Working as a team is hard. The dynamics are ever changing. It really doesn’t matter what you are doing – if your team isn’t connected, they will not be performing as well as they could, nor will they be fulfilled in their work. Here is what you can do to help increase the teams trust and connection:
Help Them Understand and Appreciate Each Other.
Come together as a group and discuss how you, as individuals, want to be communicated with. Learning to understand what others appreciate about you provides imperative insight. This can be done on a consistent basis or completed at a meeting/retreat and then reinforced throughout the year. People don’t realize the contributions that they make to the team. It is imperative to help these members see their value and to reinforce the appreciation from others within the team.
Find Out What People Need.
Have your team develop ways to acknowledge accomplishments. Appreciation styles vary and often we are guessing how someone wants to get recognition for their work, energy and contributions. Simply ask and then reinforce by following through with what they asked for.
Talk About the Pink Elephant in the Room.
This can be done in a way that is appropriate and professional (even though it is scary). You want to encourage team members to say what is true for them and what they need instead. For example it could be “When you send me an email that says ‘People, we need to get it together’ my team shuts down. I realize your frustration but could we address the situation in person or word it in a way that doesn’t put defenses up?” You are not putting someone down, rather just saying what is true for you and offering another way for the person to get their needs met.
Create the Vision.
Have something the team can collectively work towards that answers to the bigger vision. For example, this might be how they want to work as a team or something that inspires and speaks to each person on the team. The key here is to consistently remind the team of the bigger vision so they can stay connected to it.
Define & Practice Behavior.
Define how you will treat each other in many situations including when times are stressful. Practice these behaviors and debrief with the group. Catch each other doing things well.
This month I encourage you to start this discussion with your team. Think about what you need and how find your team’s unique path to getting there. Let us know what has worked for you and what others could try to implement with their groups. All of this helps us move towards a “real” and civil workplace – one customized by the team and empowered by the people within it.