As Josh Bersin describes, business are moving from hierarchical business functions to agile project, teams and squads. At the same time businesses are becoming leaner and bringing in teams of experts to deliver.
To be in a fighting chance of winning the work there is a need to partner with other people whether internally as part of a matrix organisation and or external organisations.
With increasing numbers of small business’ (SMEs) there is an ever greater requirement to work with other SMEs to have a consortium of experts to deliver a program.
This may seem all ‘nice’ and ‘cosy’ on the outside but what will give you the edge and trusting piece of mind?
In my experience its great to clear the air and or elephant in the room so expectations can be managed, crisis’ can be dealt with evenly and there is no feeling that people havent pulled their weight.
Here is a way how you could approach building a team:
1. Define the purpose for the team
Its so easy to go into a situation thinking everyone is ‘singing off the same song sheet’ when this isn’t always the case. So rather than get
Bring the team together in the same space and consider answering the following individually and as team:
What is the reason for this team?
Where did the purpose come from?
How do team members explain the purpose?
What behaviours will be displayed when we are working towards the purpose?
What will we see, feel and hear when we are working towards the purpose?
How do team members explain the purpose outside the group?
2. Establish your goal
We know that goals are important to give us a focus. Developing a goal together can really helps a joined up approach. The following questions are a great starting point that you and or a facilitator can support you:
Where did the team goals come from?
How are the goals agreed?
How SMART are the goals?
How do the team work together to achieve the goals
When you have achieved your goal successfully what would have happened?
3. Be clear about your values
Team players need to understand what their values are and be ready to share so it could look like this:
a. What are the values of the team
b. What are the individual values of each of the team members?
c. When you are living the values what do you see, hear and feel?
d. What is the test that the team are living the values?
e. What is the test that
4. Share your strengths
As many an athlete and business leader might say, we have recruited you based on you and your strengths. So don’t try and be someone else you admire or want to become as otherwise we will have a gap in the team.
Try going through the following questions to check where you are:
What are the team strengths?
Are there any gaps to meet the task?
Who is keeping an eye out for going into over drive?
How does the working approach build on and enhance the skills of all members?
5. Be clear about your accountabilities
When we know what we are there to deliver and also where everyone else fits into the plan / picture things seem to run more smoothly. We know who and how to communicate and also where the buck stops when things have and havent taken place.
Invite you to answer the following questions:
What are you accountable for?
What is the balance between individual and team accountability?
What and when is progress measured against goals? Who is responsible for the measures?
What does success look like for the team?
How do team players feel about the team failing? What is failing?
6. Agree check points for learning, sharing, collaborating and adjusting
When the team is working as a high performing unit. Considering the following as a team will allow you to have open dialogue with solving problems:
How does the team solve problems?
What is the working approach of the team? What is the rhythm of business?
what happens when new people join the team
Where is the team now? What have they learnt?
What happened to the positions in the team when new people joined?
How did the new members of the team feel when they joined?
Where did they see the team on the transition curve? What did they feel happen to the team?
How will you learn as individuals and as a team? When and how will you share these learning? Who will be responsible for making sure this happens?
By thinking and discussing these steps will allow you to develop a high performing happy team…go for it and enjoy!
7. Now you know how the jigsaw fits whats the plan
The leader and or facilitator can orchestrate the start of the journey and then realign along the journey.
Knowing your part in the journey, doing what you love using your strengths and living your values will make you happy, resilient and successful.
As they say in the military no plan survives contact with the enemy. Business is no different. Daily events mean that things change and so we need to be prepared. Laying out the ground rules, being, honest and working with peoples strengths will allow you to have the foundations for success.
I love rolling my sleeves up and getting under the skin of a significant challenge working with high energy, new and established teams (mostly entrepreneurs, tech and small businesses) to be productive, high performing and prosperous (healthy and happy).
Dont hesitate to get in touch to share and collaborate on your next program.
