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Three steps to creating a successful team

Guest post by: Kool Results

Article Overview: How well do you know your staff? Are they happy? Are they heading in the right direction, or is each one following his/her own agenda with no reference point?

Three steps to creating a successful team

How well do you know your staff? Are they happy? Are they heading in the right direction, or is each one following his/her own agenda with no reference point? When I am called into an organisation to help sort out a conflict I often find a lack of cohesion, no direction, and collaboration is a word they’ve never heard of. It is up to you, as a leader, to harness the energy of each individual, and to channel it into creating a cooperative team working to the same goal. The first step is to get to know the individuals in your team. It is just as important to have that chat by the coffee machine, as it is to conduct a formal appraisal. The informal chat may throw light on why an individual behaves in a certain way. By knowing him better you can identify his strengths and weaknesses. When you make the time to conduct a performance appraisal he will see that you value him, and take him seriously. Ask him where he wants to be in two year’s time. Get him to outline any challenges he is facing. In this way you will identify his needs, and you can map out a career path for him. Sometimes you discover that a training or coaching programme would help this individual, and that outsourcing is the best solution. But keep the staff member informed at all times. And don’t forget that communicating with all the staff is equally important if you want to produce a cohesive team. Keep up those regular staff meetings. The second step is to empower the staff member, or the team, to resolve the issue themselves. Perhaps one of your staff is incapable of getting his monthly report in by the due date. Don’t write it for him. Ask him what he needs in order to complete the task. Does he require more administrative back up? Is someone further down the line not getting the information to him in time? This positive thinking spills over into regular team meetings, and generates a wealth of ideas. It encourages cooperation within the team. Finally, make sure you review the situation at a mutually agreed time. Set a realistic date in the future, and evaluate the results. This gives the individual something to work to. He also knows that you intend to monitor his progress, and to follow up. Emphasise that your door is always open should he need further guidance before the review date. Look after the individual. Encourage communication. Agree upon a goal. You will find you can lead your team into a very successful 2007.

By Julianne Kuhlmann
Personal & Leadership Coach
Kool Results
"Putting You First"
Personal & Business Coaching, Leadership Development, Individual Training Programs,Work/life balance, Mentoring & Induction, Organisational performance

Email: info@koolresults.com.au Web: www.koolresults.com.au

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Article Tags: coaching, communication



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