You’re leading a team that’s underperforming. How can you use problem solving skills to turn things around?

Two principles to begin with: empathy and extreme-ownership. Otherwise you begin creating an "me vs them" environment, which makes any problem solving 1000x harder. Take time to speak 1:1 with each team member. Dive deep into how well they understand their work contributes to the larger business context. Try to understand what pressure they may be experiencing. Do they have the right tools to do their job? Are they getting barraged by requests from other teams? If the team is underperforming, look at yourself. Identify the ways you are not supporting them to perform at their highest levels. Document all these learnings and look for themes.

As we address the situation, it is crucial to foster positive team dynamics and build trust and collaboration within the team. Additionally, if the issue is identified as a people problem, it is recommended to address each team member’s specific needs. This involves understanding their strengths, weaknesses, and motivations. Providing targeted coaching, training, or resources can contribute to their improvement. On the other hand, if the challenge is more of a technical nature, it is essential to prepare a comprehensive plan to address it.

In assessing, keep in mind your previous accomplishments and the accomplishments of the personnell as well as how many fte. Compare your assets to the (new) desired performance and establish if the desired performance is a real opjective or you might need more fte.

We can effectively lead an underperforming team by integrating empathy into problem-solving. The approach should involve identifying and addressing the root causes of the team's issues, setting clear goals, fostering collaboration, and celebrating successes. This approach ensures that each team member receives the support they need based on their individual needs, promoting trust, communication, and a culture of continuous improvement for the team's success.

In defining the problem, you may want to have a clarity session with your team members individually. This will help you understand what being part of the team means to them, their career and personal goals and how it aligns with the team's goals and programs. Once you are able to help your teammates gain clarity on their "Why" you can then be able to use the 5 Whys to define the problem with the team as well.

In the previous step it should by now be clear if your team is underperforming or the desired results are to high. If your team is underpreforming also the causes should be clear. If the desired results are low demand more monye for resources. If the causes are clear, start asking the team for solutions

While using your tools for solutions look especially for outstanding individuals wih bright ideas, as they will generally provide you with solutioins. You should stimulate thise initiatives.

Allthough pointwise comparison of the solutions offered looks tempting, be aware of shorter (risky) solustions. Do risk analysis.

While implementing the chosen resolution be aware tha for example the RACI matrix might work against the soltions starting a process of its own.

Competition. In order to create a high performing environment, teams need to have competition between members. Managers greatest challenge is to maintain the ground rules, ensure right opportunities are given, encourage more people and ensure their recognitions.