How often do you reflect on your team’s dynamics? Do you know which team members are friends, and which relationships are frayed?
I’m sure the last thing you want to do on the weekend is to think about work, but it is worth taking a few moments to reflect on your team’s interaction. How well do they get along? What are the touchpoints to get a job done? Ultimately, you want a team that gels well together, that can work together on projects without needing to be managed. At the end of the day, just because you put a team in a room together doesn’t mean that they will all get along.
A team that gets on well together is more productive. And the less drama you have to manage the better. Team bonding often needs to be encouraged through activities outside of the workplace. Team bonding helps everyone get to know, like and trust each other. They don’t all have to be best friends; you are encouraging a relationship where they respect one another and can work alongside each other drama-free. The more conflict in your team, the less productive they will be.
Schedule time for team bonding activities monthly or quarterly to help develop healthy relationships within the team. Something as simple as team lunches on the last Friday of the month can give your team the opportunity to learn more about each other. They will find commonalities which will help them feel more connected to each other.
Every time you add someone new, the dynamics change again. Adding the right person to the team can be a daunting task. And this is where big data can come in. Big data can be used to identify trends and patterns in employee effectiveness, productivity, motivation or engagement. It can help you design a high-performance team. By using data analytics, you are ensuring that the right people are in the right roles, working in the right way.
While Data is becoming increasingly attainable, most organisations still don’t understand how to derive value from it. We use Pitstop Analytics by Growth Pitstop coupled with our high-performance coaching to help drive real value for the organisation, business units and teams.
We regularly see examples of organisations, business units and teams that are not fully maximising the talents, skills and abilities of their people. It’s so common that many of our clients are at a point where they’re willing to accept that this is the way things are.
Using the Growth PitStop methodology allows people in teams to engage in a process known as ‘cognitive reframing’. It enables them to begin challenging that idea at both a personal and team level. It also has a way of analysing the potential savings to be realised by cutting unnecessary internal meetings and other forms of collaboration waste.