Build a high performing team May 21, 2007Posted by rickbron in Bronder On People.
Teams accomplish extraordinary results! Although you may be more compact than the Big Dogz, you can still take advantage of teamwork. The Big Dogz know how to put together a team and you will too, as soon as you finish reading this entry. Here are the steps to building a high performing team:
Create the team mission — In order for a team to be successful, it must have a clear goal. Use SMARTER as a guideline to help you identify what you want the team to accomplish.
Take inventory of the skills — Each member of the team brings something to make the team stronger. There are three questions to ask each team member.
- What skills do you have that will help us accomplish our mission?
- What other skills do you have?
- What skills would you like to develop as a result of this team?
Assign roles — Once you know the mission and the skill set of the team members, decide what roles are necessary, then make sure each person on the team knows their role as well as the roles of each other team member. For each role clearly describe the responsibilities of that role, Doing this will save you time and will facilitate coordination amongst the team members.
Establish the operating environment — Make it clear to the team what resources you have established for them. Where will they meet? When will they work on team activities? How will they communicate with each other? Are there any restrictions on the operation of the team? What are the schedules and milestones?
Set goals for each team member — Sit down with each person on the team to clearly identify what is expected of them. Make sure each person on the team has an opportunity to make a contribution that is viewed as significant by all the other team members. Again, use SMARTER as a guideline to create these goals.
Close the skill gaps — If you have identified any skill gaps as a result of your skills inventory, identify how these gaps will be closed. Will the person attend a class, watch a video, got coaching from a more experienced person or will you use trial and error to learn the new skill. Set up the opportunity for the team member to close the gap.
Host the status meeting — Clearly articulate how often you want status from the team. Indicate the format you want status. Failure to indicate the form of status could result in you getting status in a way that is meaningless for you. It is your responsibility to make sure the location for the status meeting is ready when the team is ready to present status to you.
Cheerlead the team — The team will be looking to you to provide incentives, recognition and encouragement. Look for opportunities to celebrate success. High performing teams have lots of celebrations. These do not need to be extensive, but effective leaders celebrate often!
If you follow these steps, you will have a solid foundation for your team.