Getting
the right people to work the right way is half goal achieved
The
basic concept of TEAM i.e. 'together empowered to achieve MEGA', is cognizant.
Interestingly the word TEAM in today's hair-trigging corporate world is
associated with 4D's : dynamic, diverse, dispersed, and digital.
Well-integrated 4D Teams act as a force multiplier, with the delegation of
tasks to such teams the outcome is synergic, thus providing a competitive edge
to the firm. Mark Miller in his book ‘The Secret of Teams’ says successful
teams develop and enjoy esprit de corps; it’s the “secret sauce” of high performance teams; the essential ingredient. “This is the heart stuff.”
4D typically share many distinguishing characteristics; including sense of
ownership and self generated commitment, effective decision-making, higher levels of participation and
collaboration, problem solving attitude that focus on positive outcomes, and a
culture of mutual collaboration and support.
So you got your ingredient bunch right, now the recipe to successful team work
needs to be done. So here are the 4 secrets to super team work:
1.
Providing Direction and creating Trust:
The heart of every super team is the right
direction that strengthens, orients, and associates its members. It is binding
to have clear precise goals, the direction to head in, and the plan to work
upon or the teams cannot be motivated what are they working towards The goals
should be challenging enough but not impossible to achieve that the team is
left demotivated. 4D teams
achieve greater levels of innovation, resourcefulness and commitment by
learning to maintain the level of relationship and trust among the team
members. Involvement, contribution and interaction among team members lead to formation
of team norms, beliefs, and shared values, giving rise to a team culture which
acts as the social adhesive helping to maintain productive and healthy dealings.
Profound trusting relations, coupled with powerful routine interactions, set
the suitable environment for the 4C's: cooperation, collaboration, commitments
and the coordination essential to achieve competitive excellence. On 4-D teams, direction and trust is quite crucial
because it’s easy for multifarious members from varied backgrounds to hold
differing views of the group’s motive.
2.
Empower
for a win-win : Empowered
4D teams have greater levels of responsibility and authority over the tasks
they undertake, providing them the autonomy to plan and manage work, involve in
decision-making and problem solving. The
key to empower is defining result-oriented team goals, setting broad parameters
for achievement of goals, development through training and coaching and
fostering open communication.
3.
Invest
in people and processes: 4D
teams comprise of members with a steadiness of talent and skills creating an
equilibrium. A 4D team sees diversity in knowledge, views, and opinions, as
well as in age, gender, and race, which help teams to be more creative. Teams benefit from having a melange of cosmopolitan and
local individuals as they bring technical knowledge and skills and expertise applicable
in various situations, while the localites bring regional knowledge and in-depth
information into an area’s politics, culture, and tastes. Once you have
aligned the right set of people, and you have delegated them with their tasks, it
is now imperative to keep a check on the processes. A well-defined process is
the key to growth, because systematic
and organized processes makes it easier to get new contributors on board and manage
speed.
4.
Egg on with Feedback: The most suitable feedback is specific and immediate. When
you see something appreciable, commend your team right then and tell them what
you liked. “I really liked the zeal when you attended that last customer; it
even made me get involved!" Being precise lets them know exactly what behaviour
and work attitude is suitable. Proficient feedback requires as many communication
channels as possible. Open and transparent communication with employees helps
them share their viewpoints and concerns.
5.
Reward
cuz' they're worth it: When a task is done well
and is not recognized, the lack of recognition demotivates team members. Rewarding positive behavior assures higher productivity
and direct employee motivation. However, over praising can be counterproductive
as well -could influence egos and personalities. The knack is to create an
equilibrium and accolade only when it’s deserved.
Individual
proficiencies are great, but they hold least value without the collective
capabilities. You can have a winner team who actually never wins a game. Team
of winners do not comprise of members
who are the best, brightest, super-skilled on the planet, rather they're made
up of a group of people who identify their competency, acknowledge the
strengths of the other members, and utilize that knowledge to collaborate and win
with every mission! The concept of 4D winning
teams is to have complementary people and skills working in conjunction with each
other to achieve common objectives. The very essence of business is to cooperate
and collaborate together to accomplish common goals.
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