You're struggling to facilitate your team's communication. What can you do to improve?

Need to understand the gap.. Whether that is b/w the self & team or with in team as such. Leading to the situation. Communication is 2 way process.. Information has to be given & other has to understand & respond or at least acknowledge receipt of same. Above, provides insight on the solution.. If it's with self.. need to introspect on the style of communication.. If with other understanding or ignoring.. Is it a case of demotivation / lack of rapport within team. Thereafter need to devise a plan & act to mitigate issue or concern

Firstly, I would reflect on my communication style and identify areas for improvement.? Are my messages clear and concise.? Do I actively listen to others. ? A deep introspection on my own style can help me adapt to the needs of my team.

I believe that a leader needs to communicate based on the level of development of the team and individual team members. If this is a team of beginners, then the directive method of setting tasks and monitoring understanding of the task will prevail. As the team develops, the leader should change the communication style to coaching, then to supporting.

In communication with the work team…and in general, verbal communication and email support have worked for me. It is a way to give the opportunity to; If you do not understand the message, ask questions or contribute new ideas that didn’t arise at the time of the meeting. I pay attention to stakeholders input and try to understand your perspective. Asking questions helps me clarify and gather more information. I respond based on what you've shared, aiming to be helpful and informative. Disagreements are opportunities for respectful discussion. I aim to understand differing viewpoints and find common ground. Handling emotions involves empathy.. these is a important side. Diversity is worth to be use to obtain more point of view.

é muito fácil cair na armadilha mental que nossa vis?o de mundo é a mais correta - ou até mesmo a única possível. Se a sua mensagem n?o está sendo compreendida, é importante fazer uma avalia??o do seu estilo de comunica??o e verificar se ele é compatível com a sua equipe. Eis algumas quest?es que você pode se fazer para ajustá-la: o vocabulário que uso é adequado? Como está minha linguagem corporal? Meus feedbacks s?o construtivos? Sou aberto a opini?es diferentes? Ao praticar a abertura e a humildade, os líderes aumentam sua empatia e se conectam mais com as pessoas da sua equipe.

Improving communication within a team is crucial for its success. Personally, I use the following strategies to ensure our team Active Listening: Practice active listening during meetings and discussions. Encourage team members to listen attentively to each other's viewpoints before responding. Regular Check-ins: Schedule regular check-in meetings to discuss progress, challenges, and updates. These meetings can be weekly, bi-weekly, or monthly depending on the team's needs. (This is my thing I do love doing it because I manage it in a way that every team member will be comfortable of doing it).

Procure estabelecer canais de comunica??o mais diretos e claros, tais como: chamadas, e-mails, mensagens instantaneas, reuni?es presenciais ou virtuais, entre outros e que os membros da equipe estejam familiarizados e como utilizá-los.

"Cristalliser nos canaux de communication en des lignes claires et cohérentes élimine l'ambigu?té, assurant ainsi que chaque membre de l'équipe sait précisément quand, comment et où échanger, même à distance. En définissant des règles claires pour le temps de réponse, la fréquence, le ton et le format, nous prévenons confusion et surcharge, renfor?ant la synergie de l'équipe. Cette approche ne simplifie pas seulement nos interactions ; elle cultive un terreau fertile pour l'efficacité, la clarté et l'engagement mutuel." :)

The best way is to reduce the volume of online communication and to increase the volume of informal F2F coffee machine like talkings.

Let people know that you are someone who likes to communicate via mail, chat or voice whichever is your preferred style. This way they know how to best reach you for quick and efficient communication.

I would foster a culture where team members feel comfortable providing feedback.? Shall encourage both positive and constructive feedback and shall lead by example by being open to receiving feedback.? This could help identify communication gaps and improve overall team dynamics.

The culture of open and constructive feedback is crucial for team growth and cohesion. It fosters trust and transparency among team members and ensures everyone feels valued and supported in their development. Regularly demonstrating the importance of feedback and providing guidance on how to provide it constructively can significantly improve communication and collaboration within the team. I have experiences of leaders who were open to listening and others who only did it to please the corporation. The latter are disastrous for a healthy work environment.

"Promouvoir une culture de feedback ouvert et sincère transforme l'évaluation en un outil d'empowerment plut?t qu'en source de tension. En sollicitant activement des retours et en répondant avec gratitude, nous batissons un climat de confiance où chaque voix compte. Donner l'exemple sur la manière d'échanger des feedbacks constructifs et respectueux pave la voie vers une croissance collective et une performance améliorée" :)

Get comfortable sharing your vulnerabilities. This fosters connection and gives a sense that you are open to feedback. People always love to share candid and constructive feedback only if they trust you.

I’ve found it helpful to have open communication with team members, allowing them to give feedback to me as well. It’s been hard to push down my own emotions with this at times, but as I’ve grown as a chef, I find it unnecessary to have an ego. Fostering a safe environment for team members to voice their opinions, struggles, and wins has been impactful with zero turnover in 9+ months.

Conflict is a very real experience that lives in the emotions. It should not be addressed by email or chat and should be discussed person to person and privately. These build safe spaces for someone to communicate their side without public judgement or unhelpful email tone assumptions. I have calmly sat in conference rooms after being bashed by an employee in front of the team that came to tears and they genuinely realized their inappropriate actions and felt safe enough to "fall apart". I have also brought two conflicting associates into a conference room face to face to mediate a conflict. It needs to start with RESPECT for all involved and get out of the emotional phase (Emotional Intelligence books are a great team study tool).

Would address conflicts or disagreements promptly and constructively. Team members to be encouraged to express their perspectives. Actively listening to each other is important tool to be advised.? Focus to be on finding solutions rather than placing game and encourage compromise when necessary. Using the right conflict resolution technique such as active listening, meditation or seeking common ground shall help resolve most of the conflicts .

In my experience, it starts with the team understanding why they're even a team. What's their purpose? Do they have shared goals? Aligning the team to a shared, and common purpose/goals is a start.

In my experience, a way I foster engagement & collaboration is to create an open forum where I ask for feedback, thoughts & opinions. It allows me as the manager to receive feedback on decisions that need to be made, and fosters an environment where the team feels their opinions and thoughts are valid and important. It’s a great way to actively enforce “there’s no I in team”!

Sacraliser du temps régulièrement pour les équipes afin que les personnes puissent s'exprimer en toute tranquillité et transparence. Mettre en place des outils pour conna?tre les différents canaux de communication des uns et des autres et surtout accepter que nous sommes tous différents. Dans Scrum, la rétrospective, est un bon moment pour favoriser cette communication et activer une boucle de rétroaction.

I agree with Joe! The key is communication & alignment! This is actually one of few scenarios, which I think in-office versus remote does make a difference, until the team hits their stride. The natural team leaders will also become evident, and it may not be the person (s) you thought would be the one (s) to step-up to lead.

To foster better, more open and useful communication on a team, it is essential to create an environment where it is safe to share ideas, challenge status quo, object or disagree, and where conflict is resolved quickly and in a mature way. Create a culture where mistakes are learning opportunities, all ideas and perspectives are welcome, and where there are agreements around behaviour, conflict, decision-making or any other part of the teamwork that impacts everyone. It's not easy, and it takes discipline and mindful leadership. But the results are worth the effort.