People are different. They have different opinions and view on things. It is human nature. Having those people in one group working towards a common goal can prove difficult. They may agree on the vision and goals set before them but rarely will they agree on how to achieve said goal. The person sitting at the helm must have leading high performance teams tactics up his or her sleeve.
As the person at the head, often one will be tempted to play the expert card just o get things moving quickly. However, the head is meant to be the coach and not the expert. He or she is meant to help steer the group not provide solutions. The head is a member of the team first, teamwork should, therefore, be observed.
Rather than push everyone to perform his or her duties, inspire an inner motivation. Do not push but inspire and instill energy and enthusiasm in the mission. Ensure that the members know that their work is important and that they are valuable to your team.
Differences of opinion are inevitable. People who work together closely will often clash due to disagreements. The team leader must ensure to train the members to respect the person despite not agreeing with their opinions. To try as much as possible to see the view and not just dismiss. Respect for a group is paramount. Often the best idea merges two very unlike opinions. There should be no personal attacks in the event of a disagreement.
It is important to keep the team small. A smaller group will get along better. There will be more respect and appreciation in a small group. The more introverted people tend t slip through the cracks in big groups. Regulate the size of the team as much as possible. Do not maintain members who could be held on a consultative basis as opposed to full-time group member.
There is a common thing that group heads like to say- the only rule is no rules. This is a sure way to fail miserably. There should be a well-defined charter. One that is developed by the group as a whole. The charter will have a clear and precise description of the goals and vision. There will be rules of operation. There will also be a concise description of responsibilities and expectations for each member. This way, there will be a structure without stifling creativity and autonomy.
Meeting management is an essential skill. In many cases, some people will dominate the meetings. They do not mean to, their personalities just lead them to talk over others. Ensure full participation of everyone. For example, introduce speed storming. This is a situation where members pair up and try to develop an idea for a problem together. After a few minutes, the partners change up and do the same. Once everyone has interacted with everyone, the ideas can then be presented to the whole group and the floor is left open for discussion.
Celebrating achievements is a great way to motivate the members. How about share disappointments and embarrassments? A little vulnerability goes a long way. Allow the group to help each other overcome weaknesses. A group is only as strong as the members are. The purpose of a leader is to build strong members who join to become an even stronger group.
As the person at the head, often one will be tempted to play the expert card just o get things moving quickly. However, the head is meant to be the coach and not the expert. He or she is meant to help steer the group not provide solutions. The head is a member of the team first, teamwork should, therefore, be observed.
Rather than push everyone to perform his or her duties, inspire an inner motivation. Do not push but inspire and instill energy and enthusiasm in the mission. Ensure that the members know that their work is important and that they are valuable to your team.
Differences of opinion are inevitable. People who work together closely will often clash due to disagreements. The team leader must ensure to train the members to respect the person despite not agreeing with their opinions. To try as much as possible to see the view and not just dismiss. Respect for a group is paramount. Often the best idea merges two very unlike opinions. There should be no personal attacks in the event of a disagreement.
It is important to keep the team small. A smaller group will get along better. There will be more respect and appreciation in a small group. The more introverted people tend t slip through the cracks in big groups. Regulate the size of the team as much as possible. Do not maintain members who could be held on a consultative basis as opposed to full-time group member.
There is a common thing that group heads like to say- the only rule is no rules. This is a sure way to fail miserably. There should be a well-defined charter. One that is developed by the group as a whole. The charter will have a clear and precise description of the goals and vision. There will be rules of operation. There will also be a concise description of responsibilities and expectations for each member. This way, there will be a structure without stifling creativity and autonomy.
Meeting management is an essential skill. In many cases, some people will dominate the meetings. They do not mean to, their personalities just lead them to talk over others. Ensure full participation of everyone. For example, introduce speed storming. This is a situation where members pair up and try to develop an idea for a problem together. After a few minutes, the partners change up and do the same. Once everyone has interacted with everyone, the ideas can then be presented to the whole group and the floor is left open for discussion.
Celebrating achievements is a great way to motivate the members. How about share disappointments and embarrassments? A little vulnerability goes a long way. Allow the group to help each other overcome weaknesses. A group is only as strong as the members are. The purpose of a leader is to build strong members who join to become an even stronger group.
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