In 1985, Beth was a closing agent to a mortgage company during the very beginning of the refinance boom. Beth and her team worked an average of 80 hours a week in the last two weeks each month, throughout the course all of the time. The work was “expected” for them to bring the loans to the point of closing.
The team was fantastic and, while there were some tongue-in-cheek remarks, but the overall spirit of the group was high, and the work was completed. If there was a weak link in the team and was unable to manage it, they decided to quit the team quickly. Beth’s team was utterly determined to get their work done and was at the stage of performance that was a part of the team’s development. Did it always happen like that? Not a chance! Teams must develop and improve to the point that is similar to the one Beth was able to bring her group to. How do you encourage your team to grow?
Here are a few suggestions for getting teams to move along the way.
for the team and make them clear The leaders often fail to realize that the team members will depend on them to establish the entire organization’s goals. They want their goals to be solid as well as the driving power. When team goals do not match the objectives of the organization, the team can become unstable, and the storming stage is evident.
Everyone should be aware of what their responsibility is and their roles.
For instance, if an offensive lineman returned to the huddle to instruct the quarterback to pass the ball, we are all aware of what could transpire. Why do we let other people decide how we play our jobs. It is essential that everyone is aware of the responsibilities of each person are, and how the task is connected to the team’s overall project or goal.
Don’t let that gossip machine grow.
There is a good chance that someone will always be looking to begin some sort of gossip, whether they are blaming someone else for their actions or a coworker or sharing their own version of the communication between teammates. If this happens to take place, the team is in danger prior to it even getting started. The best approach to deal with this is to not engage in this kind of behavior yourself. You can also talk to the team about how gossip isn’t acceptable and should not be allowed to continue.
Create adequate ground rules
Field rules for baseball can differ from one company to another company and even from department by department. It is therefore essential that each team set its own set of rules and guidelines for the team. It could be as simple as how to deal with an employee’s office when they are calling. Also, what should you do if your boss’s office door is closed? Do you call or enter? What are your guidelines? If the team agrees to the majority of these rules, there is a higher chance they will be adhered to.
This sounds to be a simple task, but it’s the reason that leaders find themselves in a fight. Feedback is not only a negative thing. It is common for employees to feel that the only reason they go to the office of the leader is when they’ve committed something wrong. So why not put it down on your daily list: Over two weeks, I will congratulate two individuals in private. This is right, in the privacy of your home. It will start to improve the morale of all employees, not just those you are praising in private. If you’re giving praise publicly, don’t put it off – simply add the personal portion.
Hold regular huddles
Don’t get me wrong, I’m not saying you should have a weekly huddle just to hold a meeting. Make sure there’s something to discuss. Some organizations even hold a daily 15-minute session to discuss the state of affairs and discuss specific team accomplishments: the more that the team is involved, the more successful the team’s achievements are.
The process of team building is a process, and it’s always going in a different direction, sometimes forward and sometimes reverses. Your job as a leader is to ensure that the team keeps moving in the direction of progress as much as is possible. If you notice a backward slide, ensure that you determine the root cause and rectify it quickly. The longer you delay, the more complicated the fix will be.