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Inside A Successful Team
- 2. Webinar Info Follow-Up Expectations
- 3. Shannon Kluczny BizLibrary - Vice President of Client Services
- 4. Inside a Successful Team
- 10. Lack of clear goals
- 11. Poor measures of success
- 13. Poor cooperation or communication
- 15. Importance of Resolving Conflict
- 18. Perceptions of Unfairness
- 20. Change
- 21. 7 Qualities of a Successful Team
- 23. Commitment to a Clear Vision
- 24. Mutual Support and Encouragement
- 31. Define good performance. Describe current performance and behavior.Ask questions.Gain team commitment.
- 33. Describe current performance and behavior
- 34. Ask questions
- 38. Activities
- 42. Fresh
- 43. Laugh
- 44. Compliment
- 45. Energy
- 46. Incent
- 47. Recognize
- 49. Empower
- 50. Support
- 51. Be Quick to Change
- 52. Engaged
- 53. Creative
- 56. Managing a Team
- 58. Inside a Successful Team
Hinweis der Redaktion
- Jennifer:We are going to go ahead and get started.Thank you for attending the BizTopix Webinar Series!The purpose of this topic-driven series is to provide a fresh perspective; in a concise format; on a relevant topic that may be of interest to you or your organization. For today’s presentation we have reviewed and incorporated streaming, online and books content offered by BizLibrary.
- Jennifer:A few ground rules to review before we begin.For those of you calling in on the phone line, you will be muted; We do have the option for this webinar to listen through your speakers.if you have a question, please use the chat functionality.In the event we are unable to answer your questions during the presentation, we will contact you afterwards. The webinar will last approximately 1 hour.Following this presentation, an email will be sent to those that registered, including the audio recording, powerpoint slides, handouts and worksheets.
- Jennifer:I’d like to now introduce our presenter today: Shannon Kluczny, Vice President of Client Services at BizLibrary.Shannon has been with Business Training Library for 8 years and is integrated in the training industry. You can connect with Shannon or BizLibrary on Facebook, LinkedIn or Twitter.Shannon, I think we are ready to start.Shannon:Thank you, Jennifer, and good afternoon to all of you that are joining us on the audio portion and web portions of this presentation.
- Today’s presentation is “Inside a Successful Team”In preparing for the topic of team building, as Jennifer mentioned, I reviewed several BizLibrary courses and books. Upon reviewing my initial outline and areas to cover, I thought the best way to describe what a team looks like is to talk about my team. We’ll be sharing real life stories and secrets to a team that is not only successful in the business sense, but a team that has worked together through thick and thin and has overcome obstacles in the past several years to catapult ahead. I’d like to bring you into our world and share with you not only ideology of team but “Inside a Successful Team”
- Today we will discuss what obstacles teams may encounter.I’ll share 7 successful practices of a teamWays to manage a team towards success and once you get there, how to maintain it.
- Effective teams are a tremendous asset to an organization. But teams from time to time, may face certain challenges. When teams are disorganized, going through growing pains or have negativity can disrupt the overall purpose and goal.
- The most common obstacles that hinder team performance include: Lack of clear goalsPoor measures of successLack of ownershipPoor cooperation or communication
- Lack of clear goals – If a team does not have clearly defined goals or the team's members do not understand or believe in them, it is unlikely that the team will reach its objectives. The members of the team will lack purpose—and so lack motivation—or begin to pull in different directions. To find out if your team understands their goals- ask them. Ask specifics, ask questions to determine their understanding and their plan to achieve them.
- Another area of a lacking team is Poor measures of success – People need to understand what success should look like. They need to know the difference between effective and poor performance to adjust their behavior accordingly. If they don't understand why and how issues have arisen, they can't perform effectively. Consider a sales team. If they don’t have a goal to reach, or a way to achieve their goal, how will they know if they are a success or a failure?
- Lack of ownership – Team members need to take ownership of their own roles. This means knowing what the team must achieve as a unit, and each person's part in that. Without ownership, things won't get done, and people might not be supportive about other's needs. Every team within an organization serves a purpose. Every team collectively is working towards a common goal. Ultimately, each individual within a team has a piece of that common goal. Each person must understand how they are contributing to the overall goal to show ownership and prove performance.
- Poor cooperation or communication – When communication is poor, people may become frustrated about the behavior of fellow team members, but feel unable to express their feelings. This can create tension and a lack of trust. People may stop cooperating as personal agendas take over. Communication is a common challenge in business. The important thing is once you recognize a challenge in communication or cooperation, it must be addressed- not avoided.
- The competence of a team and its members is not a guarantee of its success. If not addressed, issues such as a lack of clear goals and ownership, poor cooperation or communication, and poor measures of success can lead to any team's disintegration and downfall. To ensure your team's success, you must identify these obstacles when they first occur, then work to overcome them.
- Another Obstacle that can get in the way of a team’s success is conflict. Conflict is common – it happens on almost every team. Conflict can be beneficial, if it's undertaken with respect and leads to results. But if conflicts go unresolved, teams can be negatively affected, which is why resolving conflict promptly is so important. You should resolve conflict for a number of reasons: when conflict is present, team members become unable to rationally process information they're givenconflict causes people to resist listening to other team members' ideas, especially if they don't really like the person doing the talking, andwhen conflict is present, team members waste time and energy dealing with the conflict instead of doing their work
- Causes of conflict and their effects To resolve conflict, it's important to know the causes behind it. Causes of conflict fall into several categories: unmet expectationsperceptions of unfairnessunmanaged diversitychange
- unmet expectations – When expectations about the work you're going to do or about your team leader and other team members aren't met, conflict can arise. Typically, unmet expectations are based on incorrect assumptions. And they're often subconscious – you might not even know you have the expectation until it's violated. The conflict happens when there hasn't been enough communication on the team about expectations, which can lead to misunderstandings. People can violate the expectations of team members in many other ways. A few examples are micromanaging, neglecting to give praise, being late for meetings, not sharing credit for work, and not responding to e-mails promptly.
- perceptions of unfairness – Sometimes a team member may feel that someone else on the team has received something he should have instead. Perceptions of unfairness can take many forms – for example, tangible things like recognition from the boss, a new laptop, the bigger office, a promotion, or a deadline extension. But perceptions of unfairness can also center on intangible things such as information about work or upcoming changes – maybe someone else was the first to know about a top executive leaving the company. The conflict usually has the effect of the slighted person seeking revenge, either covertly by holding a grudge or overtly by voicing her objections.
- unmanaged diversity – While many team leaders strive for diversity on their teams to create a balance of talent and personalities, this diversity can also cause conflict. One reason for this is cultural differences. When people take different approaches to solving problems, misunderstandings can occur. Another reason is that language barriers can hamper communication and understanding. Diverse groups of people are also bound to have conflicting goals. Teams can be composed of many groupings that contribute to conflict – age, race, education, religion, gender, and family status are examples, but so are departments within a company. Different organizational groups might be competing for resources, for instance. When diversity involving any of these groups is unmanaged, team members may refuse to collaborate, trust each other, or communicate openly about problems.
- change – Change can create friction on a team because people react to change differently. What may affect one person might have no effect on another. Some people resist change outright simply based on the fact that they hate change of any sort, while others embrace change enthusiastically. Some people accept change reluctantly only when persuaded that it's better than the status quo, and this can cause friction. Change can have a few negative effects on the team. When people who resist change drag their feet and refuse to cooperate, the whole team can get bogged down in decision making. And productivity may decrease as the team members resisting change try to come to terms with the new order.Conflict is common, but if it's unresolved, teams can be negatively affected. That's why it's important to resolve conflict promptly. Conflict can have several different causes – unmet expectations, perceptions of unfairness, unmanaged diversity, and change – and each of these causes of conflict can have negative effects on a team.
- I’ve identified The 7 qualities of a successful team.
- They are as follows:commitment to a clear vision mutual support and encouragement clearly defined roles win-win cooperation individual competency good communication a winning attitude I’d like to spend some time discussing each quality.
- We’ll start with commitment to a clear vision.The best teams have members who share a common understanding of the mission and vision, and have great clarity of how their mission and vision support those of the larger organization. I recently read about titled “The New Gold Standard”. Its about the Ritz Carlton, talking about excellent service standards within their organization. One of the chapters discussed everyone understanding the mission and vision of the organization. They have 20 principles that every team member recites daily in morning meetings- together as a group. At first, I thought, that is silly- but the further I thought- that is brilliant. What a better way to engage an entire team in verbally stating their mission and vision- repeated over and over, so it becomes a way of life at work.
- Mutual support within a team is an important part of team building. When members of the team enjoy genuinely good interactions and relationships with each other they will, as a result, find it much easier to provide each other with support for the common objectives they share. This mutual support and trust of individuals within the team will, in turn, help the team itself to function with more enthusiasm and effectiveness. Now I’d like to askJENNIFER TOWNSEND, Account Consultant at BizLibrary to share her experience with Mutual Support and Encouragement.
- clearly defined roles within a team is importantJob descriptionsLevels of expertiseEach team member knows their part and their Daily routineProcesses should be outlinedGoals, metrics, accountibilities should be communicatedKnow when to win or loseInformal team roles, such as committees or group projects must fit the team’s mission, mesh with the other roles, and match members’ personal talents and abilities.
- Win-win partners are groups achieving competitive advantage through collaboration and effort. The goal of win-win cooperation is to avoid conflict. The win-win does work only in two conditions: each group should have the same mind, and each must gain something. It requires mutual understanding, listening, empathy and trust, which takes time. I’d like to ask APRIL FLORES, Account Consultant at BizLibrary to share her experience with A Winning Attitude on a team.
- Individual Competency is necessary in a team. We all have different roles in a team- When building a team, it is important to ensure that the various skills of its members balance each other. One way to accomplish balanced team building is to select a group of individuals who are experts in different areas. In this way you will have a group equipped collectively with the diverse practical and theoretical talents that are needed to achieve the goal for which you are aiming. Sometimes, we don’t have the luxury of building teams from the ground up. Ways to work with an existing team are to Acknowledge Strengths and Foster Talent.Acknowledging strengthsPeople's performances often reflect their teammates' expectations. One of the strategies for bringing out the best in your teammates is to openly acknowledge their strengths. The key word here is openly. Acknowledging someone's strengths is good, but acknowledging them to her and in front of her peers or management is even better. Here are some suggestions of ways you can openly acknowledge a teammate's strengths: Don't just pull aside one of your teammates to express your appreciation of his effort to make a particular deadline. You may do so, but be sure to bring it up at the next team meeting as well. Fostering talentsAnother strategy for bringing out the best in your team is to help your teammates increase their abilities. This means offering them opportunities to shine and become better at their jobs.
- Good communication is a critical component of everyday business life, but an absolute amongst a team.A team is many voices with a single heart. Communicative team players do not isolate themselves from others; make it easy for teammates to communicate with them; follow the twenty-four hour rule; give attention to potentially difficult relationships; and, follow up important communication in writing. Take a moment to consider all the tools you might have available to help in your team communication- Email, Instant Messaging, Social Media, Meetings, inner office talkingI’d like to ask KATIE RUPPERT, Account Consultant at BizLibrary to share her experience with Good Communication in a team.
- We all can’t have a smile every day and there are some days we are down. But to have an over all winning attitude you will find encourages others and can quickly bring together a team that is all working towards a common goal.A person needs to have a winning attitude in order to be successful in his/ her life. Given below are seven suggestions that could build up a winning attitude in you: Passion – A desire, energy is needed as a fuel to reach their true potential. You should have a driving force deep within you to be successful. Belief – You should be able to believe in yourself that you can do it. Strategy - A strategy is your game plan in life. You should design a proper strategy to achieve your success without detours of life, to find the shortest distance between two points. Clarity of Values – Without a clear system of values for yourselves, it is impossible to believe in something with a passion that has no value to us. Energy - Great success cannot be separated from physical, spiritual and mental energy that allows us, compels us, to accomplish the most with what we have to work with. Bonding power – “to effectively communicate, we must realize that we are all different in the way we perceive the world and use this understanding as a guide to our communication with others.” Mastery of communication – To take charge and run your own mind.A positive mental attitude is an absolutely indispensable prerequisite for success. Your winning and positive attitudes determine how well you do and how far you go in life.
- The common thread linking these seven factors is communication and effective feedback. Without them, these factors are difficult to put into practice. To perform well as a unit, a team does not necessarily need exceptional talent. Simply understanding the factors that contribute to team success—and encouraging open communication—will bring your team much closer to its goals, and help it to deliver results.
- Everyone needs feedback on work performance. Giving feedback to individuals can be difficult, but giving feedback to a group of people can be even more challenging. Fortunately, there is a logical sequence to follow when preparing to give performance feedback to your team. When you are giving feedback to a team you should define good performance, describe existing performance or behavior, ask questions, and gain team commitment.Step 1: Define good performance.Step 2: Describe current performance and behavior.Step 3: Ask questions.Step 4: Gain team commitment.
- Step 1: Define good performance.Good performance doesn't just happen, so the first step in giving your team feedback is to define "good" performance. Everyone on the team must have a clear understanding of what constitutes good performance.
- Step 2: Describe current performance and behavior.The next step is to describe current performance and behavior. Whatever information you are feeding back to the team needs to be supported by a description of what happened, and how it relates to the performance that you expect. Maybe your team is falling short of your performance expectations, maybe they are exceeding your expectations. Regardless, you will want to be specific about what you are seeing and why it is important.
- Step 3: Ask questions.The process for giving team feedback should take into account the range of experiences, ideas, and opinions in the team. Therefore, when you are giving teams feedback about performance, you should ask questions. Questions help the team to arrive at an understanding of what to do next. Maybe your team needs to identify ways to improve performance or if they are exceeding expectations, how to sustain exceptional performance. In either case, you can ask questions to engage them in problem solving and trouble shooting.
- Step 4: Gain team commitment.The fourth and final step is to gain team member commitment to take action. Once you have suggestions and solutions in hand, you can proceed to get the team to agree about what should be done next and who will take what actions. This is an important last step if you want your feedback to produce visible results and changes. When these four steps are presented in sequence, you can deliver a clear, concise message about performance—what you expect, what you see, why you see what you see, and where to go from here. If you follow this process, your team members will understand what good performance is. They will know whether they measure up and what to do about it if they don't. This is the basis of effective feedback, and it will bring you the results that you need.
- 4 steps to managing a teamDevelop competenciesTeam building activitiesIncreasing team participationUsing reward and recognition
- Develop competenciesThe knowledge your team needs to succeed exists within your organization, or it’s readily accessible from outside sources. Team development is all about increasing performance levels, and training is an important part of that progression. Leading a team is more than just meeting performance standards, its also about determining your team’s potential for improvement with the right training.Successful team leaders continually push the performance bar. Throughout the team cycle, they watch for weakness and provide training to improve both individual and overall performance. In a successful team, members follow a pattern- work, evaluate, learn then work better.
- Team building activitiesA team is bound together by commitment to a common purpose. But within any team, you’ll find people with a wide assortment of personalities, skills, abilities and issues. As a team leader, your job is to bring those individuals together and build them into an effective, well functioning, coordinated unit.Team building is a goal-oriented process that develops interdependence, trust, commitment, and accountability among team members. But to put simply, its to optimize your teams performance.The purpose of team building is to control team dynamics- the internal motivating forces that drive your team’s collective behavior. Team dynamics can be positive or negative. As a leader, you need to understand these behaviors so that you can channel your teams enervy toward achieving the team’s goal.Team building activites are valuable tools to build solid and supportive relationships between team members and to improve communication skills.These types of organized activites are an important part of the team development for newly formed teams, teams that have become conflicted or teams or for teams with work that’s different from the past. Create TrustOpen Channels of CommunicationResolve ConflictTeam building activities include a wide variety of exercises, games, lessons and ice breakers. But the purpose of each team building activity you participate in is the same– to help your team members realize how they contribute to a positive dynamic. As your team members share experiences and work together to build common solutions to problems, they’ll develop appreciation and understanding of each other.
- Increasing team participationAll people have basic desire to find meaning in their lives. When members of a team have basic understanding of their purpose, they are more effective team members. They have a sense of clarity about what they’re supposed to be doing, how their work affects others and what value they’re producing. You can create meaning for your team members by encouraging their participation as active partners in the team. On a team, participation means taking part, joining in, and sharing responsibility with others. Participation by all team members is critical for the success of a high- performance team. As a manager, or team leader, you need to ensure full participation by your team members. This means that every member of the team will need to contribute, communicate, share information and make decisions. Your goal is to ensure 100% of the team members are contributing 100% to the team’s success. To do this, you must create and nurture and environment that shows team members they’ll get better results by working collaboratively.You can provide opportunities for input and creating shared roles.
- Using reward and recognitionIn today’s business, the responsibility for achieving goals and objectives is shifting from individuals to teams. Learning how to motivate a team has become an essential skill. Motivation is essential for your team because it creates the desire to achieve something. And achieving something- the goal- is the purpose of a team. Most organization have rules, regulations and policies about how employees are rewarded and recognized. Reward and recognition are tools for stimulating strong team performance. Motivation is a cycle.Reward and recognition create interest that stimulates action that leads to effort that results in achievement of the goal in order to receive the reward and recognition. Know that not all rewards and recognition will motivate the team equally. The key is identifying the right type of motivator for your team members to they’ll want to perform well and be rewarded.
- Team Success. Once you get there, you’ll know it.Your team will be working together like a well-oiled machine. How do you sustain the momentum?Here are some things that I believe contribute to my success as a leader and my teams success to perform.Interesting- Try to provide an interesting perspective on daily activitesFresh- Keeping it fresh and relevant is importantLaugh- We laugh a lot. If work is fun and engaging, then its more enjoyable. Take time to laugh and enjoy what you’re doing.Compliment- Take time to complement your team in different ways. It can be a quick email, announcement in a meeting, stopping by their desk- or simply saying great job. Energy- Set the example- have a positive attitude and genuine outlookIncent- Provide your team with little additional “extras” so they are pushing that final push. Recognize- Recognize the efforts and work that are taking place.Learn from Mistakes- Take a step back when things don’t go as planned- a learning oppurtinity for everyoneEmpower- Let your employees seek information and communicate freelySupport- Support them with other teams, employees, clients, etc- stand up for your employees and show that you back themBe Quick to Change- When something isn’t working, change itEngaged- Get Involved in day to day activities to provide interest and support to your teamCreative- Allow the creative juices to flow- have Brainstorming sessions, implement new ideas and encourage participationDevoted- If you show devotion and dedication, they will as wellPersonalize- Understand what your employees like and appreciate- and cater to them
- Today we discussed what obstacles teams may encounter.In discussing the 7 successful practices of a team, we shared stories of it in real life. We also talked about ways to manage a team towards success and once you get there, how to maintain it.Please feel free to call me directly if I can be of any support or guidance in this area, as I feel my team, as you have heard has displayed the areas of success.
- Lastly, I wanted to share with you my team- the core. These ladies are the reason I want to come to work in the morning. They each are so engaged and individual. They are committed to a clear vision of providing our clients support and valueThey offer mutual support and encouragement to me and each otherThey operate with clearly defined roles They support a win-win cooperation for the team, the company and the clients.They each have individual competencies and strengths They use good communication skills And ultimately have a winning attitude
- Today’s presentation is “Inside a Successful Team”
- Jennifer:Thank you Shannon for today’s Webinar on “Inside a Successful Team!”We will be sending an email this afternoon to all those that registered, including the audio recording, powerpoint slides, handouts and worksheets.Next Months BizTopix Webinar will cover Social Media in the WorkplaceIt is scheduled for Wednesday, June 29th at 1:00pm