MODERN BUSINESS
mutual trust and respect to achieve
what each needs to.
The ways in which people interact
unquestionably has a profound
influence on the ability of any
team to thrive. Among the most
important steps a manager can
take to manage team dynamics and
ensure people are able to succeed
together are these.
1
Build a healthy workplace
culture. Create an environment
in which people want to work
and are able to thrive. Nurture
a team culture in which people
typically behave in ways that have
a positive impact on the wellbeing
and success of themselves and
one another. Value a culture in
which people feel free to share
their ideas, challenge one another
and contribute to the organisations
thinking.
2
Value diversity. Understand
and educate other members
of your team about the power
of diversity. Help people to
understand that having and
leveraging a diverse team will
better allow the organisation to
achieve its ambitious objectives.
Expect people to appreciate that
when they work collaboratively with
their colleagues, particularly those
who bring different insights and
perspectives, better outcomes are
enabled.
3
Value relationships.
Great teams are built on the
foundations of trust, respect and
camaraderie. When people enjoy
working with one another they are
more likely to fully engage and
share their talents. When they trust
the other people on the team they
are entirely more likely to openly
share their views and contribute.
Lead by example by placing
importance on quality relationships.
Take steps to ensure your team are
able to build strong relationships
and deal with conflicts that arise.
4
Hire well. Choose carefully
the people you invite to join
your team. Place priority on
ensuring their values are aligned to
those of your organisation. Assess
how they are likely to behave as
part of the group, not only when
things are going well but especially
when challenged or under pressure.
Only ever promote to leadership
roles those people who consistently
demonstrate the values and
behaviours you want to encourage.
what you expect. Take steps
necessary to ensure behaviour
matters as much as outcomes.
7
Resolve conflicts.
Irrespective of how healthy a
culture or strong a relationship, at
times things can go wrong. Even
the best of friends can at times find
themselves engaged in conflicts
they find difficult to navigate
through. Recognise when members
of your team are struggling to
relate to one another or move past
disagreements. Encourage open,
honest, respectful discussion
about conflicts. Expect all parties
concerned remained focused on
reaching a resolution that allows for
effective working relationships to
be re-established.
5
Set clear behavioural
expectations. Clearly
articulate your core values and
the behaviours you expect from
everyone. Ensure appropriate focus
is placed on behaviours that enable
the success of your team as a
whole. While individual objectives
are important, ensuring people are
committed to the team is essential
to your organisations ability to
thrive.
6
Hold people accountable.
There is little point setting
expectations if you don’t
follow through and hold people
accountable to them. All too
often I observe leaders espouse
corporate values and yet fail to act
decisively to address misalignment.
Accountability begins with you.
Lead by example and showcase
Karen Gately is a leadership and peoplemanagement specialist and a founder
of Ryan Gately. Karen works with
leaders and HR teams to drive business
results through the talent and energy
of people. She is the author of The
People Manager’s Toolkit: A Practical
guide to getting the best from people
(Wiley) and The Corporate Dojo: Driving
extraordinary results through spirited
people. For more information visit www.
karengately.com.au or contact info@
ryangately.com.au
April 2016
ModernBusiness
53