Your team is struggling to meet its goals. What can you do to turn things around?

There is always 3 questions to be asked properly for any situation : - Where am I currently ? - Where am I heading ? - How am I doing it ? If we re able to answer those 3 questions, that show that we re clear and things are heading the right direction.

Mapeamento! Mapeamento! Mapeamento! Fazendo o levantamento do máximo de pontos possíveis, como objetivo, colaboradores, processos, stakeholders, prazos. Revisar tudo para, dessa forma, poder fazer os ajustes necessários. Sem entender os motivos, é puro achismo e gasto de energia. Se acertar, será sorte, e n?o gest?o!

This requires capturing previous data, engaging with the team, determining where the pain points are, and devising solutions on how to tackle them. Normally, this happens when prioritization is everywhere or nonexistent. In these cases, as a team, we need to agree on what the most valuable and important tasks are and negotiate all 'urgent' matters with the stakeholders.

The biggest mistake most leaders make when addressing performance issues is assuming they know the cause without assessing the situation. Assessing the situation may include 1. Reviewing the data 2. Completing interviews with supervisors and individual contributors to identify if there are communication gaps 3. Identifying organization-wide challenges, and how those challenges may be contributing to the team’s performance After the situation has been assessed, the leader is in a much better position to effectively navigate the progress.

One of the things to consider is Finding a common vision which aligns with organisation vision can create a first step towards collective inspiration and motivation. Creating a coaching culture wherein the team head is able to use situational leadership model and assigns roles accordingly. Last but not the least is building a component of celebration for small wins to move towards big wins.

Some of my prior management positions were all about harsh objectives, micromanagement, and regular checking in, which did not make for a good feeling. When I leveled up and acquired an international crew, I changed things up. Individual SMART targets, personalized goals for each team member, and tempting bonuses. That's what made work enjoyable and productive for us. So, remember to develop SMART goals and work on them collectively with each team member. Best wishes for success!??

Após o devido mapeamento, é possível fazer os ajustes corretos e necessários. Conversar abertamente com todos os envolvidos, trocando ideias, sabendo ouvir para compreender e incorporando as sugest?es viáveis, possibilita um alto grau de comprometimento, porque a equipe passa a ser co-partícipe!

Break down large goals: Divide larger goals into smaller, more achievable milestones to create a sense of progress and motivation. Clarify Roles and Responsibilities: Ensure every team member understands their specific role and how it contributes to the overall goal. Review and Adjust Timelines: If needed, re-evaluate deadlines to make them more realistic while still maintaining a sense of urgency.

Along with the team goal (set in a SMART way) each team member should have their own that contributed to the team aiming to improve its performance and also takes into account person's abilities, competences and working style.

A motiva??o é fundamental para o atingimento de metas, pois está intrinsecamente ligada ao sistema de recompensa do cérebro. Este sistema, envolvendo áreas como o núcleo accumbens e o córtex pré-frontal, libera neurotransmissores como a dopamina, que s?o essenciais para a sensa??o de prazer e satisfa??o. Quando há motiva??o, nosso cérebro se engaja mais ativamente no processo de perseguir e alcan?ar objetivos. A meta n?o sobrevive sem motiva??o...

Fornecer orienta??o e suporte a uma equipe requer um entendimento de como diferentes aspectos cerebrais influenciam o comportamento e a motiva??o. é crucial reconhecer a importancia da comunica??o clara e positiva(lembra da dopamina?). Criar um ambiente que promova a seguran?a psicológica é essencial, pois o estresse cr?nico ou a sensa??o de amea?a podem ativar as respostas de luta ou fuga do cérebro, prejudicando a fun??o cognitiva e a colabora??o. Portanto, líderes devem estabelecer uma cultura de suporte e inclus?o, onde os erros s?o vistos como oportunidades de aprendizado, e n?o como falhas pessoais. Além disso, é importante personalizar o suporte com base nas necessidades individuais.

Clear Goals: Define your objectives plainly. Provide Support: Offer resources and support. Regular check-ins: Maintain open communication and applaud victories.

Lead by example - Instead of continuing to share the thoughts that the team can incorporate, pick some of those showcasing how to execute effectively with quality. In this way team can get inspired by that initiative and the quality. Productive outcomes will shortly come through

Amidst the confusion, carve out a specific time and space to redefine your goals, allowing the team a moment to reflect. Sometimes, this clarity can alleviate frustrations or inhibitions. Guidance may be provided through a personal approach or a group discussion to reach collective agreements. It's challenging, given that everyone possesses their own opinions, goals, and ideas, so it's crucial to consider and incorporate their voices.

Offer Training and Development: Provide team members with opportunities to upskill and address any knowledge gaps. Delegate and Empower: Give team members autonomy and decision-making power when appropriate. This builds trust and ownership. Remove Obstacles: Address any resource shortages or process bottlenecks that hinder the team's progress.

Regardless of the circumstances, it is imperative that the team members know and understand each other and collaborate effectively. A shared goal and team mission should be agreed upon and comprehended by everyone, and it's crucial to involve them in the decision-making process. Even when overseeing multiple teams, it's acceptable to manage them separately, but periodically ensure that everyone comes together. Tasks should be crafted to facilitate interaction between teams with minimal resistance. We don't need practices like Agile or DevOps to instruct us on how to behave as humans and engage in actions such as collaboration, investigation, and curiosity. These are activities we have been naturally doing for millions of years.

Encourage Open Communication: Create a safe space where team members feel comfortable raising concerns or asking for help. Facilitate Team Meetings: Conduct regular team meetings for updates, problem-solving, and brainstorming. Use Collaboration Tools: Leverage project management tools and shared platforms to streamline communication and workflows.

Leadership Reflection: Reflect on your own leadership style and actions. Ensure that your leadership approach is supportive, inspiring, and aligned with the team's goals. Solicit feedback from team members to understand how your leadership can better serve the team's needs. Seek External Input: If needed, consider seeking input from external sources, such as consultants or industry experts. External perspectives can offer fresh insights and strategies for overcoming challenges.

Start by creating a work environment with a positive foundations. One where achievements are celebrated, team members feel like they belong, and communication is transparent. And each team will have a unique idea of what this means! As well as this, create regular opportunities that your team can collaborate and build that trust. This may take time and consistency on your part (especially if it's very different to the foundations of your team previously) so remember each time an opportunity to collaborate is taken up by your team, that trust is built.

Always collaborate, communicate and trust. Trust everyone is doing their best. Communicate up and down the line what the challenges are and why they are happening. Work with your stakeholders (both your team and the PMs and executives) to ensure all know the stakes. If the PMs and executives trust, they will question, but answers will satisfy (not perfectly, because who wants to tell the customer it isn't ready yet). If the team trusts, they will be working their best to address the issues. Transparent communication, properly communicated wins.

Primeiramente, se deve estabelecer um sistema robusto de métricas e indicadores de desempenho que estejam alinhados com as metas da equipe. Estas métricas podem variar desde a conclus?o de tarefas específicas e prazos até indicadores mais sutis como a qualidade do trabalho e o engajamento da equipe. Utilizar ferramentas de software para rastrear o progresso e visualizar dados pode fornecer uma vis?o clara de onde a equipe está prosperando e onde precisa de mais apoio. Essa análise objetiva, quando combinada com avalia??es regulares de desempenho, fornece uma base sólida para entender o progresso da equipe.

Establish Key Performance Indicators (KPIs): Clearly define measurable KPIs that align with the team's goals. These indicators should provide tangible evidence of progress or identify areas that need improvement. Regular Progress Reviews: Schedule regular check-ins to review the team's progress. Analyze the KPIs, assess achievements, and identify any setbacks. Regular reviews allow you to stay informed and intervene promptly if necessary.

Tracking the statistics is one of the most important things. You cannot really assess properly and move forward if you do not have a clear picture of your results and progress. Track everything, monitor, and re-strategize if needed.

Monitor Progress Regularly: Review the team's progress on a regular basis and be willing to make necessary adjustments to plans. Learn from Setbacks: Use challenges as learning opportunities to find better solutions and improve processes. Stay Positive and Resilient: Maintain a positive and encouraging attitude to inspire the team during difficult times.

To assist with team orientation and a sense of purpose, it's essential to track the past, live in the present, and anticipate the future. Therefore, metrics and feedback play a crucial role. Ensure that suitable dashboards are in place not only for visual appeal but also to provide meaningful insights.

As per my opinion and experience, I would begin with assessment of situation,cause and then communicate with team member bcoz open communication/transparency is essential in times of struggle.I would work wid team to reassess and if necessary can find out the way which is more realistic achievable within the given constraints. It is also very essential to ensure that the team has necessary support & resources & I would also emphasise the team work and collaboration and simultaneously the most important step establish a clear metric to monitor the team progress and of course regular feedback.

In my experience it's also extremely important to lead by example and create a feeling within a team that you all, including the manager, are in the same boat and sailing towards the same goal, to avoid pointing fingers and encourage collaboration and free flow of ideas. Do not be afraid to accept that you as a manager bear part of responsibility and have a lot to learn from the situation.

1. Don't let emotions run the meetings and feedback. There could be any factors influencing the lagging from your team's side. 2. Adjust and re-adjust. Consider task reshuffling between the team members and prioritize tasks by urgency and vitality.

Celebrate Milestones: Acknowledge and celebrate small wins along the way to boost morale and reinforce positive behaviors. Provide Individual and Team Recognition: Show appreciation for individual efforts and collective successes. Offer Incentives: Consider tangible rewards for achieving significant milestones. Every team is unique. Tailor your approach based on your team's specific needs and circumstances. Leading with empathy, support, and open communication is critical during the process of turning things around.

Everyone struggles, and no team is exempt from challenges. The secret lies in taking action and acknowledging when something isn't going well, determining feasible actions to address the issues.