Peter Senge, the author of The Fifth Discipline, described today’s leadership and team challenges succinctly by saying: “We live in an era where the effective use of hierarchical power and authority is simply inadequate for the problems that we face.”
The hierarchy system in your organization may be set up brilliantly, yet, the most effective teams are driven by reasons beyond the power of authority. When those motivations are uncovered, when the same vision runs in every employee’s mind and heart, when team dynamics is built upon the pillars of trust and collaboration, you as a leader will have reached the win-win state. You will have created an unstoppable and cohesive force that can take your company to a new level of success and achievement.
To be able to reach this state, we need to agree on the definition of “team” first:
A team is a group of people with a commitment to one another, to the team, to a high level of achievement, to a common goal, and to a common vision. They understand that team success depends on the work of every member and that they are as important and critical as the next person on the team and therefore must work together toward said goal and vision.
Most managers underestimate the true power that lies within their teams, because according to research, 40% of managers are not fully engaged and utilizing their own skills. As a result, they are unable to accurately assess or nurture the power of a highly effective team.
For the team to create a high level of success and output, the team members must be able to relate to one another, to minimize friction and to know how to resolve conflict when – not if but when – it arises, and how to appreciate one another’s differences in approach and thinking, while still being able to collaborate well on projects. In short, they must be able to work well together.
A team’s effectiveness is directly proportional to the level of trust, like and understanding between each team member. This is generally not a natural state to which humans gravitate due to our vast differences in how we see, think and process things.
How do you then build a highly effective five-star team?
It starts with the best people; you celebrate each individual’s strengths and skills and value their contribution to the overall team. In this way, you create the depth, the diversity, the breadth and the strength of the team by choosing the best people as its building blocks.
Yet, the differences of even the best people can result in friction – and turn to conflict if not addressed right away – and thus inadvertently affect the outcomes of the overall team. You can avoid this by putting proactive assurances in place.
To create healthy team dynamics in your organization, how well do you meet the following needs of each team member?
- Has a high level of self-awareness.
- Feels safe, trusted, liked and valued.
- Understands his or her own behavioral style.
- Appreciates the differences in other team members.
- Knows how to relate and connect with all types of people.
- Is capable of building healthy relationships.
- Finds a way to address challenge in a professional manner.
- Believes in the leadership of the organization.
- Feels committed to the success of the overall team.
Do you want the five-star team dynamics in your organization?
If you are a great leader facing challenges in your team – be it culture, environment, personality “issues”, etc – which are holding back the organization from reaching higher levels of achievement, let’s talk. We can focus on developing your highly effective five-star team by exploring these topics: team building and alignment, motivating people, leadership assessment and alignment, as well as strategic planning and culture change.