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21 Secrets of Establishing Effective Teams
Written by: Roger IngbretsenArticle Overview: Teams and team work can be very effective in many organizational settings if, and only if, they are formed correctly and used to solve problems that are best resolved by several people working together. This article provide 21 items to think about to establish effective teams in your organization.
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21 Secrets of Establishing Effective Teams
Teams and team work can be very effective in many organizational settings if, and only if, they are formed correctly and used to solve problems that are best resolved by several people working together. Teams and team work for the sake of teams, is most often a failure. The first thing that must be decided, does it truly make sense to form a team or teams. Next, will the time, money and effort expended obtain the desired results? Then, how long will the team/s need to be in existence to accomplish its objective? If you are serious about establishing “formal” or even “informal” teams in your organization the following 21 secrets can increase your success.
1. Think of teamwork as a beautiful delivery “system or device.”
2. Individual “innovative ideas” are needed for a team to implement.
3. Think of the team as the “entire company.”
4. Give all the people the opportunity to “build a legacy together.”
5. An effective team is a group of people with a “shared purpose.”
6. Teams require a lot of “hard work” because it goes against traditional thinking.
7. None of us are as smart as all of us! – If we are all truly “prepared and engaged.”
8. Beware of group thinking – “If everyone is thinking the same… someone isn’t thinking!”
9. You must “reward teamwork” if you want it to work.
10. “Strong teams begin with strong people” – individuality and individual excellence are key elements and ingredients of a strong team.
11. People must have both the “mind-set” and the “skill-set” for effective teams to occur.
12. You need team “decision-making” at all levels within the organization if you are going to keep pace with the competition.
13. You need to see the “interdependence” between all members of the organization – who needs who and why, then you will start to truly understand teamwork.
14. As a leader, have you ever been part of an “exceptional team” at any time in your life? What did it feel like? What did you learn? What can you share? What can you apply in your area of responsibility?
15. Teams and team members must be truly “interdependent” and value working with others.
16. The more specialized knowledge becomes the more important teams become when working in “highly complex” organizations.
17. To work well, teams must become “the way we do things.” It is a long term…top down, way of doing business.
18. When you focus on an end-to-end process…on “seeing things as a system”…with many people trying to accomplish common objectives, then you begin to see the power of teams.
19. High “trust relationships” – the ability to work through differences – is a key ingredient for team success.
20. As in any successful organizational environment “a great attitude” by all team members is necessary.
21. The team must develop a “passion to win” not for the teams sake, but rather for the greater good of the organization.
You MAY reprint the information contained in this article as long as no portion of the contents are modified and it used “exclusively” within your organization. You must also give credit to information by including the tag line...Roger M. Ingbretsen, Author, Speaker, Leadership Coach, Organizational and Career Developer.
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Article Tags: delivery system, desired results, effective team, effective teams, elements, entire company, exceptional team, existence, failure, individuality, innovative ideas, interdependence, legacy, objective, organizational settings, pace, sake, team decision, teamwork, time money
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About the Author: Roger Ingbretsen RSS for Roger's articles - Visit Roger's website  Roger is a member of the International Coaching Federation. Additionally, he has completed many professional training programs attaining numerous certifications, a few of which include: The Harvard Law School “win-win” negotiation process, the Center for Creative Leadership “360-Degree Feedback” evaluation process and “Coach the Coach” program, the Zenger Miller “Team Training Certification Seminar” and “Executive Coaching” practices from the Professional School of Psychology, California. He is also a qualified administrator of the Myers-Briggs Type Indicator personality inventory.
Click here to visit Roger's website   Role of the Supervisor Retain Your Best Talent Parents A 14 Step Guide For Preparing Your Children For The Real World UNDERSTANDING YOUR ROLE AS LEADER Do You Really Know Who You Are Do You Need College to Succeed |
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