Teamwork makes the dream work.
It’s a common phrase that we see and hear a lot. Having a team that works well together is invaluable, helping ensure that the load of the work is carried equitably amongst the members, that timelines are met and resources maximized and utilized appropriately.
But, how does one build a strong team?
While there are arguably numerous ways to answer this question, below are five important things to consider in helping every leader build a strong team.
1. Have Clearly Defined Values
Values give definition and clarity to the identity of a company. They are the driving force behind what the company does, believes and the principles it stands behind. Values not only help shape the culture, they also empower members to prioritize and make important decisions.
Values should not be something that new team members are expected to read about once in their handbooks and never visit again; but rather, values should be explicitly explained, discussed and used in conversations regularly.
With clearly defined and regularly expressed values, team members know what it most important to the company, and know what to expect regarding new projects, products and initiatives. Clear values not only benefit the employees, they also create and build trust between company team members and clients.
2. Know Your People
This may seem obvious, but it is vital to know your people well. What are their strengths and weaknesses, what are their gifts, communication styles, ability to adapt, etc.
Invest in development workshops that allow your team members to get to know and understand each other better. These might include an introduction to the Enneagram, StregthsFinder, DISC or any number of personality tools and inventories.
Spend time observing your employees as they work on projects and meetings, and how they interact in more casual and fun settings, such as team lunches.
When you know your people you will be able to create strong teams that allow all members to shine by using their strengths and skills.
3. Set Clear Expectations
Every person on a team should have a clear role. This includes well thought-out and thorough job descriptions, as well as clear definitions for the more fluid roles that happen on special projects or presentations.
Team members should know exactly what needs to be completed by benchmark dates, be aware of final deadlines and be aware of changes as they occur.
4. Create A Safe Space
Leaders have the great responsibility and privilege to create the tone and culture of the working environment for their teams. If there are inconsistencies between a leader’s words and behaviors, employees will often look to the leader’s behaviors as the expection.
Brené Brown talks about vulnerability and authenticity as key components to creating strong teams. If these behaviors are going to be present they must first be practiced by the leader.
Of course, not all information can be shared with everyone, but employees need to know that their leaders are “in it with them” and not withholding important information that will inevitability trickle down to the employees.
When leaders practice vulnerability and authenticity, they give employees permission to ask questions without shame, learn and grow from mistakes and failures, and encourage an environment of creativity and innovation.
5. Meet With Each Member Regularly
No one wants to add more meetings to an already full schedule. However, having a weekly or bimonthly meeting with every member on your team has many benefits.
Consistently meeting will create trust, connect and will allow you, as the leader, to become aware of issues, or potential issues before they become major problems.
While every employees will have a different level of comfort in sharing, it is important to start the meeting off on a more personal note. “How are you doing today?” “How did your daughter’s soccer game go last week?”
By meeting with team members regularly leaders express the importance that they place on the work done by the employee, and also the value they place on the life of the person.