Those who attended our webinar ‘How to Make Your Good Team Great’ last week already know about our ‘Team Health Check’. (And with our special offer to webinar participants, their requests are coming in fast!) The Team Health Check has been designed to give you a snapshot of how things are in your team. This is just the beginning of a process that will take your team to greater effectiveness. You will get:
Running a small business, communication within the team is just as important as it is within a business of hundreds of staff.
Whilst we have many mechanisms for communicating on a regular basis, I felt it important to allow some anonymous feedback within the team, even for me. I asked Susan Rochester to co-ordinate the process to ensure that we had an impartial and confidential collation of the results.
Susan responded quickly with a summary that allowed me to provide meaningful feedback to all of the team. Our Practice Manager was able to provide feedback for the whole team and also further understand the personalities within the team.
This made the management process easier for myself and the whole team. Each member of the team gained insights into their own behaviours and effectiveness within the team. The result has been a greater understanding of each other within the team.
I am looking forward to doing it again soon and expect to do so at least once per year. I recommend using Susan to assist you in your business in this way.
Bernard FehonCFP™ | Principal Financial Planner | Tactical Solutions
Often when we think a team isn’t as productive as it could be, our first reaction is to spend some money on team-building exercises, often off-site. In my experience, your typical team-buildling challenge or social activity is great for getting out of the office and having some fun together…
If you’re looking for a way to get your team to work more productively together, look for solutions that:
Do you have ideas for effective and lasting team-building? Please share your insights by adding a comment below.
This question came to mind last weekend, when I had the good fortune to attend ‘Wintersong 2010’ an annual choral workshop held in the Blue Mountains. The weekend revolved around learning and performing diverse works arranged for choir – with 90 other singers from all over the country.
Composer and musician, Paul Jarman led us in an amazing workshop. In around an hour, we composed and performed a choral work in 7 parts. My first response when this was suggested was ‘this will never work’. To my amazement, it worked brilliantly!
I think we were working as a team at that point. (And arguably for the rest of the weekend, in producing some incredible sounds.)
For this project we were a team and not just a group because we had:
1. A leader who was very skilled and experienced;
2. An intention to create something of quality;
3. Goodwill and a desire to cooperate;
4. Diverse ideas and abilities; and
5. A specific goal, with a defined timeframe.
What do you think?
Do these things make a team? Or am I getting carried away with the analogy?
Please post your comments below.
Have you booked in for our webinar ‘How to Make Your Good Team Great’ on 7 July at 12 noon AEST? Click to register.
In Australia, we have had a recent change of Prime Minister. Since then, I’ve been reflecting on what we can learn from these events in terms of having effective teams.
1. People want to be included in decisions that will affect them. The mining industry is just one example. The new PM, Julia Gillard, has recognised this, saying “I seek to work inclusively. I seek to bounce ideas around. I seek to get peoples’ views.”
2. It’s important to have a strong leader but risky to invest too heavily in believing their success will be the same as the team’s success.
3. Individual communication skills, behavioural traits and personal style are always going to be important for the collective success of the team because they will influence outsiders’ perception of the team.
4. When it’s time to make a change, acting quickly and decisively will allow you to get on with the task at hand without the distraction of uncertainty and rumours.
Perhaps you have some examples of your own? Please share your insights by adding a comment below.
My car currently has a small niggling problem that’s not serious, but I know I should do something about it. Perhaps you’ve had a similar experience, with a car, computer or other technology?
Have you ever had the same sort of nagging thoughts about your team at work? Things are running smoothly, but you know they could probably be even better if you took the time to look under the bonnet and do some team maintenance.
You could be avoiding taking any action for one of the following reasons:
Sound familiar? So why should you take time out to work on your team?
Teams that have been selected, trained and coached according to the strengths of the individual team members will always out-perform any teams composed and managed simply along functional lines.
Teams outshine their competition when they –
Any team building activity that contributes to better teamwork will focus on how these high performance team characteristics are applied in the workplace. For example, read the case study of one team development process.
TIP: Know how to get the best performance from your team with practical and meaningful team development. Register for our webinar on 7 July at 12 noon (AEST).
Many businesses are blessed with highly motivated and engaged staff who are industriously working toward their strategic goals. Working as a team comes naturally to these employees and they are keen to find ways to work better together. I was fortunate enough to work with one such team recently to fine-tune their team performance.
All five members of the team completed the online assessment of their behavioural and work preferences. On the day before the team coaching session, they received their individual Harrison Assessments reports.
A team paradox report, displaying all team members’ scores for each trait on one graph formed the basis of our team meeting. Because we had only two hours for discussion, the agenda focused attention on four facets of the team report: Motivation, Communication, Innovation and Organisation.
For each of these areas, we analysed and discussed the relative strengths of the team members to determine what was important to the team, how the strengths have helped them to date and what difficulties were present now.
Brainstorming of actions that would help the team capitalise on individual strengths and achieve the organisation’s goals resulted in a list of individual SMART actions. (SMART = Specific, Measurable, Achievable, Realistic, Time-framed.)
Several factors that could be used to bring the team to peak performance were uncovered via assessment and the team discussion. Here are a few examples:
On completion of the team meeting, the team had:
Last week, our single question survey asked readers “What is the one people management issue that is causing you the most pain right now?”
The response was fantastic! Thanks for all your contributions.
Didn’t see it? It’s not too late to give us your answer and have it added to our list of topics for future webinars and articles.
The first webinar is scheduled for 12 noon on Wednesday, 7 July 2010. Topic and registration details will be posted in the next couple of weeks.
Here is a summary of the suggestions so far:
Why not take a minute to add your own or support one of these suggestions?
Click here to have your say or leave a comment below.