What’s Missing in an All-Star Team?
What’s missing? That’s the question that puzzles senior management when a team of super-star does not provide the expected result.
There can be lots of reason but here are some of the crucial one.
1) Lack of purpose
For any team without purpose is like a human being without a direction.
Employees would like to know that they are contributing to a greater purpose in the organization. Not just some workers working non-stop, day in, day out. They would like to feel a sense of accomplishment after a day of hard work.
Same with the members in a team. With a purpose in mind, they know that they are working hard for something. The purpose provides them a direction and motivates them to put in the extra efforts required.
2) Lack of specific team-performance goals
For any team to perform to its best, it’s essential to have specific team-performance goals.
I believe you must be thinking with the tons of workload. It will be more stressful for the team to worry about achieving goals.
No doubt, there will be pressure to achieve those goals. But it’s only when you set the goals too high, then the stress will set in.
Here are some of the benefits for setting specific team-performance goals
~ It helps the team to focus on getting results.The goals can act as yardstick to measure the progress of the team.
~ It facilitates clear communication and constructive conflict within the team.With the goals, every member understands what need to be done. Therefore, every communication and constructive conflict are geared towards achieving the goals.
~ It allow the team to achieve small wins as it pursues its broader purpose
Motivation is the key to make them to put in the extra efforts required. And with achievement of every single goal, they are motivated to continue to finish the project.
When team works hard together and taste the sweet success from the achievement of the goals, it will no doubt bond them closely together.
~ It can challenge the team to work to its full potentialThe goals are set by the team. And with each goal achieved, it will motivate the team to set higher goals and achieve them with their full potential.
3) Lack of commitment
This is one of the most important element for a team to work together.
It’s always advisable to leave out a member if he/she doesn’t have the commitment to contribute to the team. Even, if he/she is the most talented individual you can find.
4) Lack of accountability
Don’t assume that when the tasks are assigned to anyone on the team, they will naturally hold themselves accountable to the tasks.
When the team does not understand the importance of accountability, finger-pointing usually happens. And it will be worse if things go wrong.
5) Lack of shared leadership
Officially, there is only one leader in the team. But for a dynamic team to work to its full potential, the leadership is shared.
Each of the member chosen for the team has his/her own set of skills which are beneficial to the team. When his/her skills are required, he/she will need to step up as a leader to guide and advice the team.
And it is important that the official leader understands the shared leadership and step down temporarily. But having said that, the official leader will still have a role to play even when he/she is sidelined. He/she will need to make sure that the team progress towards the right direction under the leadership of the other team members.
6) Lack of clear rules of behavior
This will not break or make the team. But without it, efficiency will suffer and frustration will grow.
Simple rules like attending the meeting on time, no disturbance (i.e phone call or laptop) during brainstorm session, finish the work on schedule e.t.c
Summary
The first meeting when the team meet up is the most important. The team leader will need to set the record right. He/she will need to explain the importance of the commitment required, accountability and shared leadership. And what are the rules of behavior required to ensure the team work well without frustration.
A team of super-star will not guarantee super result. Only with combination of common purpose and commitment, performance goals and mutual accountability, will then ensure result from the team.
I will discuss more in upcoming articles on managing teams so do subscribe to Gerald Heralds.
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I found your site on google blog search and read a few of your other posts. Keep up the good work. Just added your RSS feed to my feed reader. Look forward to reading more from you.
- Sue.
Well noted. Let’s see what’s going to happen in Dec this year
Hi Sue,
Thanks for the comment and the subscription. I visited your blog as well and also subscribed to your feed. Let’s learn together through each other’s blog.
Hi SK,
I’m sure this blog will be bursting with articles by Dec this year.
Thanks,
Gerald