Leaders spend a considerable portion of their time focusing on ways to improve their teams and make them more productive.
They want their teams to execute better, innovate more, resolve disagreements, and autonomously solve any problem. It is absolutely normal for leaders to have high expectations from their teams – and as the basis of organizational life – they should.
However, teams that constantly don’t “gel in together” over a prolonged period of time can generate tough antagonism for leaders who want to keep moving ahead. In the most appropriate sense, such teams get “caught in the swamp.”
Here are some easy steps that will enable you to build a high performing team and pull the team members out of this proverbial swamp:
Setting the Direction
In order to set the right direction, it is important for the leader to know the crucial difference between a vision and a mission. Moreover, he/she must be able to understand practices for crafting them and sharing them with the team. Decode the vision and mission into a shared purpose for the team and evoke behaviors through that it.
Associate the vision and mission to precedents and translate them into projects/initiatives that need to be taken ahead. Make use of initiatives to undertake resource planning and maintain focus as it eventually leads to success.
Gathering and Deploying the Resources
Typically, there are 3 primary kinds of resources that converts a team into a high-performing team; the people, ‘hard’ resources, and time (or access to leadership). These 3 resources depend on one another and require balancing in order to be successful.
Leaders must keep on emphasizing the point that proposals, strategy, and vision/mission form a basis for resource planning and skill requirements.
Devise plans and proposals that clearly identify the resource needs and how those resources will result into corporate outcomes that concern stakeholders.
Lastly, teams cannot perform at their best unless they have full access to their leaders.
Moreover, they must be informed about the invaluable nature of time. So, set time limitations for fulfilling each task. Also provide them with the resources they need.
Assemble the Team
Once your team is fully aware of the mission and key initiatives, map out the skills and abilities that will be required to get the job done. Then assess if your team has or lacks those skills. Also, try to gain some insights about the team’s culture (which is obviously driven by vision and the overall corporate culture) and conclude whether the team members are “fit” for the team on cultural grounds or not.
Allocate and Prioritize Work
To keep up with the performance and perceptions of equality, it is important to distribute work among team members fairly. Make certain that the duties you assign are based on priority, skill set, availability, time, interest, and growth oppotrunity.
Make use of strategic filters to assist you in prioritizing your efforts in ways that drive impact and strategic alliance. It is also wise to assign a time limit for completing a certain task so that you are convinced that a job is not only getting completed within the prescribed time, but also in the most productive manner.
By utilizing time tracker software, you will know how the team members are spending each minute and whether they are performing to the best of their abilities or not.
Assess the team members based on the set benchmarks in terms of time, quality and other parameters. Give them feedback on their performances. Appreciate them for the good work and highlight their weaknesses to help them perform better in future. Give them trainings if they lack a certain skill and allow them to reach out to you whenever they want to, this will certainly keep them motivated and productive.
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