It takes great leadership, careful planning and lot of care and effort to build great teams. Leaders who are not afraid to push themselves out of their comfort zone in order to correct, make difficult decisions and to set a benchmark of the level of performance that they expect from their teams. Team Building requires a deep understanding of people and about what motivates people so anyone leading a team needs to be able to get to the heart of people’s weaknesses, strengths and personal goals in order to know how to get them excited about what they are doing.
Team building is also about managing big, and often clashing, egos. It is about dealing with the constant demand for recognition, praise and validation. There is a real art to building a fantastic team that is set for success and people who can build high performance teams are few and far between. If you want to be one of the people that leads a team that has a big impact, then read on for our top tips on the art of mastering people and how to pull together different personalities to construct a dream team destined for great things.
Be Aware of Your Leadership Style
As a leader of a team you must firstly set about understanding your own unique and distinctive way of doing things and your individual leadership style. Are you being as effective as you can be at the moment? How well are your approaches and techniques being received by your team. Do they react to you in a positive and motivated way or do they leave your meetings deflated or overwhelmed? Evaluate yourself and really spend time deconstructing your approaches and be critical about the areas that you can improve.
Good intentions are of course, very important, but you also need to be making sure that you are making yourself accountable to the attitudes and activities of your team and that you are modifying your approach if necessary to make sure that you are approaching your team leader role from a position of professionalism and with a dynamic and motivating energy.
Being fair is also a really good place to start. There is nothing more demotivating for an employee than feeling that things are not equal and that others are receiving much more praise, support or a higher salary than they are. Therefore you will want to make sure that you are benchmarking salaries to make sure that the pay structure in your company is fair and well structured so that people feel equal to their colleagues. This should also be stretched out into other areas such as praise, attention and support. All colleagues should feel that their career progression is as important as their colleagues. They should feel that when they have a work-related victory that is just as celebrated as it would be had that success come from their colleague. All staff should feel that the training and career support provided within the company is fair and equal between all staff. Keeping all things fair and equal is one of the most fundamental ways of keeping staff happy and therefore keeping them motivated and on course to reach the goals and objectives of the company.
Get To Know Your Team
Nothing great is going to happen with a team that doesn’t really know each other. As much as you are not going to know how best to motivate your team without really knowing them and what makes them tick. In order to maximise performance you must therefore be investing ample time in order to get to know your team and encourage camaraderie between the individuals within the team.
Getting to know the strengths and weakness and the goals and foibles of all members of your team will mean you will then understand how to motivate them, bring out their strengths, improve their weakness and how to capitalize on the things that motivate and inspire them. Gathering the collective intelligence and skill base of your team and understanding all the strongest assets that they bring to the table will mean that you are in the most powerful position to know how to push, inspire and motivate them all together and individually to excel.
Well Defined & Clear Roles & Responsibilities
Once the above step has been taken, and you now really understand all the strengths, skills, assets and weaknesses of your team you can then set about setting up clearly defined roles and responsibilities. This is actually not quite as easy as it sounds, as you will often find that people’s ideal roles lies outside their actual job descriptions.
Each member of your team must have interconnected responsibilities and in one way or another be dependent upon each other. Knowing who is the digital marketing ninja of the team and knowing who is the best at winning clients around on the phone or who is the best at putting together the most carefully constructed sales emails is crucial in order to best extract the skill set of the collective team.
Being a team player and allowing each team member to contribute to the overall efficiency of the team by bringing their unique skills and differences forward to create a dynamic and powerful work force.
It is all well and good to be providing regular feedback, however if there is no ‘take-away’ action or proactive conclusion then the meeting was possibly a complete waste of time. Feedback is an essential part of making sure that a team is staying on track and even more important than that, that is is continuing to grow and improve. Therefore providing feedback that is proactive and constant is one of the best ways that you can provide valuable support and keep your team moving forward in the right direction.
It is alway wise to remember that leaders are only as good as their team. All the best leaders know that focusing on the right dynamic personalities, attitudes, decision making processes, is the best way to ensure that the team goes from strength to strength and reaps great rewards from dedication, inspiration, motivation and of course a large dollop of good old fashioned hard work.