How can you build a team that thrives in uncertain times?

Anpassungsf?higkeit und Lebenslanges Lernen sind Voraussetzungen für den Erfolg in einem sich schnell ver?nderden Umfeld. Wichtig ist, dass man sich dabei klar an den Bedürfnissen seiner Zielgruppe ausrichtet und entsprechend weitere St?rken ausbaut. Dabei mus das Team aufgeschlossen sein gegenüber neuen L?sungswegen und bereit sein den bisherigen Verantwortungsbereich zu verlassen und einen Schritt weiterzugehen, wenn das das Kundenproblem l?st und einen Zusatznutzen bringt. Der dabei entstehende Lerngewinn ist die Basis für das zukünftige Wachstum. Auf der anderen Seite kann dieses Vorgehen nur dann funktionieren, wenn die Unternehmenskultur es zul?sst und es nicht durch unpassende Prozesse einged?mmt oder gar unterbunden wird.

A growth mindset stands as the cornerstone of any thriving organizational culture. In the realm of successful businesses, the commitment to fostering improvement and development among team members is not just permitted but actively facilitated. Crucially, a mindset that distinguishes an effective team leader is the ability to cultivate an environment where team members can encounter and navigate failures with success. A successful failure isn't just an unsuccessful outcome; it's an event that, through learning from feedback and failure, opens up valuable opportunities for growth and development.

With growth mindset, the shared mental model of the business scenario is essential for a business to thrive. Most of the time of employees is spent on internal matters that keep the status quo. On the other hand the time should be spent to analyse the external trends and building a shared understanding of issues and nature of solutions. That will ensure all are working towards the solution.

La mejor manera para que los equipos se enfrenten a tiempos inciertos es que cultiven una mentalidad de crecimiento. Esto implica que sean capaces de afrontar los problemas con o retos o desafíos para afrontar, que son persistentes en el camino que eligen, que piensan que con esfuerzo se pueden superar los obstáculos, que se fijan en otros equipos ganadores para crecer en vez de para sentirse superados. Esta mentalidad se construye con un liderazgo que apuesta por el crecimiento del equipo, por su empoderamiento y apoyo.

Build a resilient team in uncertain times by fostering open communication and transparency. Encourage adaptability and a positive mindset. Establish clear goals and provide a sense of purpose. Promote collaboration, recognizing and leveraging diverse strengths. Invest in continuous learning and skill development. Prioritize employee well-being and offer support mechanisms. Celebrate achievements to boost morale. Effective leadership, clear communication, and a supportive culture help teams not just endure but thrive in times of uncertainty.

La comunicación es clave para que un equipo sea capaz de enfrentarse a situaciones inciertas. Los cambios en el entorno son tan rápidos e inesperados que los sistemas de decisión deben ser ágiles y participativos. Por ello, la única manera es desplegar una comunicación continua, con canales informales y flexibles, basada en la confianza de todos los miembros del equipo. Los espacios deben favorecer esa interacción continua y el líder debe promover ese intercambio de información y debate.

One of the things I did while managing a large team was to ask for honest and brutal feedback from my direct reports. After every weekly team sync, I would do a roundtable of two positive and one negative feedbacks for all of us from all of us. I would insist on radical honesty from my team members. This done right and repeatedly, can open people up like never before. In businesses where decision-making is bread and butter, cutting out the chaff to get into the matter at hand is an asset.

Open dialogue is vital for a team, as it acts as a glue that holds members together even in times of uncertainty. This facilitates problem solving and promotes a sense of community and mutual trust. Encouraging transparency means creating an environment where everyone feels safe to share ideas and concerns, knowing that they will be heard and taken into account. Leaders play a crucial role in this: by actively listening, they show respect for everyone's contributions and establish a framework for constructive communication. When team members see that their voices count, they become more engaged and collaborate better, making the team stronger and more adaptable in the face of challenges.

Ante un entorno cambiante e incierto, la toma de decisiones debe ser ágil y transparente. Por ello, si la toma de decisiones se hace con criterios centralizados, los tiempos de respuesta no van a ser operativos. Se debe empedrar al equipo para que decida de manera informada sobre los asuntos que le competen, apoyándose en al comunicación continua del equipo. Además, deben estar claros los puntos sobre los que se necesita quórum de los miembros para llegar a cuerdos sobre las decisiones que se toman. De cualquier manera, la confianza,y la responsabilidad compartida deben ser el hilo conductor de la toma de decisiones

I'm a huge advocate of highly aligned, highly autonomous teams. In other words, over-index on ensuring all stakeholders are on the same page around the "why" - the end goal and the desired outcome. Examples of this could be "we want to increase revenue per customer" or "we want to reduce the dropout rate in our checkout system". Then, give the team the space and agency to figure out the "how". They are the experts, they are closest to the customer and the problem. If and when failure happens - because it will - focus on what the team has learned from it and decide together how it informs the next steps. And repeat.

When working in innovative and highly uncertain conditions, having a diverse team (gender, nationality, ethnicity, background, discipline, etc.) is hugely important to generate novel ideas, insights and problem-solving approaches that might not arise in a homogenous team environment. Diverse teams are known to be better positioned to respond quickly to changes in the market because they are more in tune with the evolving, real-world needs of a diverse customer base, are more likely to question the status-quo, and combine more versatile skillsets which makes them more agile to solve problems.

A collaborative culture is the beating heart of an overachieving team. Team members must share a common vision and well-defined goals to act cohesively. This starts with understanding the collective purpose so that every action is intentional and aligned with the organisation's mission. Individual contribution must be valued, the sharing of ideas encouraged along with the exploitation of diversity of talents. This approach transforms the group into a unified organism, where collaboration is the norm and not the exception. Celebrating achievements, both large and small, is also important. In an environment where recognition is frequent, commitment and passion are ignited, fuelling a virtuous cycle of shared success and continuous growth.

Ante situaciones de incertidumbre siempre hay una pregunta ?qué conocimientos o habilidades me faltan para enfrentarme mejor a esta situación? Los entornos dinámicos y cambiantes se combaten con equipos capacitados y orientados a un aprendizaje continuo.

A resilient team draws strength from the effective sharing of knowledge and information. Continuous training at every level, coaching and professional development programmes enable teams to remain agile and ready for change. In this context, it can be useful to develop a mentorship system that enriches the core network of the team, creating a bridge between experience and innovation, where veterans guide novices, and younger ones propose new developments, thus sharing wisdom and know-how. This creates an ecosystem of ongoing learning and where knowledge is a common good.

One thing I have always seen, especially while managing large teams, is that people respond positively to empathy. If your team members are aware that you are not only understanding their point of view but also willing to internalize those views, they would be more open to share them. When in a maelstrom of a work environment, the manager is the oasis, seemingly herculean endeavors can be broken into bite sized tasks. This is how, in my opinion, one nurtures resilience.

In uncertain times, fostering a resilient team hinges on a strategic blend of curiosity, inclusivity, and well-being. Cultivate a culture of inquiry, embracing diverse viewpoints to stimulate innovation. Prioritise continuous learning, empowering your team with adaptable skills. Champion mental well-being by offering support and promoting a healthy work-life balance. Lead by example, demonstrating genuine care through breaks, exercise, and relaxation. By intertwining curiosity, inclusivity, and well-being, your team becomes not just adaptive but thrives in the face of uncertainty, fostering agility and innovation in the workplace.

Uncertainty brings about stress and doubts. What your team needs in such times is more of “practical empathy” and assurances. People do not easily forget the support they receive or did not receive in times of uncertainty. Another, thing to do is listen to understand not just words but all body language. This is how to build trust. A team with sufficient “trust asset” hardly rust.

To nurture resilience and well-being among your team, prioritize creating a supportive and balanced work environment. Implement regular wellness initiatives such as stress management workshops, flexible work arrangements, and mental health resources. Encourage open dialogue about challenges and provide a platform for employees to seek support and share strategies. Recognize and celebrate achievements to build confidence, morale, and trust. By promoting a culture of well-being and support, you empower your team to handle adversity with strength and adaptability, leading to a more resilient and engaged workforce. - Tip: A peer support program with regular check-ins boosts resilience and creates a supportive work environment.

Meiner Erfahrung nach, ist es wichtig, die St?rken und Expertise der Mitarbeitenden gut einzusetzen. Nicht jede*r kennt seine St?rken. Um diese zu erkennen und zu erfahren, was nicht nur gut klappt, sondern auch Spa? macht, ist es hilfreich immer in neue Bereiche/ Projekte schauen zu k?nnen. Werden Mitarbeitende nach ihren St?rken eingesetzt, k?nnen sie im Team sehr viel erreichen. Am besten kennen die Mitarbeitenden auch die St?rken der anderen, so kann eine wertvolle Teamarbeit entstehen. Ein weiterer Aspekt ist, den Mitarbeitenden Verantwortung in ihrem Expertenbereich zu übertragen. Nur Mitarbeitende, die motiviert werden, mitzudenken und deren Expertise ernst genommen wird, k?nnen gute Arbeit leisten.