ Managing People_ Secrets to Leading for New Managers - Barry Silverstein [18]
USING TEAMS EFFECTIVELY
Your direction as a manager is one of the keys to your team’s effectiveness. It is your responsibility to set goals, monitor progress, and establish criteria for success. But it’s equally important that you solicit and applaud your team’s input in these areas so that each team member feels a part of the process.
“As a leader, your job is to gently steer the team toward a more useful direction and toward solutions, and then let them do the thinking.”
—David Rock,
author of Quiet Leadership
There are two ways to provide direction to your team. The first is to meet with individual team members whenever they need guidance, have a problem, or are experiencing conflicts with another team member.
The second is to convene team meetings when you have a specific agenda or want to monitor the team’s progress. To keep these meetings efficient, establish what you want to accomplish and set a time limit at the outset. Share the purpose of the meeting with team members in advance. Invite the smallest possible number of people without arbitrarily excluding team members.
Red Flags
WARNING SIGNS OF DIVISION
Watch out for these signals that a team is not unified:
Lack of direction–The team is unsure of its purpose or goal.
Team malaise–Team members seem to lack energy and spirit.
Frequent flare-ups–Two or more team members seem to be often at odds.
Decision paralysis–The team is unable to reach a decision together.
Incompatibility–One or more team members ask to be transferred to another team.
POWER POINTS
THE SELF-MANAGED TEAM
A self-managed team can accomplish a great deal if the manager steps back and lets the team succeed. Self-managed teams thrive when:
The members of the team feel empowered.
Team members have some authority to make decisions.
Team members take on expanded roles and responsibilities.
A coach, not a supervisor, is at the helm.
Resolving Conflict
It is almost inevitable that tempers will flare between team members at some point. This is not at all unusual when people work closely together under deadlines.
It is best if conflicting team members can work out their differences without your intervention; however, any conflict has the potential to disable the effectiveness of the team. When you become aware of a conflict, meet with the team members who are involved individually first and then, if necessary, together. Reinforce the importance of working together as a team and try to facilitate a resolution.
Empowering the Team
The most effective teams are those whose members feel empowered. Efficiency is high. The individuals work together like a well-oiled machine, each one accepting responsibility for the success of the team as a whole. Not only do team members accomplish tasks on schedule, they also practice consensus decision-making.
For this situation to develop, the team needs to be given a certain amount of authority to function independently and make decisions. Not all team members are comfortable with this responsibility. In fact, team members of such a self-managed team often find that their jobs expand and they need to take on new, broader responsibilities.
Plan B
TEAM TIME-OUT
If a team is either always at odds or chronically underperforming, it may be time for a team reality check.
Get everyone together for a frank and honest discussion. The group might need to hear what the consequences will be if they continue to fail to meet team goals.
Probe to find out whether team members feel responsible and accountable for the team’s success. Remind the group that if they miss their goals, they won’t earn the rewards that are due to the team.
Often these steps can get the team back on track.
Dos & Dont’s
As the team leader, you can have a significant impact on the success of your team.
HELP YOUR TEAM BECOME EFFECTIVE
Don’t abdicate your responsibility for monitoring the team’s progress.
Don’t hold team meetings without