Building High Performance Work Teams is Half the Battle Sustaining Them is Just as Important
It’s interesting, if you really think about it, the fact that so many roles we serve rely on a handful of fundamental qualities. That’s the good news. Forkman (2016) has illustrated the importance of high performance work teams and also offers five tips 🙂
In the interim, I wanted to offer a few tips for leading teams who seem to be in a rut:
- serve as a silent observer. Watch how team members interact. Watch for nonverbal communication patterns, accountability measures, and mutual respect
- have them brainstorm. It enhances cohesiveness and serves to stimulate. Be sure the brainstorming activity is reasonable and within reach. Small goals are always well received
- consider bringing in an outsider to offer new information. It can encourage new ideas, new ways of thinking
- try using a case study that is similar to the situation your team is working on. Be sure the case study is relatable. Anything too grandiose will dilute its impact
- do something that leads to small wins. Then celebrate. Genuinely celebrate. It serves as an incentive to repeat the action that resulted in positive favor
Most of us have experienced what it’s like working in high functioning workplaces. Some of us even have experience working with some pretty dysfunctional teams. What have you done when one of your teams falls into a rut? What was it like sitting on a team that was so dysfunctional that it seemed impossible to get anything done?
It’s one thing if our team is in a rut. It’s another if there is a problem they are experiencing. Diagnose the problem accurately. Band aid fixes don’t work. I see far too many leaders choose this route because it’s an easy quick fix.
A team of empowered individuals who are motivated is wonderful. But it takes work. They deserve it and more so, our organization reaps the rewards.