Teams can be great fun, or a terrible disappointment. They can lose productivity if they are not given the accountability tools, achievement motivation, or performance coaching feedback that tells them they are on track.
Immediate achievement and feedback is best realized through the direct, dedicated support of team coaching, either through the team leader, or through an external coaching resource.
The reason I love working with teams?
Well, for one I can immediately see the effectiveness of team building activities or teambuilding adventures. I can on-the-fly catch someone doing something counterproductive and provide performance coaching feedback. That is why a teambuilding seminar has limited productivity without a keen, experienced facilitator.
The value of performance enhancement coaching, whether it comes from me as a certified coach or from an articulate and observant fellow team member of yours, is the key to team growth. Changing behaviors in a team environment requires recognition of the counterproductive behavior in action. Ergo, catch them in the act, and provide caring, meaningful feedback on what you see, and perhaps how to change.
The Issue of Trust
When I observe a team building trust, I look a little deeper.
Have you taken your team through trust building exercises that felt “weird?” It could be that they were too superficial, or more often, ineffective in developing the team. Trust. That’s a tricky one. See the Team Development Assessment link to learn more about your teams in the workplace.
There is a host of information about the way people influence others. Some call it personality styles, or the DiSC assessment, or social styles. Regardless, having a defined group leadership styles recognition is a pre-requisite to becoming a high-performing team. End of story.
If you decide to get outside coaching for leadership styles or for individual styles within a team, refer first to the Coachability link so that you can pre-assess the success potential for coaching.
In the meantime, and for some diversionary fun, use a Free Team Training Ice Breaker that serves as a trust-building ice breaker.
Some Indicators to Look For
Do you know what key attributes I look for in a team? Which ones tell me how far along they are on the road to a high-performing team? Here they are in a simplified list:
1) Openness of Conflict
2) Effective Leadership Styles
Visit the Team Development Assessment link to take the assessment and to learn more.