Building effective teams is the responsibility of all the members
involved – that includes whomever is leading the team (e.g. manager or team
lead) and everyone who has a role on the team. Individual team members need to be aware of the following
actions and take responsibility for them:
– Maintaining
behaviors that contribute to a workplace culture of respect
– Recognizing
your style and that of others, and honoring the impact that these styles have
on the team’s work.
– Honoring
the diversity variables that impact teamwork
– Removing
barriers to communications
– Establishing
and adhering to team norms
Collectively the team needs to establish norms or ground rules under
which it will operate. For
example:
– How
to handle interruptions and distractions such as members called out of meetings,
answering calls, e-mails, messages, etc.
– How
to handle assignments that can’t be completed – who needs to be notified and
when, what to do when changes occur that impact the team’s project(s) or goals
– Decisions,
more specifically, how will the team come to consensus and what are the
fallback positions if consensus can’t be reached
– Maintaining
confidentiality and how to handle breaches to confidentiality
– Establishing
penalties when norms or ground rules are broken.
In establishing norms, consider the following. Our team will expect:
– Active
participation by all team members
– Respect
for all viewpoints and not discounting others’ views
– Willingness
to cultivate a variety of options
– Commitment
to deadlines
As a group, the team also needs to identify behaviors for high team
performance. In doing so, be sure
that the team is inclusive – valuing the contributions of all. Consider the following:
– In
a team, what are some of the qualities, characteristics and actions that show
that people count?
– What
are some of the opportunities for growth and improvement in reaching your
optimistic vision described above?
To avoid problems, managers or team leaders can look for the following
and be prepared to take action to address any of these signs. Look for them often and address them
early.
–
Confusions about roles and responsibilities
–
Weak commitment to the team’s goals
–
Lack of clarity about team goals, objectives,
and tasks
–
Little attention paid to how we are working as a
group
–
Talking about problems away from, rather than
at, team meetings
–
Unresolved conflict between/among team members
–
People working in isolation, having little
contact with other team members
–
Unequal participation in team problem-solving
and decision-making sessions
–
Lack of interaction and camaraderie among staff
–
Lack of support for one another
–
Intolerance of the views of other team members
–
Gossiping and backbiting
–
Jokes, remarks, and ridicule at other’s expense
–
Frequent “us versus them” comments
–
Lack of effective ways to deal with team
obstacles and conflicts
To enhance performance, managers should
– Acknowledge
small steps – it motivates people
– Set
milestones along the way to achieving long-term goals
– Celebrate
progress collectively – it recognizes everyone’s contributions
– Celebrate
and offer acknowledgment in a timely manner
– Use
symbols to celebrate success – something simple, yet visible – a card, a small
memento, even candy or sweet treats
– Encourage
team members to cheer each other on – it’s a sign that they recognize each
other’s success
