Enhancing Team Performance

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.

Thanks again

Sean

Sean McPheat

Managing Director

http://www.mtdtraining.com

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Do You Have a High Performing Team?

As you begin to develop your new team (or restructure your current team) it’s important to determine whether or not the group of people you select will have what it takes to form a high performing team.

There are five main factors that indicate whether or not the team you put together will work effectively or fall flat on its face. They include:

  • Vision and goals – does each member of the team understand exactly what the team’s goals and objectives are? Do they all share the same vision? If not, you’ll have people working towards different goals and in the end the pieces of the puzzle will not come together to effectively create a finished product or project.
  • Do you have a tried and true method for selecting members and forming your team? You should have certain expectations for each member of the team and should be able to judge the character of each person you meet during your initial and follow-up interviews. Don’t hire someone you view doubtfully.
  • Do your team members have the right training and skills development tools available to them? Make sure they’re able to get the additional training and resources they need in order to effectively complete their jobs – not just to the expected norm, but above and beyond the level you expect.
  • Are the members of your team resourceful and committed? Do they feel empowered? Each member of the team should feel like he has a significant role. Those who feel as though they’re just another face in the crowd will perform at sub-par levels.
  • Does the culture of your organisation support the goals and ideals of your team? If the organisation does not support you the members of your team will not feel as though their jobs and tasks mean anything in the overall scheme of things.

If all of these things come toghether you are likly to have a team that performs at a high level of functionality all the time, no matter what type of task is on the agenda. Take away one of these factors and you’ll begin to see things falter.

Take a step back and look at your team as it stands right now. Are you all performing at your highest capacity? What can you do to increase your productivity while decreasing stress and tension?

Thanks again,

Sean

Sean McPheat

Managing Director

http://www.mtdtraining.com

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