Teams are very important aspects of business. If a team can perform well then the business will thrive and perform more efficiently. It is therefore important to know how to build cohesive teams that perform well.
There are many different approaches to creating a cohesive team and different management styles can be applied to get good results. No matter how a manager approaches their team they all must be able to implement the following.
Managers need to put in place time tables and deadlines to, not only get an understanding between the team members and the manager on when projects have to be complete, but to keep a good track on what everyone should be doing at what time for close monitoring.
Managers should ensure that everyone has up to date technology and knows how to use it efficiently. This will mean that their team can communicate, get their points of view across and interact all in a quicker space of time without having to meet up physically. This will cut travel costs and speed up project decision making.
Delegation of Roles
As a manager of a team it is important that you give responsibilities to other team members. This gives them something specific to do and will mean more concentration from the team member and also a sense of belonging and “status” in their job title. They will feel like an essential part of the team and care more about the job they do as it is their name on the line.
Every team that exists needs to bond and “build” relationships with one another. This can be done through an activity or event that everyone in the team attends. So if all the members of the team went to the local pub they can get chatting and find strengths in one another. Regular team building events can make the team more involved with work and help team members understand what other members are going through and how they should treat them at different points in time. Regular events make team members feel part of something special and they get real sense of belonging to the work place.
A manager must monitor the performance of his or her team and cannot assume that everything is going to be going according to plan. If certain team members are doing well, achieving deadlines on time and punctual to work then the manager should reward this with motivational tactics such as; a bonus at the end of the year, shares in the business or a promotion to a higher paid role. If team members are not doing so well then a quiet chat away from other team members or a “3 strikes and your out” scheme.
A job motivates someone a lot more if they know that they can get training and recognized qualifications at the end of it. Building skills whilst also earning money is a real plus for all team members and will keep them interested in their field of work.
Bruce Tuckman’s Model
Dr Bruce Tuckman’s model on team development is another way of looking at how the process of building the ideal team should turn out. The process consists of five parts; forming, storming, norming, performing and adjourning.
The forming stage is when the team first meets and gets to know each other, this is where they start to build relationships and, slowly, trust.
The storming stage is when the team gets down to work and positions and roles are handed out. Clashes may occur when members challenge decisions or “test” each other on their abilities. The team has to be focused on its goal to avoid relationship and emotional issues within the group.
The norming stage is where team members start to value difference within the group and mutual acceptance comes in to play. Roles and processes are clear and accepted and decisions are made through negotiation. By this stage trust should be formed and the leader should be respected and also act as a team member.