How are procedures useful to teamwork? How can they be a hindrance?
Does the team have shared work procedures? What is seen as strong personalities may be competent people doing what they think is right – in many different directions.
Making the Decision on how the Team Decides
Managing and working on teams the procedures being used must be known, shared and understood. What are often seen as ‘personality conflicts’ are usually just people with unknown procedures on how to accomplish the work.
Responsibilities are defined Whenever there is confusion we discuss and resolve the situation
Role Clarity: In every situation, we know what we and others on the team are supposed to be doing.
To Do In Progress Complete – Project Management and Team Building Activity
What is it?
A visual progress chart. The project-team uses post-it notes to write the tasks in succinct language. Then as the work goes from To-Do –> In Progress –> Complete they move the post-it notes as needed.
Our board has become exhausting
There comes a point on every team when you have to decide, ‘do I keep fighting this fight & move to improve the whole team?’ Or ‘do I focus on myself & my work knowing that I’m doing the best I can & that is enough?’ … Not an easy choice and one that you must consider in order to stay mentally healthy & do your best work.
The Team That Parties Together Does Not Necessarily Get Their Work Done
It is nice if people at work are all friends, but not necessary.
It is necessary that people at work know what the Goal is and understand how the work they are doing contributes to accomplishing that goal.
Role-Relationships Make Teams Successful, and Managers Less Stressed
People on work teams don’t have to like each other, but they must be expected to help each other with respect to the work being done. What is often seen as ‘personality conflicts’ is really a symptom of poorly defined roles within the work. Define the roles and the personality issues disappear. Allowing the team and you to get your work done, and to stop having to play mediator.
Establishing the Goal is NOT Enough
Many times planning stops at Goal-Setting. Then managers are surprised when (if) the goal is completed it is late, over budget, below quality and the people fight the entire process. Roles (who will do what) and Procedures (how the work will get done) are necessary steps in the Goal Achievement Process. Ignore these steps at your own management peril!