A perfect team is oxymoronic. Tweaking the organization and team members to elevate results is the new urgent message where uncertainty is the new normal. In stable times organizations could toss team members together hoping something might happen. Those were predictable times. Instead today managers everywhere must confront the new realities shattering change exponentially. That is why your teams are important.
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They represent a body and an individual. Below are ten strategies for developing your team now:
- Research has found that even the least powerful employees will commit to finding ways to make their organization more efficient if given the autonomy to make decisions and execute the improvement measures they find most useful.
- Managers are advised to act more as coaches, giving direction and support, and trusting that frontline employees, who are the experts on the ground, know better which improvements ultimately work in the best interest of the organization.
- Employees will be most committed to the organization when they feel their day-to-day work environment is autonomous and when they trust leaders to have their back.
- Feelings of power and the reciprocal trust in leadership in turn lead to proactive behaviors by frontline employees, as they’re likely to take charge in continuously seeking ways to improve their day-to-day work practices that lead to organizational efficiency.
- While a company-wide effort of making employees feel autonomous and trusted yields the greatest benefit in employee commitment, managers can start with their own team members
- Encourage others to share their unvarnished views on important issues, delegating and sharing leadership, assigning managerial tasks, communicating frequently, and allowing for mistakes to serve as learning opportunities.
- Empower employees and develop them into independent thinkers who aren’t afraid to take risks and actively contribute in moving the organization forward.
- People instinctively crave higher status. You can make that seemingly powerless person feel better about their job and their duties by giving them some choice, in the way they do the work or what project they work on.
- People need to believe they have a sense of control over their situation, particularly in times of change and uncertainty learned helplessness,” where they basically stop trying.
- Giving people choices over their environment actually extended life by years, according to her studies conducted among the elderly in nursing homes.
Adapted from Harvard Business Review.
Jim Woods is a leadership development and training consultant deploying his unique abilities in character based training and strategy.
Jim is president of InnoThink Group a human resources and leadership management consulting firm | Skype ID – jim.woods79 http://www.innothinkgroup.com Click here to schedule an appointment.m. He has an absolute passion for people development and are constantly refining and adapting his programs in order to ensure that they have the maximum impact on those we serve.