How To Build A Team Of Teams
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Over the past few years, there has been an explosion in the popularity of small groups or teams within companies. More and more employers are offering team building exercises or programs that require participants to work together as teams for events, projects, and activities.
Teambuilding is also very popular outside of work. Many corporations have organized retreats or workshops where group members must work together during the event. This can be for any number of reasons, such as having to coordinate schedules, share resources, or just because it’s fun to collaborate with others!
When done properly, teamwork is a powerful tool that enhances communication, collaboration, and productivity. It can even create strong bonds among people who participate in it. But only if everyone involved puts in the effort to contribute and work well with their teammates does this happen.
Many professionals find themselves in leadership positions that call for them to build teams and manage people, which can sometimes feel like a challenge. Being able to do both effectively will boost your career and personal success.
Building effective teams takes time, so don’t expect perfect results right away. However, you can keep trying until you get there. With some practice, you’ll succeed where other leaders fail.
Here are 6 ways to develop better teamwork under you and beyond you. These tips will help you for yourself and for those around you.
Make sure your team has variety in terms of skills and experiences
As noted before, being an excellent leader is about creating effective teams. But how do you do that?
One of the biggest things leadership experts recommend is having diverse skill sets on your team. This could be due to personal differences like race or gender, but also professional ones such as different positions or departments.
By having diversity, your organization can achieve many goals. For example, by bringing together people with various specializations, you increase productivity because there’s already someone else doing what they are good at. You get more done faster since no one is left idle or chasing after expertise that doesn’t exist.
At the same time, it builds camaraderie. If you have someone who knows this thing really well, you can learn from them! And if anyone ever needs help with something related to their area of responsibility, you're not so isolated.
Make sure your team communicates well
As mentioned before, one of the biggest causes of internal conflict is poor communication. When people do not talk about things, it can create stress for those around them.
This is particularly true in the workplace, where there are often larger groups that include different departments or individuals.
If you look at any large organization, you will find that certain teams seem to work more closely together and communicate more frequently than others.
These “team” units typically come together under a common goal or mission. This makes sense because they are sharing in that same objective.
However, just because two individuals are working towards the same goal does not mean that they share the same vision or strategies for achieving it.
When this happens, tensions arise as each person tries to push their own ideas onto the other.
As leader of these teams, make sure you are aware of what goes on inside your groupings so you can help prevent conflicts.
Facilitate conversations that may be happening outside of your presence and see if anyone would like some tips on how to speak with each other without tearing down your colleagues.
By being conscious of what is going on around you, you will be able to take steps to fix any problems early on.
Encourage team members to share their thoughts and ideas
This is an important step in creating, developing and maintaining teamwork. It can be difficult to ask people to contribute more than what you've given them before.
As a leader, you must develop trust that they will do their best for your organization and help bring out the best in others.
By sharing your knowledge and experiences, you are encouraging other individuals in your department or organization to do the same.
This creates an environment where everyone feels comfortable being themselves and knows there's someone around them who understands how they work.
It also helps them feel appreciated and valued.
You have to earn respect by providing it but once you have, you'll see it is never lost.
Make team members aware of the other teams within the company
As mentioned earlier, being able to identify what parts of your organization are struggling can help you create special groups that focus on improving those areas.
If there’s something that your department is not doing well, then why don’t we form an internal task force to come up with solutions to fix that problem?
That seems like a good idea, right?
Well, it is! And it can be done at no cost to the organization. All of the work will get done internally so there won’t be any wasted money or resources.
And even if the external group already has someone in place who is responsible for their part of the problem, this can still be helpful by bringing them together under one umbrella.
It could also inspire them to take more ownership of their area and improve things. Or perhaps they’ll find someone else in their department that they can collaborate with to solve the same issue.
Ask for their opinions on different teams
As mentioned earlier, your team’s leader can be anyone from manager to CEO to head coach to president to department chief to vice-president. If you are ever having trouble figuring out what everyone in your company does, ask around!
Ask your colleagues which departments they work in and find someone outside of that area that they respect so much as people. Then learn everything about how they manage their group of people and see if there is anything similar to those strategies in yours.
By asking questions like these, you will not only get great advice, but you will also identify potential weaknesses in leadership styles at your organization. The same goes for getting insights into possible career paths for yourself.
Your peers may have already found something that works for them and could offer tips or even help you develop your own style. You never know when a mentor might come through for you!
In fact, taking an hour every week or two to simply talk with coworkers can do more than just inspire conversations about jobs and careers — it can strengthen relationships and teamwork.
Ask them to share their thoughts on the next team
The second way to identify potential team members is by asking people about themselves. What are your strengths? What do you like doing? What subjects are you studying? When was this person’s biggest weakness that they overcame? These questions can help you learn more about someone, and how they function as a member of the organization.
It’s also an excellent way to know what things matter to individuals in their career. By finding these qualities and skills in yourself or others, you can determine if there’s a common ground and whether it would be mutually beneficial for both parties.
Always look to improve your team
As mentioned earlier, being able to develop a team of people that work together as a unit is one of the most important things you can do as a leader.
As a leader, your job isn’t just to make sure everyone knows what their position is and performs it well, but also to help them grow and learn so they can fulfill their potential.
This doesn’t mean simply giving them orders every time, but creating an environment where people feel comfortable asking questions or seeking advice from those with more experience than themselves.
By doing this, they’ll be much more willing to listen to you and contribute towards solving the problem at hand.
If someone raises their concerns about something, acknowledge and address them, if possible, then talk about how you could fix the issue and what steps need to be taken next. This way, they’re not feeling ignored and get some answers.
Improving the team members’ skills and leadership qualities is a worthy goal for leaders.
Take leadership positions within the team
As mentioned before, being an excellent leader is about serving others. But what kind of leader you will be depends largely upon your own inner leadership qualities – how you motivate yourself and other people, how you handle responsibilities, and what level of commitment you have in relationships.
As a senior leader, you can choose to lead by inspiring action or creating dependence, or you can go after both at once. You can also choose to focus more on results or motivation, or you can do both of these things.
Whatever style of leadership you want to develop, remember that it’s not about you —it’s about helping others achieve their goals. It’s about bringing out the best in them, encouraging them, and keeping them motivated.
Your success as a leader comes down to your effectiveness in leading others.