The other day we took a look at some of the main principles of team building and how they effect the success of a team from the inside out. Today I’d like to share a few more concepts in the hopes you’ll be able to apply them to your next team building (or team growing) experience.

Do the members of your team understand the context? In short, do they understand not only the main purpose of the team but how the work the team completes will help the organization reach its ultimate, long-term goals? In short, your team members should feel as though their team is important to the organization.

Does the team feel as though it has the tools it needs to perform competently? Most team members, when asking themselves this question, aren’t looking for materials but are looking at the other people on the team. Do they feel as though everyone in the group is capable of getting the job done. Are they kowledgeable and skilled?

Does the team have control of the project? Have you given the team the power it needs to get the job done while setting boundaries and limitations that will prevent them from going over budget or missing their deadlines? Control is good. Having to redo a project because the team members let the power associated with the work go to their heads is bad.

Is everyone communicating? Communication is key in any venture. Are all members of your team encouraged to give feedback and express their honest opinions. If not, they may be wondering why they are a part of the team at all.

Does your team understand that their work comes with consequences? Do they understand that they are accountable for what they do and do not accomplish and that if the job does not get done there will be consequences? Likewise, will they be rewarded for getting the job done on time and within budget?

Choosing a group of people to participate in a team is easy. Making sure those people are happy, can work together, and actually get the job done is another. You’ll have to work on the team from the inside out but I guarantee once you’re done you’ll have a highly functioning group you’ll be proud to have under your wings.

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Manager Training

Click below for a:
Free email course “Improve your Management Skills”

We’ve spoken several times about how important it is to build a great team. As managers we spend a lot of time focused on building a team and working as a team but we sometimes forget to step back and take a look at how our team members feel about being a part of the team - as part of a team in genearal and, more important, as part of our teams specifically.

So what areas of team building should you really be looking at in order to ensure both the happiness of your team members and the group’s overall success? Here are a few concepts to get you started…

Do your team members have clear goals and expectations? In short, has upper management given you clear directions and have you conveyed those directions clearly to your team? Your team needs to know why it exists, what it’s goals are, and what it’s limitations are (financially, chronologically, etc.) in achieving those goals.

Are your team members committed to the task at hand? Do they really want to be on your team or do they feel forced to participate? Will they be rewarded or recognized for their efforts? If the entire group isn’t committed the odds of you completing a successful project instantly drop.

Has the team created its own mission statement or charter? The team needs to work together to outline exactly what its goals will be given the task at hand. Upper management needs to support the team in its efforts to set those goals. Do they have clear goals set within a reasonable timeframe?

Do your team members understand the concept of collaboration? Are they all working together as a team or is one person (or group of people) making all of the decisions and telling everyone else what to do? Are they working together respectfully? Are they resolving conflicts peacefully? Are they all working towards the same goals?

Are the teams coordinated properly? Is your team working independently or are there several other teams working on tasks that will ultimately come together to form one large project? If they are working together, is upper management coordinating the teams properly so that the process flows smoothly? Will everyone complete their share of the project on time - and will all the pieces fit together properly?

If any one of these aspects is falling short, your team members will begin to feel as though they’re not really a part of a team. The happier they are in their work, and the more they feel like a part of a team, the better they’ll ultimately perform!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management Course

Click below for a:
Free email course “Improve your Management Skills”

In the past we’ve talked about team building in terms of bringing your current team members together as a whole. Today I’d like to take just a minute to talk about the ways in which you choose the members of your team.

You may, in light of the current economy, feel torn between your desire to build a strong team and your need to cut back on costs. As a result, you may find yourself looking to hire temporary employees instead of full-time employees with full benefits. Doing so will do nothing to strengthen your team, though. You’re better off hiring one full-time employee who will be dedicated to keeping his job and seeing results than you will be if you hire a temporary employee only willing to do the minimum amount necessary to get paid because he knows he’ll lose his job soon, anyway.

You should also put away your reservations about “working work experience” and consider building strong relationships with local colleges and educational institutions. Sometimes those fresh out of school are the most innovative and free-thinking. They’re not jaded by the working world and have some great ideas - ideas that have yet to be heard. You don’t have to form a workforce made up of college graduates but including a few that you can train and mold to work well with your organisation can be incredibly beneficial.

As you approach the New Year, take some time to sit back and think about your recruitment goals. What type of team do you really want to build?

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Management

Click below for a:
FREE email course “Improve Your Management Skills”

As managers we are constantly looking for new and innovative ways to bring our team members together, allowing them to get to know each other in a laid back environment. The next time you have a team meeting, consider breaking your members into groups of 2 or 3 and giving them a series of ditloid puzzles to answer.

Ditloids are small equations made up of letters or numbers that can usually be solved pretty easily. You can use some that are prewritten or have your teams make up ditloits to give the opposing teams. Offer incentives (extra time off) or prizes (lunch, gift certificates, etc) to the team that can answer the highest number of ditloids correctly.

Here are a few examples (and their answers):

• 3  B M (3 blind mice)
• 12 S O T Z (12 signs of the zodiac)
• 50 S I T U S A (50 states in the USA)
• 4 A 20 B B I A P (4 and 20 blackbirds baked in a pie)
• 4 S O A DB (4 strings on a double bass)
• 6 B I A O I C (6 balls in an over in cricket)

Remember, if you make up your own ditloids they shouldn’t be too obscure. They should be based on common phrases used within your organization, for example.

Have fun bringing your team together with a few minutes of entertainment. Who knows - they may just learn a little bit about themselves and about each other!

Thanks again,
Sean

Sean McPheat
Managing Director
MTD Leadership Courses

Click below for a:
FREE email course “Improve Your Management Skills”

Dear All,

I came across a useful white paper that compares a range of current team models.

I thought you’d like a copy.

Please click on the link below:

Lominger White Paper

I hope you find it useful?

All the best

Sean

Sean McPheat

MTD Training - The Management Training Specialists