Unveiling the Alchemy of a Remarkable Team
Key ideas are taken from George Couros’: 4 Secrets of High Performing Team – posted on his blog.
But first, ask the question if you genuinely need a team for this task?
Teams may not always be the productivity powerhouses we envision them to be. Imagine assembling a team for a task only to find yourself stuck in a never-ending chain of emails, coordinating meeting logistics, and sitting in protracted meetings discussing what you are going to do rather than doing it. It begs the question, is a team really required?
The project requires a team. How do you make the group a remarkable one?
Good teams are essential in finding creative solutions to complex problems. In the current economy, where many jobs involve interacting with others, collaboration, performing well with colleagues is key to attaining growth and success.
It is said that up to ninety percent of a team’s success is determined before the members begin with the work. How so?
The initial interactions among teammates and how they divide their responsibilities and the tasks are very important in the team’s success. The members of the team need to agree on common codes of conduct and shared expectations of how members will work together, share what each has to offer, and collectively engage with group purpose. This groundwork can account for up to 90% of a team’s destiny.
Team Effectiveness
An important find from research identifies the 60/30/10 Rule as a formula for team success, whether it is in business, sports or in education.
60 % of a team’s success is, “Who is on the team?”
- Identify talent or potential for talent. Is there an “expert” on the team or a “rough diamond”? The “diamond” may be a bright person struggling in spots where they are set up to fail,yet may be the gem on the team.
- There is an argument to be made for having a person on the team who likes to challenge ideas, acting as a catalyst for improvement. This is someone willing to say, “This is ridiculous”, “We need to change”, “We have to do something different — and here’s my idea.” A team needs someone willing to point out the deficiencies in the team AND (very important) work to find solutions to improve.
- Team interaction is where the rubber meets the road. A team’s success lies in how members of a team feel about each other. Every person has to be able to develop a relationship with everyone else on the team. However, it is a fallacy to believe that everyone must be friends. It is the team’s small wins and their performance that drives the quality of the relationships.
30 % percent of it is how you set up your team.
- Clarifying roles becomes a golden ticket to making the 30% more effective. Teams work best when participants know their roles, while dispelling the myth that every role must be equal.
10 % percent relies on effective leadership.
- A huge part of team leadership is merely creating the right environment that fosters safety, vulnerability and purpose.
Safety
Alex Pentland at MIT says the thing that’s critical is “belonging cues.” When members of a team feel a sense of belonging then they can focus on working with others.
- Ensure everyone has a chance to speak.
- Ensure that people are paying attention to one another and making eye contact.
- Ensure that body language is respectful and everyone feels heard.
When all members of a team operate without undue hierarchy and everyone encourages honest feedback, people tend to be more open about confidently sharing opinions and thoughts without fear of judgement, even when views disagree. This, in turn, increases the team’s success at arriving at solutions more efficiently and effectively.
Vulnerability.
Making ourselves vulnerable builds connection and trust. Daniel Coyle in his article, “How showing vulnerability helps build a stronger team”, points out that it is how other team members respond to the expressed vulnerability that will make a big difference. Do the others pick up on the expressed vulnerability and then reveal their own or do they ignore it and pretend they do not have any?”
Purpose
Good leaders help create a shared narrative, reminding the team of their goals and the impact of their work. Teresa Amabile at Harvard speaks to this. Visible progress, small wins, and the tangible contribution of each team member fuels motivation.
Keep your teams small for optional collaboration
Usually, five on a team is a good number. Teams should be as small as possible to get the job done.
Monitor occasionally
On average, the most effective balance is intermittent monitoring, preventing the feeling of constant oversight that can diminish morale.
Not all projects necessitates a team but for those that do, the benefits of diverse perspectives and feedback enhance efficiency and productivity.
Understanding the 60/30/10 Rule is important for leaders and coaches. The alchemy of a remarkable team involves assembling talent, interest, clarifying roles, fostering positive interactions, and creating an environment that nurtures safety, vulnerability, and purpose. Developing great teamwork skills is worth everyone’s investment.
Key Points:
Ask the unasked question: do you really need a team for a given project?
Creating A Team:
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Consider the 60/30/10 Rule when creating a team.
\ “Who is on the team?” - 60%
\ “How you set up your team” - 30 %
\ “Effective leadership” - 10 %
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Keep your team as small as possible.
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Focus on team Interaction
\ Foster positive initial interactions among teammates
\ Clarify roles; how responsibilities tasks are divided
\ Promote and ensure that how members of a team feel about each is positive, learning to like and respect each other.
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Team Leadership
\ Ensures an environment that is safe to express ideas and opinions without fear of judgement or put-downs.
\ Ensures that expressing vulnerability is encouraged and accepted.
\ Ensures everyone understands the purpose and goal for the team
by Marcia Banks
Sources:
Ideas are taken from George Couros’ blog
Links to other sources: