Sonia McDonald* says the best leaders pick up on difficulties within their teams and move quickly to rectify them.
People in teams create outcomes: Simple as a statement, complex in execution.
Do you know how your team is performing and if so, how do you measure it, especially under stress?
Do you know every person in your team, even your most remote employee who is an introvert working 17,000 kilometres away in Dublin (maybe)?
High performance teams create amazing outcomes; however everything needs to work like clockwork.
For example, an average Formula One motor racing pit stop will take around two seconds and this is a mix of human talent and super-fast tools.
Great teams create amazing outcomes and it’s important to not allow pressure-cooker environments to impact individual behaviour that will collectively derail your overall team.
Has your team reached the point of dysfunction?
An article by Christie Lindo, of the Forbes Coaches Council is titled Rebooting a Dysfunctional Team: Seven Things to Know.
In this article Lindo asks whether you have ever joined a team at work where, in the beginning, everything was fine.
Then, you begin to realise that something is not quite right, but you are unable to articulate it.
After all, the team is comprised of smart, intellectually-capable people doing meaningful work.
Team conversations are surface level, interactions are cordial and brainstorming sessions are safe.
Everyone is nice, yet you sense ‘other’ conversations and decisions are being made without you, but you have no real evidence to justify this feeling.
Then, something happens one day that validates your initial hypothesis, leading you to stop trusting the team.
Over time this lack of trust manifests into moments when you cannot wait to leave meetings, or when you quickly complete assigned tasks, just to stay as far away as you can.
Great teams create a lifetime of friends, good memories, strong networks and higher performance.
Dysfunctional teams, however, result in missed opportunities, irreparable relationships and damage to personal brands.
It is common knowledge that high-performing teams consistently out-perform others and result in increased employee engagement and retention.
Here are some things to keep in mind if you’re trying to reboot your dysfunctional team.
Teams are similar to marriages; transforming a dysfunctional team starts with mindset; you should strive for progress, not perfection.
Team cultural change takes time; team members have to acknowledge the truth and buy into a change; focus on building trust and creating unique rituals, and manage team-member transitions to keep momentum and culture intact.
My blog, The Best Bosses Do These Things Differently, explores what makes a leader and why great and poor leadership can impact us.
We know that the ‘best’ bosses get the most out of their staff and make them happier, but how do they do it?
They are consistent, championing their organisation’s purpose, giving regular feedback and really listening to their staff.
None of this is easy, but it’s what the best bosses do.
*Sonia McDonald is the Chief Executive and founder of Brisbane-based LeadershipHQ and McDonald Inc. She can be contacted at soniamcdonald.com.au
This article first appeared on LinkedIn.
