Got deadlines, budget (crunch!) pressures, demanding clients and/or management responsibilities? Well, then you need to build a fabulous team!! How can you increase your success of making it most effective? I believe that the success of a leader and his/her team largely depends on communication. Not much different than any other relationship, it’s all about valuing people, setting clear expectations and guidelines, and keeping the lines of communication open. Here are some tips to help…
Build A Community with a Purpose.
Yes, I used the word community. People have an instinctive need to be included and connected, so it’s important to facilitate camaraderie, team building and collaboration. Create a real belief that one effective and synergistic team is far more effective than one great leader. Do team-building exercises, kick off a project with a fun outing or share coffee in the morning together. Develop some natural affinity in your group, so your team enjoys the “community” aspect of it! If they like each other and have fun together, they’ll be much more engaged and fulfilled.
Just as important, be sure to clearly articulate the mission and vision of the team (and have it tie back to the company’s greater purpose!)
Teams can only be truly synergistic when they share the same vision and work together to achieve the same result.
So, as the leader, have you clearly communicated the vision, purpose and goals – keeping in mind, this is NOT the same thing as task delegation? This is the entire reason this group is coming together, so be sure you’ve communicated clearly and in language that each individual not only understands, but more importantly, buys into. Get everyone excited and passionate about the overall mission, as well as their specific role. Make sure they know how their efforts, specifically, will impact the end-goal. Be sure they CAN get fully engaged, and if not, find out why. Perhaps they’re not the best choice for this team and would be better leveraged elsewhere in the organization. That doesn’t make them “bad” – it just makes them bad for your team and its productiveness.
Be Approachable and Demonstrate Integrity.
This is a key component – “humanize” yourself! You may be the leader, but you’re still a person who’s much like the rest of the team in many ways. Yes, this may mean you have to put your ego on the back shelf, but if you’re not approachable how can you expect anyone to come forward and be completely honest with you?
Create an “open door” policy where people know it’s safe to come in with their own opinions. Let them know that it’s OK to say anything to you(with respect, of course!) Encourage brainstorming and creative, out-of-the-box thinking. Verbalize your value of diverse thinking and ideas – it’s not about you – it’s about the success of the team…and with a successful team, everyone wins!!
As the leader, it’s also critical to model the behavior you’re asking of your team. Lead by example, do what you say you’re going to do and demonstrate the characters that you want to be reflected by your team.
One of the most important roles we have as leaders is to imprint these values on each new generation of the company. ~ Orin Smith
Ask and Listen.
Leading isn’t about delegating or handing out orders to get the job done. Engage your team – ask questions, seek input and ideas, and recognize the value they’re bringing to the table. Remember, it’s called a team, because it’s not just you!! Create a team strategy that includes them and leverages their strengths.
Just as important – don’t assume that what’s important to you is equally important to them. Ask them what’s fulfilling and what drives them. Seek to understand their value system and what they get passionate about. Listen carefully to their response and act accordingly…which, by the way, may mean that you change the way you communicate, manage or reward that person. Respect their differences and embrace the value of diverse thinking.
MYTH: Everybody is not motivated by the same thing. REALITY: If you want to know what will be satisfying to someone, ask. ~Thad Green
Hold Each Other Accountable.
Believe it or not, this is a piece of the puzzle that is often missed! What if we don’t make a milestone? What if someone isn’t collaborating or contributing? What if you aren’t helping the team get the support you said you would? All of these scenarios have the potential to de-rail the team and the progress that has been made.
Encourage your team to come up with ideas to hold one another – including you – accountable. If commitments are made, then commitments need to be kept. The team is depending on it! Have an open team discussion and ask each team member how they would like to be held accountable. This let’s everyone know they better stay on top of their game, and it also provides a personalized and verbalized recourse if they don’t. Team members are less likely to get angry about the “price” if it’s something they came up with.
Celebrate Successes All the Way to the Finish Line.
It’s likely that the most fun part of leadership is celebrating the success of your team. Be sure to do this! As the leader, you are also the “Chief Motivator!” It’s up to you to keep the energy-level and morale high in order to keep the team fully engaged and performing at its best. Consider celebrating individual and team accomplishments, milestones and contributions that exceed expectations. Make a fuss, and make people feel valued and appreciated Studies show:
The #1 reason people leave their jobs: They don’t feel appreciated. ~from How Full is Your Bucket?
Give credit where credit is due…and make it a motivating factor. Celebrating success is one of the most effective team building approaches, because it provides incentive and fun, which, by the way, may further increase how much your team members enjoy what they’re doing. Fun at work?! Oh, yeah, baby – that’s what I’m talking about!!
Have you or are you building a great team? Do you continue to build into it? Consider if your words and actions have a “building up” or “tearing down” effect. What are some of your most effective strategies?
Erin Schreyer is the Owner / Managing Partner of Sagestone Partners, LLC. She is passionate about putting greater emphasis and value on people, communication and exceptional leadership. Learn more by visiting www.sagestone-partners.com or reach out to Erin at eschreyer@sagestone-partners.com.
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