We all know the benefits of teamwork; we also know how important it is to your business. But, why can it be so damn challenging and exhausting?
There’s so much information out there explaining all the benefits of well-oiled teamwork machines, and how to create effective teamwork. There are also tons of articles on all the
possible barriers. But, the actual work of putting teamwork into action for sustained bottom line results is a real struggle for a lot of businesses.
Cultivating teamwork in two phases helps make things a bit more manageable. If you are already doing any of these, you’re off to a great start!
Foundation Phase:
- Know your companies “Why” and hire for purpose and core behaviors. You can often train skills easily, but not having the right temperament, sense of humor and team player qualities can be a killer.
- Spend the time and resources necessary to properly onboard new team members and do this consistently for every single new hire. Cross-training, job shadowing and having a true understanding of the purpose and core behaviors of the organization pays huge dividends in the long-run.
- As leaders you need to set the tone and layout the cultural expectations right from the start. You can’t be a bystander and you can’t leave this to chance or have variations from manager to manager in your organization.
- Walk the talk and set the right example by working and making decisions collaboratively with team members and managers.
Reinforcement Phase:
- As leaders, you need to constantly reinforce the cultural expectations, stay consistent and hold everyone – even your managers, equally accountable. This is what builds trust over time and trust is crucial to developing true teamwork in your organization.
- Every leader needs to be aligned around the purpose and core behaviors. This takes consistency, transparency and communication.
- Create opportunities for team members to work together on projects, set increasingly challenging team-based goals, make sure every team member knows they are valued and plays a part in the success of the project.
- Provide opportunities for team members to achieve and fail. Encouragement when someone makes a mistake and is willing to take risks needs
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to be rewarded and recognized.
Installing these phases into your culture will help create the right conditions to allow ideas and let your team members flourish, come together and truly feel empowered. All of this builds trust, encourages healthy risk taking, fosters creativity, blends complementary strengths and promotes a wider sense of ownership. When all leaders and the vast majority of team members are aligned, you will start to see a natural evolution of healthy attrition which encourages those who are not good culture fits to leave. They will feel the pressures of their positive team oriented surroundings to either step it up or find another job. If you are doing the accountability piece right, you can expect this process to move right along.