As a leader you need to find alignment between your team members’ goals and aspirations and the performance and results you count on them contributing.
In this and some following posts, I’ll be drawing from content in Motivate Your Team in 30 Days to help you “work on the process” so you can “enjoy the result.”
Work on the process. Enjoy the result.
- Dan Rockwell
A full-day team effectiveness meeting is a must. But what does it include? How do you prepare?
As a leader, first to yourself and then to others, you should have the desire to make things easy for everyone. One of the key characteristics of successful leaders is their ability to facilitate. Facilitation is any activity that makes tasks easier for others. Facilitation is used in business and organizational settings, and in consensus decision making, to ensure the designing and running of successful meetings and workshops.
Facilitation serves the needs of any group who are meeting with a common purpose, whether it be making a decision, solving a problem, or simply exchanging ideas and information. It does not seek to lead the group, nor does it try to distract or to entertain.
A slightly different interpretation focuses more specifically on a group that is engaged in experiential learning – learning from the experience. We will be making use of both, as we want to make it easy for you and your team members to develop an owner’s mentality, become more self-motivated and to create the ideal work environment.
First up is learning how to become an effective facilitator and to become skilled at conducting a compelling meeting. Let’s break it down starting with how you and your team will approach decision making.
How do you approach decision making?
While working in the corporate world I realized how quickly I became demotivated when I was told what to do. It was as if I did not know my job, was not trusted, engaged, or empowered, which are all necessary elements to create a high performing team.
Think about yourself for a moment:
- How do you like to be managed?
- Do you prefer to be told what to do, or do you prefer to be asked?
- Which is more empowering to you?
- How do you think your team members want to be managed?
- Did you not hire them, or inherit them, for their expertise?
- Who should know their job best, you or them?
- Should you not be consulting them, instead of telling them?
This is where the change has to begin in order to engage and empower your team members, and to get them involved in decision making. This requires trust in yourself and in your team members. - See more at: http://www.bobu.com/team-building-activities/engage-team-members-decision-making?
Do you and your company live trust as a practice?
If not, do you not trust yourself? Do you not trust all of your team members? Why would you want to move forward as a team without any trust? If you feel that there may be some lack of faith, consider what needs to be changed to regain that trust.
To engage and empower team members requires you to ask questions of them and listen intently to their answers. Challenge their answers and help them discover for themselves the real solution. When they discover the solution, they feel empowered; they take ownership and are more motivated when carrying it out. The same applies to decision making. Have a look at the following table with the three decision-making styles.
Which style do you think would work best for you and your team?
As mentioned, the subject of preparing to lead a team effectiveness meeting is found in my latest book, Motivate Your Team in 30 Days.
About the Author
Bob Urichuck is an internationally sought after speaker, trainer—founder of the “Buyer Focused” Velocity Selling System—and best-selling author in six languages.