There are many obstacles to effective teamwork. If you have problems encouraging your team to work together effectively and have challenges helping people reach their full potential, here are some ideas you might want to try:
First, make sure you create clear goals for the team. Team members have to believe their journey embodies a worthwhile or important result. If they appreciate these goals, it will help them put personal concerns on the back burner in favour of team goals. Get them committed to the team’s goals and they will understand the importance of the role they play together.
Next, help them to build mutual trust. This takes a long time, but is worth it. Keep team members informed of decisions made higher up…they will appreciate being kept in the loop. Be open with your communication in all matters. Be approachable and available. Show consistency in all you do, and be dependable and honest.
Then, provide necessary support. This means providing the resources to help the team achieve their goals. If resources don’t allow them to carry out their responsibilities, how to you think theu are going to react when you ask them to up their game?
Then, Offer team development opportunities. Talk about how the team can expand in its operation. Coach and support them in their achievements. Thinks about what training people need to achieve their end goals.
Finally, create performance agreements. Expectations must be clearly determined and explicitly agreed. You can do this by foloowing these ideal steps:
1) Agree desired results. Identify what needs to be done and by when
2) Specify guidelines. This means deciding on standards of behaviour that will achieve results
3) Establish resource requirements. Make sure everyone has what they need to produce results
4) Establish standards of performance. Help people become accountable for their own results
5) Asign consequences. Let people know what the results will be through performance evaluations
Clear, mutual understandings of what you are all trying to achieve provides a common vision of desired results and creation of standards against which team members can measure their own success. Team members who buy into performance agreements usually take personal responsibility for their own performance.
Mark Williams is a learning and development professional, using business psychology and multiple intelligences to create fascinating and quickly-identifiable learning initiatives in the real-world business setting. Mark’s role at MTD is to ensure that our training is leading edge, and works closely with our trainers to develop the best learning experiences for all people on learning programmes. Mark designs and delivers training programmes for businesses both small and large and strives to ensure that MTD’s clients are receiving the very best training, support and services that will really make a difference to their business.