Workforce Development
Awareness that when people behave ineffectually, it's time to find out why. Organizationally teams will naturally be different, but one thing’s for certain, the one element that is consistent to this challenge: People!
For teams to understand their different roles and personalities collectively is the best approach. A good check list below will help organizations re-think the anxious believed need for ‘’Team Building’’:
• Roles and responsibilities: Who will play what roles and be responsible for what tasks? How will team members be helped and held accountable for their responsibilities? How will the team take collective responsibility for its work?
• Relationships: How will relationships be formed and maintained within the team? How will the team find the time and knowledge to both form relationships and work on the tasks it undertakes?
• Leadership: Who will lead the team? Who will facilitate the team meetings?
• Power and influence: Who has power and influence on the team? How do they exercise it? How do team members react and respond to those with power and influence? How do members influence the team? How does the team influence powerful individuals and groups outside the team?
• Skills: What is the mix of skills needed to do the team’s work? What skills are needed? What problem-solving and decision-making skills are needed? What interpersonal skills are needed?
• Communication: How will team members communicate with one another? What communication processes and systems will be used?
• Problem-solving and planning methods: What problem-solving and planning methods will the team use to do its work? What methods and processes will the team use to run its meetings?
• Conflict: How will the team manage disagreements and conflicts?
• Progress and results: How will progress and results be measured?
• Risk and rewards, successes and failures: How much risk can the team take? What rewards will the team receive for its results? How will the team handle successes and failures?
• Creativity and innovation: In what sense does the team see its role as being creative? What brainstorming and problem-solving processes will the team use to create innovative ideas and alternatives?
• Motivation: Why do members want to be on the team? What’s in it for them? How can they help the team? How can they be involved in and challenged by the work the team is doing? How does the team help motivate its members?
• Celebrations: How will the team celebrate its ability to work as a team and the results it achieves?
Once a clear picture of the above is agreed upon, then a team event to fix the fragile issues WILL work! A construction company will never start building without a clearly measured plan, so let’s not Team Build without one!
Paula Jane Cox is a partner for Lumina Learning in the Middle East. She has over 18 years experience in consulting with leaders and decision-makers to improve business effectiveness, the bottom line and engaging employees on a global scale.