Beginning, find a problem and start to talk about it with the team; do not delegate it to an personal or small group, make it a project for everybody. Choose a simple, but distracting work-related problem and solicit everybody's views and suggestions. Next, get the problem solved. Demand urgency against a clear target.
There is no need to apportion large amounts of resource or time to this, simply grow the problem and make a trouble. When a solution comes, praise it by rewarding the whole team. Also, ensure that the facets of increased efficiency, productivity, and/or calm are highlighted since this will establish the criteria for success. When the problem has been solved, find another (preferably bigger) one and repeat.
Develop a Sense of Urgency
Team members need to believe the team has an urgent and valuable purpose. Building a sense of urgency and direction will help them know what their anticipations are. The more urgent and meaning the need to reach a goal, the more likely it is that a real team will start to emerge. The best teams define their performance expected values, but are flexible enough to allow changes to shape their own purpose, goals, and approach.
Set Clear Rules of Behavior
Teams develop rules of conduct to help them achieve their purpose and performance goals. Some rules you might want to consider:
* attendance - no intermissions to take phone calls
* discussion - no sacred cows
* confidentiality - personal revelations must remain among the team
* analytic approach - facts are friendly
* constructive confrontation - no finger pointing
* the most important - everyone does real work
Keep Them Informed
Challenge your team with fresh facts and information. New information causes a potential team to redefine and enrich its understanding of the objectives, thereby helping the team to set clearer goals.
Grow Together
Teams must spend a lot of time together (bonding), especially in the beginning. Yet potential teams often fail to do so. The time spent together must be both scheduled and unscheduled. Creative insights as well as personal bonding require unprepared and casual fundamental interactions.
Reinforcement Works Wonders
Exploit the power of positive feedback, recognition, and reward. Positive support works as well in a team context as elsewhere. For example, by being alert to a shy person's initial efforts to speak up, allows you to encourage continued contributions.
Other methods include
* Focus on both development and performance. Make teamwork the norm for all actions. Model teamwork in the way you conduct business and the way you interact with your colleagues.
* Use all your leadership tools, such as coaching, counseling, mentoring, tutoring, and concentrating on improving performance.
* Use informal marches, such as the way you commune, showing respect, and appreciating and celebrating their achievements.
* Your feelings must show commitment, loyalty, pride, and trust in your team.
* Share the credit.
* Create subcommittees for key areas and give them decisiveness making authority.
* Take turns having a different member facilitate or lead the meetings.
* Talk last in discussions, after you've heard from the others.
* Be clear about when you're expressing your own personal opinion, that of the organization, or that of the whole team.
Leadership shows itself in the inspired action of team members. Traditionally, organizations have assessed leaders by their actions and behaviors. But, the best way to assess leadership is by the degree to which people ringing leaders are inspired. It is this aspiration that leads organizations on to excellent carrying out, rather than mediocre performance.
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