Is your team a ‘dream team’? Are members working well together, is there a good level of bonding, and is the atmosphere pleasant? Or is good collaboration in your team just a distant dream? Do people disapprove of each other, are vicious little games frequent, is criticism constantly in the air? Here are 5 pragmatic tips to create more bonding in the team you’re leading.
We’ve probably all experienced it–many times. Different parties trying to convince each other, without success. Endless debates. People not feeling heard. Usually it ends with frustration. The hierarchical leader takes a decision that is not shared by the others. Or there is no decision, and the situation lingers on, leading to even more irritation. Here’s how to get to an agreement with an underlying bonus…
Maybe you inherited a weak team, and you feel stuck. Maybe your collaborators do (less than) the strict minimum, and you get nervous. Maybe some team members lack competence, and you are frustrated. If you’re in one of the situations above, chances are high you have already spent quite some time thinking about the situation. Here’s a way, inspired by Eckhart Tolle, to make the best out of the situation and bring your team to the highest possible level.
Not always easy to motivate team members? Here are 5 books we recommended with ample insights on how you can get that level of motivation where people do whatever they can because they’re committed.
Quick question: is your team at full potential? We often ask this question. To executives and to their teams. When the market conditions are so difficult. When their shareholders are so demanding. When their bosses are so unrealistic in their expectations. Rare are the instances where the answer is “yes – my team is at full potential”…. The question is of course – what to do about it? Where to start?
If you want true engagement & enrolment, use the ‘leader-leader’ approach, rather than the ‘leader-follower’ approach. Turn your followers into true leaders, and you’ll get them to ‘full potential’
What happens when 2 members of a Leadership Team don’t get along? Two ExCo members having opposite views or positions. Two functional heads that think of each other as incompetent. Two n-3 ambitioning the same and unique n-2 job.
After the six generic steps to handle dysfunctional behavior, here are some typical cases that require specific actions. Here is your user’s guide – not to say your safety net or your antidote – to handle the 16 most common and typical dysfunctional characters.
The meeting is supposed to start now. Yet half of the participants are not present. And the present half is more busy with finding coffee, chatting or checking their emails. Latecomers at their worst, distractors at their best. Mild dysfunctional behavior? Mild maybe but repetitive and costly! And then, in the middle of your well-thought process, one stands up and things you should be doing differently, putting your process into question and suggesting alternative ways to proceed. And another starts telling an endless story about how it has been done in the past. Process interferes at short, storytellers at length. Serious dysfunctional behavior? Serious and damaging…
You know exactly what your team needs to do. You know precisely how they should do it. But they keep on doing things differently. The wrong ‘what’, the wrong ‘how’, and poor results. If after many sessions of (im)patiently listening and trying to influence them, things don’t change, chances are you are either thinking about buying a book on ‘influencing skills’, or you have decided to make use of your authority to get your point of view implemented. Well – set yourself up for additional moments of disappointment, because in most cases that’s the result you’re most likely to reach.