How do I improve team dynamics with a brand new team?
I just brought on 5 new-hires (which is a big jump for my start-up) all in different roles. I have an idea of the steps I'll need to train them individually, but how do I create a great team dynamic as a new manager?
There is one easy way to bring a team together if you have not done it yet. Go to www.keirsey.com and have them take the temperament quiz (like Myers-Briggs) and discuss the differences is the way they communicate or interact with a team based on their personality.
This will go a long way to understanding each other down the road.
it is like sauce, or stew, there are thing sthat MUST be there, and things that MAY be there...
to improve team dynamics, one should be a team mate initially before becoming a team leader. When one becomes a team mate, is able to understand and explore the dynamism of the other team members and gradually use those dynamism for the better performance.
My biggest recommendation when working with individuals and teams is to be completely honest and transparent about who you are and what you expect of them. Also show them that you REALLY care and value them. If you've hired the right people who know what they are doing, focus your energy on investing in them and showing them that they are valued! I teach my clients how to have extraordinary influence with the people they work with, because you can read every book on leadership ever written, but if you can't influence people to follow you and achieve the highest performance, all the techniques in the world, are meaningless. Hope that helps
Be clear on the goals, roles, responsibilities and relationships for your team. Make sure everyone understands the team goal. Then be sure that everyone understands how their roles fit to deliver the goals. Making sure that people are clear on the responsibilities they have to carry out tasks to help avoid unnecessary overlap or leaving things to chance. Get these things right and the relationship's tend to take care of themselves... Of course, personality profiling will help in building relationships, but get the goals, role and responsibilities sorted first.
I believe that transforming the business vision into mission to the team through training, coaching and observations is the key to have a circle of harmony within the team, your effort with your green team will be reflected onto the business success or failure so you will be standing on a high risk how to use the domino stones and do the right thing.
You have to be the great team leader who others will look up as role model. People pick up signals from verbal and non-verbal communications of their managers very quickly. So at the core we ourselves set the team dynamics that we experience. A good team is one where we can create a commo0n vision and purpose that everyone is bought into, align responsibiliies such that they see each other as reinforcing there efforts and not negating them. Lastly they must see their success in achieveing a collective/shared vision.
To create a great team you need to do 2 things:
1) Understand what they are good at, and let them play on their strengths.
2) Create for your team a Code Of Honor.
Trying to fix people's weakness is a colossal waste of time. Moreover, doing something they know they're good at, will improve self-esteem and efforts.
The Code of Honor is a set of rules that holds the team together, especially when they're "standing in the heat". The Code must be created in a sane moment and must take into account the correct order of priority:
- mission of the team first
- needs of the team second
- needs of the individual third
You can transform a bunch of ordinary people in a Championship Team in a matter of weeks!
I love this question. My gut wants to say that you have already improved team dynamics by having a new team, already. Usually before hiring a team most Entrepreneurs have a business plan in place that gives roles and jobs to each team member to complete a specific task. Perhaps more thought could be considered to go into this. My gut reaction is that this was a ready, fire aim emotional decision that didn't have a target...or an ends to a means. I hope you don't lose time and money by training anyone. By the sheer hiring of a team means you already believe in their skills individually to get the task you want to be completed. There is sooooo much that can be read into your question as you can see by my answer (s). You are the Captain of your Entrepreneur ship - you can let the water take you to the shore, or you can fight the waves and wreck the ship. Proper planning will keep you from jumping too high before the height is necessary to jump....does that make sense?
Hey Zack. There's a whole lot of wonderful advice here! Your question taps into a variety of skill areas, and I see all of these responses as positive.
From my perspective, as a 'systems thinker', everyone in your organisation needs to know:
1. what is expected of them; and
2. how their work activities interact with others.
By providing this information, they can not only take 'ownership' of their role, but will understand how they fit into the organisation.
Process documents (as part of a business system) will clearly indicate input, tasks and output. The overall process map of the business will show how one output becomes another's input, therefore highlighting the importance of every activity.
If you include these thoughts with all the other suggestions, you will rapidly create a great team!
Why even train individually? Different Roles are an excellent Q&A that will lend itself to an even more solid team.
One way to create a great team dynamic is "working" together. Just put everyone together and they can help teach and learn from one another. There are more benefits to multiple minds than just great ideas - there are great solutions, great strategies and best of all ... they learn to work together and will build a much stronger dynamic than individualized.
While in college we had our individual assignments and above that we had our Team Learning environment. We had to accept placement into a group of 5 or more students. Our facilitator selected which students would be teamed together . Our grade was 50% our work and 50% our team work. Believe me - there were angry students at the start of the class but by the end of each one we were amazed at how fully bonded we were.
Nevertheless, consider training "the group" rather than the individual because as we all know "There is no I in TEAM"
P.S. As a new manager - this may be a challenge to incorporate but that is when you use your fresh ideas and innovative approach to WOW your bosses - added bonus! Good Luck & feel free to ask questions if you have any - I am very happy to help with this if you need.
Have a great day!
OK, not a particularly knotty problem:
1. Get to know each one's strengths and weaknesses
2. Give them assignments that interest them, and stretch their abilities
3. Bring them together for classes on topics that they didn't learn in school (I like to do it at lunch with pizza)
4. Make sure that they all see the overall picture and how their task contributes
5. Schedule lunches out (like Fridays) so they can get to know each other personally (and you, too)
And on and on
Improving team dynamics of a brand new team (new hire) is a process that starts with:
1. Onboarding. The process through which new (hires) employees are inducted into an organization's culture, norms, policies and practices including engagement and inclusion.
2. Building Interpersonal and intra-personal relationship. This process involves knowing and understanding and leveraging the personality and leadership style of each team member. Understanding oneself and her/his role and contribution to the team; valuing, respecting and appreciating diversity in the area of beliefs, perspectives, education, ethnicity etc. including shared values....
3. Recognizing team development stages/processes. There are several team development theorists: Bion, Tuckman, Lacoursiere, Gibbs, etc. Tuckman team development process is widely used in a corporate environment
Google has a good methodology or process for making new team members feel that they are a part of team the first day on the job. I find that early connections with the existing team and not assigning them mundane projects to work on will help them transition faster. Make sure that you have regular staff meetings and do not hesitate to assign them work that you might think is too tough for a starter.
The only way you learn to swim is to go into deeper waters.
Do you have a vision and mission for the business? If not, involve the team in creating the vision for your future and the roadmap to get there. They will all have "skin in the game" and feel part of the solution.
If you already have a vision/mission - have the team create the "how to get there" plan.
Hi Zack. I echo Paul's comments above. A "brand new team" is just that, brand new and ripe with potential. Not sure how you can "improve"on a clean slate, but build on it, yes. A few key areas to focus on with your new team. Trust is critical as a foundation to gaining their belief in you and in your leadership. Get to know each individual so that you can acknowledge who they are and what they represent, as well as what they require from you as their leader. Be authentic. Ask them for input on how to co create a positive, vibrant and willing team is another way to get them engaged. Listen well.
Tell the resources about company plan and projections and make them feel how important they are to make it happen.Also at the same time they shouldn't get a impression that they are over pressured and heavily work loaded,Make the work environment very light.Please make regular discussions and sprint meetings about goals and targets.Also share each and every small and big achievements with them.
They also should be clear with the founders and BOSS plans and incremental steps in the work.
Take cat herding lessons. No seriously you got five new people in, if they are competent, and I hope they are, then managing them is an arcane art. No book or expert can give the proper advice for _YOUR_ situation. The trick is to let them get involved throughout the operation, engage with them whenever they falter and be smart enough to get out of their hair when they do their job properly.
If you are interested at all , my two managemet maxims are:
Manage Not, Think!
Don't just read blogs, Live !
Every leader has a vision which he has to share with his team members.Other wise its like ten people rowing a boat in ten different direction.All the mental forces has to be aligned to the direction of goal.Every goal is time bound..Every goal has a certain emotion which all team members has to have to get results.The mental plays an important part in the vision of the leader.
engage them with your vision and the value of their part in the vision