Tagged: team performance
Do not focus on making a team perform better
At a meet-up earlier today I was asked “how can one make a team perform better”; I believe this question can be answered in many different ways and I would like to share my opinion(s):
Would you rather have a team that reluctantly does as you ask or would you rather have a team that does what you need it to do before you ask?
Culture has a large role in Leadership; in order to lead, you need to push a culture that people want to be a part of (follow).
There are several areas you can focus on and below are four (of many) things that I like to keep in mind when I am building “Culture”:
- Build and foster an environment that drives ideas bottom up as this increases engagement and hunger for solving challenges. The people on the front line(s) have valuable feedback that they want to communicate but do not know how – build communication and engagement.
- Actively recognize and reward, be humble, chose to publicly provide positive feedback and privately mentor with constructive criticism – build appreciation and mentorship
- Be as transparent as possible, over communicate, share road maps, expectations, perceptions, feedback, motivation – build trust
- Build and implement a collaborative environment, have people tie in with each other, be open, honest, humble, we spend majority our of day together and should want to be together – build a family
The focus should not be on “making a team perform better”, it should be on improving “culture” – Improve culture and your team will automatically perform, better.
Taking just these four points into account: when you focus and improve culture, your people will be more engaged, have trust in you, want to grow and have the desire to help others be successful around them (imagine the care bears); these type of teams happily give it all they got and even go above and beyond to ensure success.