Building A Team-oriented Culture
Engaged employees are excited and enthusiastic about their jobs
. They resist distractions, tend to forget about time and routinely produce significantly more than the job requires. They enjoy searching for ways to improve circumstances and volunteer for difficult assignments. Finally, they also encourage others to higher levels of performance. This encouragement is the foundation for what builds an exceptional team.
Teams are a necessity when it comes to business. Each member of a team represents a moving part of a larger project. Individuals that create a team are essentially experts coming together to form a super-group of knowledge and skills, and when working together productivity can be maximized.
A work culture is initially influenced by its leaders, and then implemented and developed by the employees that work within it. Creating a team building culture will ensure that individuals work together out of respect for one another, and that they keep a goal for the greater good of the company in mind at all times. In order to create a team building culture you need to assess each individual employee, assess the leader, assess the team as a whole, and create a culture that values engagement.
Cultures are made of individuals who share common practices, but despite shared attitudes, each individual will influence a culture based on their own perceptions of their environment. By understanding the individuals responsible for developing the work culture, business leaders can make better decisions and determine how certain decisions will affect the group.
Assessing the individuals will calculate each person's natural behavioral tendencies, personalities, preferences, and capabilities. This information can determine a person's role within the team, their leadership abilities, and how they will respond to a team dynamic. Understanding a person's manageability gives great insight into how they will perform as part of a team. The quantitative results act as a tool that managers can use towards the construction of a team-building culture.
Leaders hold the responsibility of laying the frame for the work culture. Their behaviors and attitudes shape the work culture, and provide a structure for further growth and development. By assessing each of your leaders, you can identify the top performing leaders and lesser performing leaders. A proven predictive performance pattern can be developed based on those leadership results.
The next step is to compare your leaders' results to the appropriate predictive benchmarks, so that you can accurately tell if your leaders are in the right job. Having this information enables you to make the decision of whether this is a selection issue or a development issue. Once leaders have been assessed, they should be educated or trained in ways to better impact the team building culture.
Next, assess the entire team. Team assessments will enable those in leadership positions to gain a big-picture perspective about the current culture. If the results indicate that the existing culture is not team oriented, managers can focus on areas that will encourage team building. Each employee brings a different skill set to the work environment, and a team assessment will allow managers to understand how those skill sets interact.
Once interaction pattern results are clear, it is easier to make adjustments to the current work environment. How the team works together directly affects the productivity of the company. With an overall understanding of where strengths and weaknesses vary, managers are then able to delegate appropriate adjustments in order to maximize efficiency.
Now that the three main elements have been assessed and understood, calculated steps can be taken to ensure that the work culture remains oriented around team building. The information provided by the assessments enables business leaders to gain insight into all of the working parts of the overall picture. This knowledge can be applied in ways that will encourage employees, and keep them engaged in their work efforts.
Employees who are engaged are more likely to participate in a team effort, and less likely to leave their jobs. When people feel valued, engaged, and appreciated, they are more willing to work together to make the company successful. Despite what information the assessments provide, without engagement team-building is not possible. If an employee is part of a team, but feels undervalued and unimportant, they have no reason to produce their best work. On the other hand, if an employee feels needed by the team, and that their contribution makes a difference in the long run they will exceed expectations and give their full potential.
Assessments and engagement are the driving forces in creating a team-building culture. Businesses rely on people working together for a greater purpose to be truly successful and to maximize their value. Despite economic downturns or lack of demand, businesses who value their employees and generate a culture that rewards team-building will continue to thrive.
by: Jim Sirbasku
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