Nothing is so infectious as example.” Francois de La Rochefoucauld
In conducting team building training and management skills training throughout the world since 1995, I’ve discovered you will find nine essential what consistently crop up in creating good performance teams. Listed guidelines the most truly effective nine you start with communication.
High Performance Teams: 9 Things a Leader Can Do To Energize and Motivate Employees To Extraordinary Performance:
1) Communication: Open, honest communication between team members and the team leader about an organization’s vision and clearly defined goals. And undoubtedly a group leader needs training build high performing teams in people skills and how to manage people effectively. Most team leaders are promoted based on their “hard skills” or technical skills, but it doesn’t mean they could create good performance teams. They must become able to communicating, listening and resolving conflict. And everyone on the team needs training in conflict resolution and how to be a successful communicator. Each team member has been raised differently from childhood in terms of what’s acceptable communication. So training helps to keep the team leader and team members on a single page. The important thing is in becoming tactfully direct.
2) Good performance teams possess purpose and direction. They have clearly defined goals, objectives and responsibilities. When I enter an organization and conduct team building training, team leaders tell me all the time how important it’s for teams to know their roles, expectations, and responsibilities. Team members need to know what specific goals and objectives they’re being evaluated on. Ensure the performance objectives are measurable, quantifiable, and in writing for accountability. Have goals and objectives for the team all together as well as for every single team member and include everyone on these goals. For example, if team members are in sales, a target states in writing that each of them are to produce ten new accounts representing gross sales of at least $20,000 by December 31 of the year.
3) An integral component to good performance teams is active participation, accountability and sense of ownership on the team leader’s end as well as from the team members. Being truly a stronger leader means becoming an involved leader. Participation and ownership also sets a precedent for what’s expected of every team player – teamwork. One contributor to low team morale is when a couple of team members hide out in the success of the remaining team. Everyone else is performing the work. I guarantee you this is not going unnoticed. Hold everyone to the exact same high standards. Start taking progressive disciplinary action if a group member isn’t doing his / her job. If you don’t take progressive disciplinary action you’ll lose credibility as a group leader who enables poor performance.
Effective Team Leaders Are Listeners
4) Trust between team members and the team leader. Effective team leaders are listeners. They solicit feedback and pay attention to employees’concerns and suggestions. It’s difficult for a group to be productive if there isn’t trust involving the team members and the team leader. Always do everything you say you will do.That a very important factor you promise your team that you can’t deliver would be the a very important factor they remember. In being a group leader and managing people, as the word goes, “They remember your last act.” Many employees don’t quit their jobs. They quit their team leaders and managers.
5) Strong, effective leadership filtering down is vital to effective team building and creating good performance teams. A team leader must possess the ability to coach. Having a “coach mentality” and helping team members to develop, develop and mature is a required skill. It’s part of one’s job! Don’t do everything for your team members otherwise they never learn to accomplish things themselves. Even if you’re thinking, “Well, if I are interested done right I should take action myself.” Go through the word “team leader.” You’re there to lead.
6) Proper resources, funding and training necessary to get the task done. Have you got the best people for the task? Your people are your most significant resource. Have they been properly trained? Do they have the best equipment to get the job done effectively? Training is an essential part of team building and leadership. Employees tell me all the time they desire additional training to sharpen their skills. They wish to be provided with essential tools which will develop their skill set. It generates them feel valued and important. Like their organization is willing to purchase them for the long term.
7) Good performance teams rely on equality and a shared vision, shared sense of purpose. Everyone has a sense of inclusion. Everyone treats each other equally, fairly and objectively. The entire team is contained in goals and even social events.
8) Respect. The team leader has respect for the team. This boosts the confidence of the team members. They have respect for every single other that leads to increased morale, productivity and a higher performing team.
9) Willingness to talk about job knowledge, skills, and ideas. The team leader may be the role model. If you’re willing to talk about knowledge and ideas, you’re training your team to accomplish the same. Better yet, include “willingness to talk about job knowledge, skills and ideas” in team members’performance reviews. Should they know they’re being evaluated on these factors, they’re more prone to perform.
Another ingredient central to creating good performance teams: it’s imperative that both the team leader and the team have a positive attitude. Together group of team leaders told me, “An integral element of any successful team is not any bad attitudes allowed!”