The team leader is accountable for establishing comfort with the work and team members. They can establish this early by setting the following conditions for team members to feel comfort in the work and reciprocal helping relationship of the team.
A team-member without a clear understanding of accountability and authority within the team will have to be skilled at either persuading, forcing or bullying other team-members into working along to accomplish the goals.
Routine team work may just need to get accomplished quickly & be done.
Innovative or complex team work may require learning & risk that creates variations from normal work routines.
It was a great 2 days of consulting & team development, plus being in the Middle East was an amazing experience. The team leaders & managers of Zain Telecommunications impressed me with their knowledge, ability to find connections of the team building with their work, plus ability to laugh while taking themselves seriously.
The cooperation loop is a mindset of working to find cooperation…any size large and small and develop practice of building from that cooperation.
I argue that it works way better than the resistance loop and the results are greater for everyone.
An interactive workshop focused on developing internal communication processes with lines of accountability and authority for communication, collaboration and getting work done.
5 Steps to ensure that team-work gets accomplished and everyone knows what to-do.
As a manager, developing staff is your job. It cannot be delegated off to Human Resources, Organization Development or someone else. You are the manager. Your primary accountability is to add value to the team and staff.
Having a team in a new environment or working in a familiar environment in a new way, involved in team building activities and discussions. Will cause the team to behave As-If they are a team and the positive sides of team work will emerge. Evidenced through processing of having shared goals, systems-of-communication, people laughing, ideas being listened too and considered, etc…
Consistently I find that those that are seen as high-performers get more work. They come to be resentful of the extra work so they slow down their rate of production or lessen the quality of their work or stop trying so hard or fall into victimhood or seek to transfer out of the company all together.