Category Archives: Teamwork
February 17, 2021 The Best Teams are Accountable Teams
It’s easy to let a few things slide. It’s easy to ignore a few missed deadlines, a few late meetings. But little mistakes can easily snowball into major issues, and soon you might find yourself having some tough conversations to straighten things out.
That’s why it’s best to draw a line in the sand right away and hold your team members accountable for their actions.
As a leader, enforcing accountability is part of your role. Not only does it help projects and tasks run smoothly, it also improves relationships among team members. Those who always complete their assignments and meet their deadlines might begin to feel bitter toward those who do not. It is up to you to convey that everyone is on the same level and will be held to the same standards.
To hold your team accountable, follow these Do’s and Do Not’s:
DO make your expectations clear. Set clear deadlines and make sure everyone understands their task or role.
DO act swiftly and fairly if someone falls short. Call that person into your office, ask them why they failed to meet expectations, and discuss disciplinary actions which fit the violation (failing to complete an assignment for a client is much different than showing up two minutes late for a meeting).
DO make reasonable exceptions. If someone spaces on a Zoom meeting because their child had a medical emergency, that’s understandable. If, however, this becomes a repeated pattern, it’s a good idea to have a frank and honest conversation with this person.
DO NOT play favorites. Everyone should adhere to the same set of expectations.
DO make consequences clear. Failure to deliver might directly affect a person’s bonus, lead to a restructuring of their responsibilities, or (in worse-case scenarios) lead to a dismissal.
DO NOT hold yourself to different standards. You are also part of the team.
DO hold one-on-one meetings to convey the seriousness of the matter.
DO convey that accountability is an important part of teamwork, and set your expectations right away.
Accountability is a crucial component of any effective team. Team members should not only feel accountable to their team leader and clients, but also to each other. The best teams are like a rowing crew—they’re all in the same boat, and need to work together to make it move forward.
MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE.
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.
Tags: accountability in workplace, holding teams accountable, leadership and accountability, margaret smith career coach, margaret smith leadership, methods for holding team accountable
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- Posted under Better Business, Teamwork
January 29, 2020 A Better Way to Problem-Solve
“If I had an hour to solve a problem I’d spend 55 minutes thinking about the problem and 5 minutes thinking about solutions.”
Albert Einstein
If you’re like me, you enjoy brainstorming sessions. I’m energized by the creative process—tossing ideas onto a white board and seeing which ones stick. This is typical “yellow energy” behavior (see my post on the four Insights Discovery color energies to learn more). People like me enjoy spontaneous problem-solving, talking through difficulties, and offering off-the-cuff solutions. We also tend to adopt whichever solution seems like the best option, without overthinking it or plunging too deeply into the analytics.
People on the other end of the spectrum (those who tend to lead with more blue energy) are not terribly fond of this method. They like a more analytical approach…and if a solution is offered, they will examine it closely to determine whether or not it might be a viable option.
Neither method is wrong, but both are lacking something in their approach. Some experts argue that focusing too much on solutions is the wrong way to go about problem-solving in the first place. They claim that you (or your team) will ultimately arrive at a better solution if you live in the problem for a while.
The thinking behind this claim goes like this: You can’t really come up with a good solution until you understand the problem inside and out. So, instead either of tossing ideas up on a whiteboard OR getting analytical with potential solutions, this method calls for all parties to take a step back and examine the problem in front of them.
Author and Stanford professor, Tina Selig, calls this approach “frame storming.” She believes that if you want to unlock innovative solutions, you have to “fall in love with the problem.” By spending more time considering the problem, you are more likely to take into account all the factors that are at play. Who is affected? How? Does this particular problem create other problems? Would one type of solution only partially solve the problem or, perhaps, solve it for a short period of time?
Considering the problem might be a way to bring people like me (yellow energy!) together with more analytical types. This approach forces everyone to slow down and consider the dilemma in front of them, before moving to take action.
So, next time you and your team are faced with a sticky problem that requires an answer, try “frame storming.” Agree to spend more time immersed in the issue at hand before even considering moving to a solution.
MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE.
NOW LIVE: CHECK OUT MARGARET’S NEW ONLINE LEADERSHIP COURSE.
Tags: better problem solving, better team dynamics, better team problem solving, consider problem to solve, frame storm not brainstorm, margaret smith career coach, problems before solutions
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- Posted under Communication, Teamwork
October 16, 2019 Is your definition of “value” too narrow?
How do you measure value? Is it in the skills your co-workers bring to the table? The projects you are able to complete? Is it strictly monetary? Different groups of people have different ways of measuring value and success, each with their own unique spectrums and criteria. If you only determine value from one perspective, it may leave you unable to recognize the skills and true value your employees bring to the table. If you find yourself stuck in such a rut, here are some different approaches you may want to consider when measuring value:
1. Engagement
Too often, teams’ leaders don’t take into account the level of engagement a given project will inspire among their team members. When selecting projects or assigning tasks, you may find it helpful to weigh your decisions on a scale of value that places that engagement above other elements. Work that excites your team will create a more efficient and productive flow.
2. Personal
What are your own motivators for doing the kind of work that you do? If you decide to take on work that is uninteresting but lucrative, what do you stand to gain by earning that money? Too often we set aside our own interests and priorities to follow procedure or defer to someone else’s interest. Your time as a professional is valuable and cannot be given back. Take this into account when determining the value of prospective work.
3. Constructive
What does your team stand to gain as a whole from a project? Is there an opportunity to call upon skills someone has been developing, or will there be any kind of collaboration with professionals in a different field or department? Often opportunities are valuable not just in the work they provide but from the skills they allow people to build upon from their undertaking. If you take a step back to measure value in this way, take stock of these big-picture benefits that may otherwise go unseen.
4. Monetary
Of course, some work is more straightforward in value and function. Teams cannot operate without a budget and opportunities must often be weighed against the most important benefit they bring to the company: resources. While money doesn’t need to be a driving measure of value, it should certainly be taken into account.
5. Public Facing
What does taking on a potential project mean for your brand? For the way people view yourself and your fellow employees? Social media and reputation are a valuable commodity in the digital business landscape and must be curated with care. Controversy or the appearance of dubious ethics can impact even the largest businesses. Don’t undervalue this important piece of social currency.
Value is subjective and multifaceted. The more ways you’re able to consider what is valuable in your organization will help put it in a stronger position tomorrow than it is today. Don’t be afraid to sit down and consider all the possibilities!
MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE.
NOW LIVE: CHECK OUT MARGARET’S NEW ONLINE LEADERSHIP COURSE.
Tags: defining success, defining value, individual strengths, margaret smith career coach, Margaret Smith licensed Insights practitioner, measure success, personal strengths
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- Posted under Leadership, Organization, Teamwork
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