The success of any organization depends on the strength of its teams. Creating and managing an effective team is vital, because teamwork is one way to initiate creativity in an organization. The responsibility for this falls squarely on the team’s leader. They are responsible for mapping out the team’s direction, negotiating the relationship dynamics of the different individuals in the team, and ensuring the effective resolution of any conflict that may arise. Running a team can be daunting, but certain steps can make the process a lot easier for you. Here are a few suggestions:
1. Be a Great Leader Yourself
The first step in running a successful team is becoming a great leader. The team rises and falls based on the leader’s strengths or weaknesses; thus, you have to make sure your team does not fail on your account. A great leader is able to influence their team, encouraging the team members to be productive even in the leader’s absence.
One of the vital marks of a great leader is transparency. Transparency creates a working environment free of toxicity and fosters mutual trust between the leader and their team members. Team members are secure in their expectations and work towards fulfilling them without second-guessing the leader’s intentions.
2. Create and Stick to Roles
Every team member should contribute meaningfully to the team. For that to happen, they need to have specific roles and tasks they fulfill within the team. When hiring team members, you have to prioritize those that have the skills to contribute to the organization’s overall objectives. Team members feel appreciated and, thus, incentivized to work harder when they believe they know what the big picture is and are contributing to achieve it. When the reverse is the case, and the team member feels undervalued or underappreciated, a feeling of disenchantment sets in that hurts the organization. Thus, first, you need to be clear on what your objectives with the team are. Then only hire team members that can help you achieve them.
Apart from designating roles to each team member, you can also sometimes delegate some tasks. This is an effective means to exhibit trust in the team member’s competence. While delegating, try not to micromanage the efforts of your team member. No one likes to have someone looking over their shoulders while they go about their tasks. You may have the pressing need to know what is going on, but you should learn how to stay in the loop without necessarily interfering with the process.
3. Communicate
Productive teams keep lines of communication open both ways. You have to make sure there is no hegemony of information by any team member, and that team members have access to information whenever they need it. Also, team members should feel free to offer advice and constructive criticism to one another. Even if your team works remotely, you can use apps such as Slack and Google Hangouts to make sure effective communication is maintained at all times.
You also need to create an efficient system to address any questions raised by any team member. Creating a channel of communication through which questions can be asked and answered promptly improves team dynamics.
You might even go further to anticipate problems and provide solutions beforehand. Knowledge base tools offer you a means to achieve this. They articulate the possible questions that could arise in the course of the business (usually related to the particular product or service) and work to provide solutions. This will also be helpful to your team, as they will be able to respond to external inquiries faster, relying on the information already provided in the knowledge base.
4. Get to Know Each Team Member
As a leader, you must ensure that you know each team member personally. You have to learn about their particular strengths, weaknesses, and challenges. This knowledge will help you match them up with the tasks that will best maximize their potentials. This, in turn, will boost team productivity and also bolster the team member’s faith and trust in you. Your team member will experience a greater morale, knowing that they are seen and appreciated individually by the team leader.
However, you should learn to draw the line at some point with your team members. It is great to remember their birthdays and show up for their weddings; however, relations should be professional. Maintain the requisite closeness needed to keep team dynamics functioning, but do not overstep. Overfamiliarity could make your team members uncomfortable and skittish around you, defeating the purpose of trying to get to know them in the first place.
5. Invest in Team-building Events
As a leader, it is your prerogative to make sure your team is not burned out from stress or work overload. That said, you have to consciously establish boundaries to ensure that there is a healthy work-life balance. You have to begin by setting the standards yourself. Take the lead by creating strict rules regarding relaxation and working hours. You can create systems that allow team members to work from home, as well as provide tools for professional home office work.
Furthermore, design team-building events to foster harmony and establish familiarity between team members. The events could be a weekend hangout or a retreat at a getaway location for the team. At these events, the focus should be on entertainment, although they could provide an opportunity to educate members about visions and plans.
6. Encourage Collaboration
Team synergy is a vital, but often overlooked, aspect of team building. It is incredible when team members have unique skills they contribute to the team. However, on their own, they may not be able to achieve much. Teamwork emphasizes harnessing the strengths of several people to accomplish a common goal. Hence, as a leader, the bulk of your work would be to get these (sometimes dissimilar) individuals and find a way for them to become compatible. A great means to achieve this is through collaboration.
First, you need to set an example by being open to collaboration yourself. Always find a way to share what you are working on and invite your team members to share their opinions. You can encourage them to do the same. Also, you can merge tasks, forcing team members to work together. In this instance, you might really notice that some of the team members find it challenging to collaborate with others.
Furthermore, create a simple system for feedback. This could be in the form of weekly reports to the team or to you, personally. It will force team members to talk about their process and open them up to criticism and suggestions. On your part, it keeps you in the loop concerning the efforts that are being taken by your team members. It provides you an opportunity to give personal encouragement as well as constructive criticism when needed.
7. Celebrate Successes and Failures
Celebrating success and failure is a crucial way to show team members you appreciate their efforts. It is an acknowledgment of the efforts they are putting into achieving set goals and drives home the idea that collaboration can lead to success. Make a habit of celebrating your team members’ successes publicly. When a person does well, give them a public commendation. Apart from building the morale of that one person, it sets a beautiful precedent for others. Team members will work harder in anticipation of the public approval they’d get. Never underestimate how powerful a congratulatory message on a public platform can be!
Celebrating the successes of your team makes the process easier and faster. It does not have to be a grand gesture–it could be as little as wine gifts, a box of chocolates, or a ticket to see a game. A reward system can yield benefits over and beyond what reprimand or punishment can achieve. In the same vein, you have to acknowledge failures too.
When the team, or a team member, fails to reach a target, encourage them publicly too. Recognize what the expectation was and also be firm about the fact that it was not met. Refrain from making anyone the scapegoat. Instead, use this opportunity to have a teaching moment. You could call a session where everyone discusses what went wrong and what improvements could be made.
Conclusion
Maintaining team dynamics to ensure success is no mean feat. This is especially so if you are starting from scratch and building a team with no prior history of collaboration. However, difficult as it is, it is not impossible. The suggestions above are just that — suggestions that will only work if you are willing to put in the effort and discipline required. It might be hard at first, but if you do not give up, the process becomes easier with time. As already stated, the success and productivity of your team lie with you. Make the most of the opportunity that you have.
