As a leader of a tempestuous team, you could be forgiven for expecting an independent and expert team coach to ‘sort’ team dynamics by way of a team-based intervention.
Your role as the leader, as well as the clarity with which you handle your team after the intervention, can make a big difference to the sustainability of the intervention.
So as leaders expecting changes from a team-based intervention that you haven’t directly been a part of, here are some tips post-intervention you can use in discussion with your tempestuous team:
1. Get clear on the outcome
2. Get clear on your role
3. Set expectations
4. Get them thinking for themselves
5. Have an agreed Escalation process
Escalation processes are often not part of the picture. Yet they are critical for a team whose members are expected to ‘sort it out’ themselves.
As leaders of a tempestuous team, our role as a leader does make a big difference to the sustainability of the intervention. And we sometimes don’t use it to our full advantage.
The benefit of spending time ‘being’ with each other as opposed to ‘doing’ things together. How this can forge deeper and more meaningful relationships.
In this weeks blog I’m going to ask you a question and have you reflect a little.
How often does the word ‘should’ feature for you? When you look at the world around you, do you have a strong sense of how it should be? Do you see what should be done in your workplace and what shouldn’t? Do you have a clear view on how people should behave or act or what they should do?
Or what about yourself? Do you have a strong view on how you should be? How you should act or behave? Do you have a strong picture of what is right for you? How you should and shouldn’t be perceived? How you should look or shouldn’t? Do you find yourself saying ‘I should do that’ or ‘I shouldn’t do that’ a lot?
This word ‘should’ seems to feature very strongly for some of us.
There is a saying, just because you feel guilty, doesn’t mean you are guilty. That’s the most important bit of information that any working mother needs to know. Guilt is a word that constantly pops up in conversation when we support mothers returning to work. Feeling guilty, or managing guilt tends to be a recurring… Read more
There is growing evidence to show that using an experienced team coach can lead to substantial productivity improvements for a team. The team coach, has a key role in encouraging its members to not only new heights of performance, but also satisfaction from quality conversations and a sense of belonging. A team can have all of the tools such as a team charter and values, ground rules, but if it is not using these effectively with good heart, then team sessions will not be something to look forward to, and will even be avoided. Team coaches are best secured through your networks of reputable providers who understand and are adept at working the dynamics of who’s in the room. Their presence has a big impact, so it is important that they are role models in their own behaviour. It is a different role from a one-to-one coach, since the team coach is very much cued into the vibe in the room. Experience counts for a lot.
Next time you are experiencing a desert of contribution, or frustration that there is untapped potential in the room, consider using a team coach. Good ones are worth their weight in gold.