Four Reasons Why Teams Struggle
Are you a part of a team that:
A. can’t get along
B. feels like a spaghetti bowl
C. has a lack of roles
D. goals are vague
Not to mention, members are usually pulled from all different areas of the business.
If you answered yes to any of these characteristics, then you probably have observed that your team is struggling.
If we can observe the characteristics of teams that struggle, we can figure out why they struggle too…so here are some thoughts after observing teams for many years and not always being in a position to do something about it. This article is my contribution to those who can…with hopes that someone who leads a team or supports a team will read this, address these whys and make their team a positive, thriving experience for both those a part of it and those that they touch.
1. We’re naive.
We think that groups of competent professional members can produce on their own without guidance, coaching, mentoring and structure.
2. We don’t teach people how to work in groups
This is a learned skill. Leadership skills can be a natural trait but when turned in a group setting, they don’t translate well. Skills, practices, behaviors necessary for team success are different.
3. We don’t coach our teams
This almost always ignored but one of the simplest steps within project management. Your team needs encouragement that they are on the right track, their hard work is not going unnoticed, they can come to you at any time, tough times are ahead, but you will get through it together.
4. We don’t walk the talk when it comes to teaming
We may say the word team, but we don’t teach or reward the behaviors that make them work.
What are some tangible things that can affect those whys and make a different NOW?
A. Focus your team on the things that matter – identify your purpose together and this will dictate how you spend your time
B. Edit their workload – police meeting request to ensure they align with the goals and the priorities of the team
C. Schedule uninterrupted work – productive activities
D. Fix your meetings with structure – Agenda, objectives and action items
E. Set limits on e-mail
F. Lead by example – Admit failures, show change and be transparent, set norms for the team
DO
Agree on what is unique about your groups skills and experience
Reduce or eliminate assignments that don’t align with your team’s purpose
Schedule time for high-level, strategic work
DON’T
E-mail your employees at all hours – set limits on technology use
Call meetings without purpose – stick to the agenda
Underestimate the importance of your own behavior – set your norms on your team
In summary, keep this in mind…
Great teams don’t happen by accident. They are the result of very deliberate work. The time spent defining what a successful team looks like and how it operates is the most valuable time of all.
Teach, coach and support your teams. Stop watching and start growing!
ABOUT
SL Smith & Associates became a firm in late 2014. It was a result of the owner, Stephanie Smith breaking out from working for SAP consulting firms and doing it on her own, convinced that the cookie cutter consulting the same way for every one was so frustrating and not getting the job done.
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