When leaders meet some issues in team management, they must take measures to improve them. Sometimes the result is good, but they often find that the improvement measures are not sustainable enough. As a manager, we must have a set of methodology which can find the essential reasons, otherwise it is difficult to solve the problems fundamentally. In this topic, we will talk about the methodology of building an effective team.
Effective team means high cooperation efficiency, harmonious team relationship, initiative to find and solve problems. We only need to understand two basic directions, and you can know how to build an effective team: Building a co-operative relationship = recognising common goals and interests +
The realization of the above two basic directions is inseparable from communication as an important medium. After the leaders understand these two directions, they can deal with the common types of conflict found in teams in better ways. For example, the type of conflict caused by the following events:
1. Lack of role clarity - Leaders are responsible for assigning tasks to each project team member.
2. Differences in prioritising tasks - Just because the leader thinks the task is a priority, the team member completing the task may not.
3. Working independently - Conflict can arise when team members are not aware of what others are doing and are not communicating with one another.
4. Lack of communication - Leaders must foster a clear line of communication between team members.
5. Waiting on completion of task dependencies - Some tasks cannot be started until other tasks are completed.
A good leader avoids conflicts by managing their team with clear communication - use a plan to manage timelines and hold frequent meetings with the team - for quick resolution and satisfactory outcomes
As a manager, you also need to answer the question: What do you think motivates your people to come to work each morning? These assumptions about your team members can have a significant influence on how you manage them, and we can also find out from your assumptions whether you are an x-leader or a y-leader.
Do you want to know what kind of leadership style you are? How does your leadership style affect your employees? And how do you get your employees to understand your ideas and leadership style? Welcome to contact us to get free consultation.