When people come together to pursue a common goal, there is bound to be friction. There has to be a prescribed head that will center everyone else. When one is chosen as that head, they must meticulously and effectively apply leading high performance teams tactics for absolute success. One thing that must be done right is communication. There must be open and honest communication between members and even the head. No none should feel muffled.
One of the characteristics of such groups is innovative solutions. Innovation does not just happen. It is born of sweat, blood and maybe some tears. One must encourage unusual thinking and ideas. They should not let the members feel constrained within a box. Foster a culture of out of the box thinking. A culture of crazy ideas. Some of the greatest innovations were created from perceived insanity. Like airplanes for example, how does one come up with a tin can that travels on clouds anyway?
In the same respect, ensure the group is a safe space to be intellectually insane. The group should accept and embrace such insanity. The members are people of superior intellect. People whose nature is to contribute. Create a platform and culture that supports active participation. One that leaves no member feeling useless and unfulfilled. Appreciate all the differences and diversity. Then turn that into a strength for the group.
As mentioned before, conflicts will happen. They will happen a lot and more often than not, aggressively. The best way to ensure they do not get out of hand and are constructive is to instill the culture of cooperation. Rather than having each individual present a mosaic of their own thought process, have them make a collective presentation of a solution. There should be a prescribed understanding on how to manage and handle conflicts. This understanding must be followed to the letter.
The Betari Box behavioral mode is especially important in this instance. It suggests that the attitude and behavior of one member can paint those of the others. That one improper member could soon turn into three and soon all. There is often a reason for the change in attitude and behavior. One should keep a close eye on that so they can address the issue before it escalates.
The head is not a school principal. It is not his or her job to push for deadlines and to punish tardiness. If one finds themselves in a situation where they are constantly pushing people, he or she needs to find the reason. Often it is motivation. Instead of pushing, try another approach. Inspire the members. Start a fire within them to work and work hard. Appeal to the parts that led them to join the group in the first place.
Do not be a person who preaches wine and drinks water. Lead by example. Arrive for meetings on time. The leader of the team is a member first before they are a leader. The sole purpose of a leader is not to have an overseer who only does that and nothing else. Contribute just as a regular member would. Only step in as head when required to.
Be a beacon of trust. Every member should feel like he or she can approach the head of their group with anything. Even those personal matters that are bound to affect the work. Be the sounding board. Be the mediator. Be the hand holder. Be the driver.
One of the characteristics of such groups is innovative solutions. Innovation does not just happen. It is born of sweat, blood and maybe some tears. One must encourage unusual thinking and ideas. They should not let the members feel constrained within a box. Foster a culture of out of the box thinking. A culture of crazy ideas. Some of the greatest innovations were created from perceived insanity. Like airplanes for example, how does one come up with a tin can that travels on clouds anyway?
In the same respect, ensure the group is a safe space to be intellectually insane. The group should accept and embrace such insanity. The members are people of superior intellect. People whose nature is to contribute. Create a platform and culture that supports active participation. One that leaves no member feeling useless and unfulfilled. Appreciate all the differences and diversity. Then turn that into a strength for the group.
As mentioned before, conflicts will happen. They will happen a lot and more often than not, aggressively. The best way to ensure they do not get out of hand and are constructive is to instill the culture of cooperation. Rather than having each individual present a mosaic of their own thought process, have them make a collective presentation of a solution. There should be a prescribed understanding on how to manage and handle conflicts. This understanding must be followed to the letter.
The Betari Box behavioral mode is especially important in this instance. It suggests that the attitude and behavior of one member can paint those of the others. That one improper member could soon turn into three and soon all. There is often a reason for the change in attitude and behavior. One should keep a close eye on that so they can address the issue before it escalates.
The head is not a school principal. It is not his or her job to push for deadlines and to punish tardiness. If one finds themselves in a situation where they are constantly pushing people, he or she needs to find the reason. Often it is motivation. Instead of pushing, try another approach. Inspire the members. Start a fire within them to work and work hard. Appeal to the parts that led them to join the group in the first place.
Do not be a person who preaches wine and drinks water. Lead by example. Arrive for meetings on time. The leader of the team is a member first before they are a leader. The sole purpose of a leader is not to have an overseer who only does that and nothing else. Contribute just as a regular member would. Only step in as head when required to.
Be a beacon of trust. Every member should feel like he or she can approach the head of their group with anything. Even those personal matters that are bound to affect the work. Be the sounding board. Be the mediator. Be the hand holder. Be the driver.
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