The Basics of Team Building

Source: I.C. Collins / TechAutoCareers.com®

Working with teams, whether as a leader of a single team or a
manager of several teams, is an essential part of a manager's job.
Teamwork has become the preferred practice in many organizations, as
traditional corporate hierarchies give way to flat, multi-skilled
working methods.

A true team is a living, constantly changing dynamic force in which
a relatively few or even large number of people come together to
work. Team members discuss their objectives, assess ideas, make
decisions and work toward their target goal together.

As the boss, do you involve your team members in all of the above,
or do you run the business as a "Lone Ranger" or, even worse, a
dictator?

All successful teams demonstrate the same fundamental features:
strong and effective leadership; the ability to establish precise
objectives; the ability to make informed decisions and act quickly
on them; the ability to communicate freely (an area where many
managers fall short); the ability to master the needed skills and
techniques to complete the project at hand; the ability to provide
clear targets for the team to work toward, and, above all, the
ability to find the right balance of people who are prepared to work
together for the common good of the team. Each and every one of
these items is extremely important to building a successful team. To
this list, I'm going to add one more: the ability to have fun while
you're practicing all of the above.

There is no limit to the potential of a good team…or business. Given
an "impossible" task, good team members will reinforce each other's
confidence level as they seek to turn the impossible into reality.
The collective ability to innovate is stronger than that of the
individual because the combined brain power of a team, however small
the number, exceeds that of any one person.

It's important to try to create a friendly environment within the
workplace. When team members like each other, they will be more apt
to work together as a team.

As the boss, you might create venues that help foster friendships
between employees. You can do after-hours activities, have a dinner
out, go to a ball game, etc. You can plan company outings that
includes employees and their families.

Setting goals for both individuals and for teams is paramount to a
dealer's success.
In an effective team, all members know their roles thoroughly.

While each individual focuses on his or her own individual
strengths, skills and roles, each person must also contribute to
the "togetherness" of the team. It is the responsibility of the
dealer or manager to see that this happens.

Steps for Team Leading

The main task and function of the leader is to achieve the goals of
the team (business). If you are a team leader, you can ensure that
team goals are achieved through the following processes:

Planning the roles to be filled and selecting the appropriate
individuals.
Leading the team in meetings, starting with a discussion of team
objectives and values.

Ensuring that targets are met and that values – above all, the
values of working collectively – are observed by the team.

Analyzing and correcting failures swiftly and surely, but always
remembering to celebrate the successes just as enthusiastically.

Carrying the responsibility of representing the team loyally to
others, both inside and outside of the organization.

The following is a list of bullet points that are related to really
good team building.
Compare your talents now – and set your goals:

Be aware that each member has something to add to your team. Try to
delegate as much as possible to your team members.

Formulate team objectives carefully, and always take them seriously.

Remember that team members must support each other. Work hard to
develop strong bonds between members.

Break long-term plans and goals into short-term projects. Try to
consider the aims and needs of individual team members when setting
goals.

Assign responsibilities and timelines for each project.

Fix goals that are realistic, achievable and measurable to keep the
team and its members focused.

Remember that everyone on a team thinks in different ways.

When recruiting people for your team, look for their growth
potential. Encourage natural leaders to lead and continue to improve
their leadership skills. Find people with a good level of personal
skill and then help develop them.

Take people out of the team if they do not perform.

Empower your team members to make decisions.

Acknowledge and celebrate individual and team successes. Telling
individuals they did a good job will build morale.

Try not to reject ideas from individuals or the team without frankly
and fully explaining why.

Be sure your team knows who is in charge by being fair, firm and
consistent in your management style. Treat everyone equally to avoid
creating any resentment.

Always conduct a thorough, open analysis when projects go wrong or
less than smoothly.

Ask people who bring you problems to bring you possible solutions,
too. If you ask people for their advice, be prepared to not only
accept it, but also act upon it.

Meet both informally and formally (performance evaluations) to
discuss individual and team progress.

If trouble is brewing, deal with it quickly. Use dispassionate fact
finding as the best method of defusing conflict.

Invest in appropriate technology.

That's a lot of valuable information. I hope it helps you with your
team building.

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