Surprisingly so, because even at top levels (management) teams are far from cohesive. So they should know better...
A huge potential is missed, by not making the development of High Performance Teams a key aspect of the organizational development. Especially when considering that being part of High Performance Teams create advantages for all parties: Organizations benefit greatly by getting much better results, but individuals also grow when being part of a good team. Great teamwork contributes highly to Happiness at Work. We all love being part of a good functioning and performing group.
All reasons why it is a missed opportunity not to invest in team development.
First of all, teams are made up of individuals with different desires, knowledge and levels of experience. We’d be silly to think that just because we put together some people, they will have a natural fit.
Secondly, we can’t assume that when we keep on working like we are used to in corporate life, putting together a bunch of talented individuals equates to successful collaboration. That everybody puts the teams interest on top.
“High performing teams are built, not formed by chance”
Fortunately, it is possible to create and be a part of high performing teams if leaders and managers are willing to focus on the right things. Let ’s start with 5 conditions for building High Performance Teams. Not the most complex conditions, but challenging because they require a shift in attitude of leadership:
How to approach team development in an integral way:
On the ‘It’-side, the manager:
On the ‘Me’-side, the manager:
On the ‘We’-side, the manager:
On the ‘They’-side, the manager:
As a leader inspiring and motivating his or her people, it is almost a must to keep in mind that you need to (help the team) celebrate its successes. These can be achievement of milestones, accomplishing team targets, Individual team members successes. Invest genuinely in celebrations. Team efficacy is one of the major components of emotional intelligence in teams and strongly grown by bonding through recognition of succes. Keep in mind that celebration can be of many forms, formal or informal. Of course the costly ‘team of the year’ award will take much more effort than the informal compliments in team meetings or the more formal acknowledgement in an internal news letter. But they have the same effect. Do not hold yourself back in these.
As Patrick Lencioni wrote, writer of The Five Dysfunctions of a Team: “Not finance. Not strategy. Not technology. It is teamwork that remains the ultimate competitive advantage, both because it is so powerful and so rare.” So invest in it, because, to quote Roger Enrico, Vice Chairman of PepsiCo :
“The soft stuff is always harder than the hard stuff”
And as I would add to that: ‘the soft stuff’ is actually the hard stuff! But with the right leadership attitude, persistence and often, with the fresh help from outside of the system, the soft stuff always has the potential to become the best stuff.