PRODUCTIVITY: HOW TO LEAD A TEAM TO ACHIEVE A DESIRED RESULT



Have you ever lead a team to execute a task successfully? A majority of us have been involved in this assignment at different points in our lives. At some point, we have been in some groups, established a business, managed a team at our workplace, led a family activities and the like.  All of these circles are teams. Leading a team happens in different spheres of life.

Maybe we have done it and succeeded or failed in some areas, it’s no big deal. What matters is the guts to take up the responsibility; as you keep at it you get better. In the course of leading these teams, there are some key areas we tend to ignore or overlook that are crucial to the success of the team.  

All the same, here are some basic ways a team can be lead to achieve a desired result: 

1.HAVE FAITH IN THEM: “Faith is believing in the unseen.”  Believe in them even when things are not right. Your faith in them will propel them to attract the results you desire.   Learn to delegate to them and trust them to deliver.

I once worked with someone that does not believe in his people. Priority to working with him, I was asking myself some questions about the organization; they were not making significant progress yet he (the head) was good at what he does. On getting close, my questions were answered by what I saw. He never saw anyone good enough to accomplish any significant task, and so he withholds tasks. Even when he ends up giving them out, he interferes in the activities, which causes ‘job traffic’ and other negativities.

You cannot deliver every task in your team alone, let alone making the team to succeed all by yourself. The truth is a leader that does not believe in his people is seen as a bad leader.

Always see them as people who can deliver, any day, any time, even when they lack abilities in some areas.  Allow them to make and learn from their mistakes.    

2. INVEST TIME IN THEM. People naturally like attention. No matter how busy you get, make out time for them collectively and individually and you’ll reap in multiple folds.  Get to know them beyond the job- fears in life, pain, background, goals in life, present obstacles, threats to their jobs and lives, and many more. Spend more time with your top performers.

3. MOTIVATE THEM. This is one of the major roles you need to concentrate on, as a leader.  You are there to bring them up in their low moments on the job. Even when they are doing well, do not think they’ll maintain that momentum continually without your motivation.

The truth is, you are to motivate them more at peak performance. No matter how bright or storming the present may appear, provide them with a promise of a better tomorrow. Give hope to those that seem hopeless. Use encouragement to reinforce hope.

4. EQUIP THEM:  Equipping your team has to do more with training, informing, guiding, logistics, and so on.  There is a saying that goes thus: “If you don’t train them, don’t blame them.” The benefits in training a team cannot be overemphasized.  Over time, Teach them the things you know and they don’t know about their job, the organization, prospects and customers and the like. 

Provide the necessary tools they need to execute their job. This is where most leaders fail. They think by withholding most of the tools meant for their team, they’ll be saving cost and their team members will not get used to having everything for their job. 

This is not true. When you withhold things, you lose things on the long run.  How? Activity is what creates or gives hope to productivity. When you trivialize some activities by withholding some support mechanisms, you hamper their flow, which results in poor productivity.

Also, do not leave them totally to themselves, assuming they’ll always deliver. You need to guide them sometimes.

5. CONFRONT AND CORRECT THEM WHEN NECESSARY.  Confrontation & correction puts them in check, but before you can succeed at this, you must show them love first. When people know that you love them they’ll be loyal to you.

6. SET GOALS FOR THEM: Goals inspires. It gives everyone in the team a direction and a sense of responsibility. Imagine a football match without a goal post.  Without goals, you’ll barely recognize the future or the required achievements when they come.

7. REWARD THEM: Reward them as at when due.  Reward has a way of motivating people. Though reward sometimes can be sacrificial; when you say you’ll be giving a reward for an achievement, try as much as you can to keep to it, even when it is not convenient for you.

I have worked with an organization that the management saw the reward for a tasked accomplished, even beyond target, as too big for the staff to take home. And so it was cancelled. Meaning, the management shifted grounds when it was time to fulfill their promise, even when the resources were over flowing.

I have also been with an organization that kept to their word for a task accomplished, even when there were changes in the economy that affected business, including the organization in question. At the time, everyone has already made up their minds to forfeit the reward, due to the economic situation, but the organization kept to her word.

8. RESPECT THEM: Showing them respect makes them feel important and special. Disrespect for team members, maybe because you are their leader kills moral. When you disrespect them, you trample on their ego and only little can be done by a man with a bruised ego. A team member with a boosted ego can do anything for you.

Also make respect for one another a culture in your team.

9. BE AN EXAMPLE TO THEM: Be a model. Ensure you do what you say; people are not after what you say but what you do. Let them look up to you in major issue, even outside of the job.  Your work ethics for instance, should be worthy of emulation.

10. KEEP GROWING:  Growth in life is a never ending journey.  “The day you stop growing, you start dying.” The growth that puts a leader ahead of his followers is ‘exponential growth.’ When you crave for this level of growth, your team will always be on the path of success.

Your growth is not enough for the team, without the continuous growth of your team members. You have the responsibility of ensuring your members are always on the path of growth.  To facilitate growth in your team, make learning and development a culture that must be adhered to.

11. BE SECURE: No rivalry. Complete yourselves and not compete. Some leaders think delegating some responsibilities will make them lose their positions as leaders. No, it would help grow the results of the team.

Larry Page and Sergey Brin of Google had the same phobia when they were to hire a manager to take care of the day to day activities of Google. In the year 2000, when they eventually took the bold step of hiring Dr Eric Schmidt, Google experienced a tremendous expansion to other parts of the world with increase in revenue and profit.

Also ensure your team members are secure with one another by building a friendly culture. Though competition is good to an extent, but it must be on check.  

Treat rivalry like a ‘snake’ in your midst, if your team must grow.  It is human for people in a circle to compete with one another, but it mustn’t be seen as a culture of your organization.  Ordinary rivalry when tolerated will result in fierce rivalry, which will be detrimental to your organization.
 
I have worked in an environment where the competition was intense and it wasn’t really healthy for the organization. Everyone was trying to project him/herself to be the best at the detriment of the organization.  I tell you: the atmosphere was always tensed; strive was the order of the day and it was very obvious to client/customers of the business.

Your team members must be made to understand that they are here to compete but to complement each other. Selling this notion to them will save you and your organization a lot of ‘mishap.’

If you’re an entrepreneur, employ your weaknesses, i.e those that will complement your weaknesses.

CONCLUSION:
Leading a team to success may not be as hard as it seem if you can include the basics to whatever style you’ve always used. To make things better in your team, sieve your style by taking off the non-effective methods you use and add the basics discussed here. Doing this will give you not only tremendous result, but also earn you a  track record of continues success in your team.

Maybe you are using these methods already. I urge you to intensify your use of these methods and you’ll definitely have continual success.




No comments

Powered by Blogger.