What do you do if your team lacks motivation and collaboration?

Une équipe démotivée et peu performante rencontre souvent des difficultés conscientes ou inconscientes. Il convient alors au coach pour comprendre les causes racines d'interroger le manager et quelques uns des équipiers afin de réunir de premières informations sur ce qui peut s'apparenter à des sympt?mes de dysfonctionnement. Ces éléments permettront d'établir le protocole de coaching d'équipe propice à faire renouer le collectif avec une véritable collaboration et des actions menant à l'excellence.

If my urban planning team lacks motivation and collaboration, I'd first talk openly with everyone to understand the reasons. Then, I'd organize team-building activities, set clear goals, and provide opportunities for professional growth and recognition. Creating a supportive atmosphere where everyone feels valued and encouraged to contribute would help improve motivation and collaboration.

This is the most critical, yet often the hardest step. Being transparent and honest to identify the root problem, which is often the leaders. Whether it is the Founder, CEO or manager, they create a tone for culture. The first step I use to uncover this is to ask what the company's core values are, how are those implemented into the culture, metrics, reward and recognition and daily systems. Through that initial process, the main issues and gaps are identified and then the process can begin to create solutions.

Afin de conna?tre les causes, je procéderai ainsi : - introspection : analyser et m’assurer que je n’en suis pas la cause. Si le problème vient de moi, je ferai une remise en question et un travail pour revoir ma manière de manager (en l’adaptant au profil de chaque membre de ma team). - Entretien individuel : mon objectif ici sera de m’assurer de recueillir dans leurs propos la raison de leur état. Je demanderai par exemple si tout va bien, s’ils se sentent bien à leur poste, qu’est ce qu’ils aiment le plus et aiment le moins, sil existe des défis qui les empêchent d’être au top de leur forme et les solutions qu’ils proposent. Je vais profiter pour demander où ils se voient dans quelques années (ambition/evolution poste souhaité)

To address a lack of motivation and collaboration within a team, fostering open communication is crucial. Organize team-building activities to strengthen relationships and create a positive work environment. Encourage collaboration by setting clear goals, acknowledging achievements, and ensuring everyone's voice is heard. Implementing a flexible and supportive leadership approach, providing opportunities for skill development, and recognizing individual contributions can inspire motivation and enhance collaboration among team members.

Pour répondre à leur besoin émotionnels, je ferai montre de beaucoup d’empathie et d’écoute active. J’essayerai de leur signifier qu’à tout moment, ils peuvent compter sur moi. Je vais prendre l’habitude de prendre des nouvelles de ceux qui comptent pour eux (époux, enfants…) m’assurer que tout va bien dans leur vie. Créer un groupe d’échange instantané (whatsapp de l’équipe) en les encourageant à m’écrire souvent. Surtout, je vais demander à l’employeur de les former sur le sujet de l’intelligence émotionnelle, l’état d’esprit pour réussir sa carrière, la gestion des émotions, des priorités etc…afin de mettre toutes les chances de leur c?té. Je vais les encourager à prioriser leur santé mentale et apprendre le lacher prise également.

Emotional intelligence is a powerful tool for business coaching. It allows us to perceive, understand, and manage both our own emotions and those of our clients as it can foster trust, empathy, and and create a safe space for clients to express themselves openly. It enable us to develop a supportive team culture within the organizations. This involves helping the clients teams cultivate qualities such as empathy, effective communication, and conflict resolution skills, which are essential for building high-performing teams, by leveraging emotional intelligence, we help our clients create environments where team members feel valued and motivated to contribute their best.

To address the emotional needs of your team, start by creating a safe and supportive environment where team members feel comfortable expressing their feelings and concerns. Actively listen to their emotions without judgment and validate their experiences. Offer empathy and understanding while acknowledging their perspectives. Encourage open communication channels and provide opportunities for team members to share their thoughts and concerns openly. Foster a culture of trust and transparency where emotions are recognized and respected. By addressing emotional needs with compassion and empathy, you can strengthen the emotional well-being of your team and promote a more positive and supportive work environment.

Cuando los equipos con los que trabajo experimentan una pérdida de motivación, he aprendido a brindarles la oportunidad de expresar sus emociones. Sobre todo, lo más importante que he comprendido es la importancia de no reprimir cómo se sienten con un exceso de compasión. En mi experiencia, las actividades de teambuilding pueden resultar contraproducentes en varios casos, especialmente cuando se busca generar una motivación extrínseca de manera artificial. Los líderes deben indagar profundamente cómo se sienten realmente sus colaboradores. Además, es crucial reconocer que la motivación intrínseca, aquella que proviene del interior de los individuos, es mucho más poderosa y sostenible a largo plazo.

Erst einmal die eigenen Bedürfnisse zu erkennen ist wichtig, um sich dann auf die Bedürfnisse der Kollegen einzulassen. Hilfreich dafür sind die 4 Schritte der Gewaltfreien Kommunikation. Denn hier lernen wir unsere eigenen verletzten Bedürfnisse zu benennen. Wenn wir dann noch einmal einen Wahrnehmungs-Positionswechsel machen, kann uns das helfen Empathie für unsern Gegenüber zu entwickeln.

Encourage your clients to align team goals with broader organizational objectives to foster a sense of purpose and significance. Facilitate collaborative goal-setting sessions to ensure buy-in and ownership from all team members. Break down larger goals into smaller, manageable milestones to maintain momentum and celebrate achievements along the way. Regularly review and adjust goals based on evolving priorities and feedback to keep the team focused and motivated.

To set clear and meaningful goals for your team, it's crucial to align them with the organization's vision and mission. Begin by defining specific, measurable, achievable, relevant, and time-bound (SMART) objectives that resonate with team members. Engage the team in the goal-setting process to ensure buy-in and commitment. Break down larger goals into smaller milestones to track progress and celebrate achievements along the way. Provide clarity on expectations and empower team members with the resources and support needed to accomplish their objectives. Regularly review and adjust goals as necessary to adapt to changing circumstances and maintain relevance.

If your team isn't motivated, they likely lack a greater purpose. Secondly, they are not involved enough in the goal-setting process. Sure, everyone can "show up" to work. But with a greater purpose, as well as an actual say in the work to take on, everyone feels like their contributions matter. So, in setting goals, brainstorm priorities with the team. Discuss perspectives and challenge the quieter ones to get in on the action. Then cull until you are left with max 3 priorities. I also recommend setting goals for a limited period of 90 days, so everyone can achieve something meaningful, while still having a close enough event horizon for it to feel tangible. Assign an owner to each goal and make sure you check in weekly on progress.

Setting SMART goals is the first step to achieving direction, focus, and alignment for the team. This can provide much-needed and very specific and measurable goals. Using SMART goals will help all team members feel more engaged, committed, and accountable for their work.

The coach works with the business owner to set clear, achievable goals for the team, aligning them with the company’s vision and objectives. This helps team members understand how their work contributes to the bigger picture. Role Clarity: Ensuring each team member understands their role, responsibilities, and how they fit into the team and the organization can significantly boost motivation and collaboration.

Facilitate continuous learning through training sessions, workshops, and skill-building exercises tailored to the team's specific needs and interests. Encourage cross-functional collaboration and knowledge sharing to leverage diverse perspectives and expertise within the team. Provide access to external learning resources, such as industry publications, online courses, or professional networks, to broaden the team's horizons and stay updated on emerging trends.

Depending on the size of business, meetings and reviews with their team members are crucial to provide an opportunity to learn about what they want and need in regards to learning. Sometimes these are too rare, organised at random, rescheduled when teams are busy... It is worth investing the time in regular meetings, even if sometimes they are shorter than usual due to workload, as it does provide structure and makes managing expectations and motivating team members much easier for your client.

As a coach, we are to provide the client or business owner with a way or several ways to gauge their team's performance. Learning and growth help to create a safe and encouraging environment.

Rewards and recognition will go way better than first anticipated. This will boost the team's morale, satisfaction, and loyalty, as well as reinforce the desired behaviors and outcomes. Give it a try or better yet. If there is a system in place it will this will only launch their business into the stratosphere.

Rewarding and recognising team members is essential for fostering motivation and maintaining morale within the group. Start by acknowledging individual and team achievements promptly and sincerely, whether through public praise, personalised notes, or team celebrations. Ensure that recognition is fair and consistent, reflecting the companys values and rewarding behaviors that align with its goals. Offer tangible rewards such as bonuses, extra time off, or professional development opportunities to show appreciation for exceptional performance. Additionally, consider non-monetary incentives like increased autonomy, flexible work arrangements, or opportunities for leadership roles.

Tailor rewards and recognition to individual preferences and motivations within the team to ensure maximum impact. Implement peer-to-peer recognition programs to foster a culture of appreciation and camaraderie among team members. Provide opportunities for public recognition during team meetings or company-wide events to amplify the positive reinforcement effect.

Targeted Recognition: Acknowledge both individual achievements that fuel success and collaborative efforts that brought them together. This reinforces both initiative and teamwork. Meaningful Rewards: Tailor rewards to individual preferences. Consider flexible work arrangements, professional development opportunities, or team lunches – show you value their unique contributions. Public & Private: Balance public recognition at team meetings with personalized notes or emails. This caters to those who crave the spotlight and those who prefer quieter appreciation. Timely & Specific: Recognize achievements close to the event and highlight the specific actions that led to success. This reinforces the desired behavior and boosts morale.

Reconna?tre les efforts de chacun individuellement sur les sujets que je leur confierai mais aussi publiquement devant les autres membres de la team de l’équipe et de l’entreprise. à chaque fois qu’ils se dépasseront, je les encouragerai en partageant avec eux des moments de qualité (invitation au restaurant par exemple, petit déjeuner offert etc…). Pour les projets d’un certain niveau, je récompenserai ??pécuniairement?? les têtes de fil et aussi ceux qui ont contribué. Par dessus tout, ce que je ferai c’est de faire reconna?tre leur mérite auprès de la Direction Générale en leur attribuant le travail qu’ils ont fait (par exemple en disant, la solution a été développé par mon collaborateur x). Il faut rendre à César ce qui lui appartient.

If my team lacks motivation and collaboration, I monitor their performance closely to identify areas of improvement. Then, I adjust my approach by implementing strategies such as team-building activities, setting clear goals, and providing regular feedback. For example, in a previous role, I noticed a decline in motivation and collaboration within my team. To address this, I organized weekly team meetings to openly discuss challenges and successes, allowing everyone to voice their opinions and ideas. Additionally, I implemented a reward system to recognize and incentivize collaboration, which ultimately led to improved morale and productivity within the team.

Après toutes les étapes, je vais suivre de loin leur manière de travailler et leur évolution à travers les indicateurs clés de performance liés à leurs activités respectives. S’ils avancent bien et améliorent leur pratique, je vais les féliciter et les inviter à garder le cap. S’il y’a des améliorations mais que le niveau n’est pas au top, je vais voir comment les aider (en formation ou en coaching personnel). Si rien avance, j’échangerai encore avec eux afin de percevoir d’où vient le problème.

I recommend leaders find out what motivated team members through one on ones and as a team talking about what the goals are, how the impact the organization and how each person contributes through his/her work. Ideally the work assignments can be tailored to what the individual motivators are.

If your team lacks motivation and collaboration, addressing the root causes is crucial. Open communication is key – talk to team members to understand their challenges and concerns. Foster a positive work environment by recognizing and celebrating achievements. Encourage collaboration through team-building activities and establish clear goals with shared accountability. Provide opportunities for skill development and growth. A motivated team often emerges from a sense of purpose, shared values, and a supportive leadership approach. Regular check-ins, feedback sessions, and creating a mutual respect culture can significantly boost team motivation and collaboration.

Wenn du als Führungskraft auf dein Team schaust, dann ist deine Vorbildfunktion von elementarer Bedeutung. Die Teammitglieder werden dich genau beobachten und wenn du mit guten Beispiel voran gehst, k?nnen sie dir folgen.