You're struggling to get your team to meet their goals. How can you turn things around?

When I read this it reminded me of something I learned while in law enforcement calledthe O.O.D.A loop. Observe, Orient, Decide, Act. While this is a tactical military and law enforcement process that is used during high stress situations, it can be used in the business world easily.

When a team struggles to reach goals, it's likely because they can't find the best path. Try breaking the larger goal into smaller, more manageable ones, each with defined milestones and metrics for measuring success. As your team achieves these smaller goals, their sense of accomplishment will motivate them to continue working towards the larger end goal. Providing input on the value of reaching the smaller goals, as well as incentives for hitting the final goal, will drive your team's motivation. It's important to allow your team to be open about the challenges they face along the way, and to let them creatively develop solutions. Setting too rigid a path or method to achieve the goal can hamper how individuals and the team operate.

It is important to start off with proper planning of the target objectives. May have to work back from the due timelines to be able to do the planning with available time. Objectives to be smartly broken down between phases; low hanging things to be addressed quickly, monitoring of the progress regularly in team meetings, timely, clear and crisp communication amongst the team members, motivational sessions to be conducted, achievements to be lauded, failures to be taken as learnings instead of reprimands, continuous review of progress with appropriate adjustments in strategy required per given situation, etc. These can help in keeping the focus towards timely achievements of goals and objectives.

Demings Wheel: Plan, Do, Chack, Act is a good place to start. What is the policy and procedure? Are people aware of them? Do they have the tools, training, and resources to get things done? Are the inputs on-time, complete and accurate? Are the people doing the work or are they distracted by other things? Is everyone pulling their weight? Are we measuring the right things? Are we collecting and displaying the information? What actions are being done to correct, maintain or improve things?

Ensure they have clear direction, enough capability, opportunities to succeed, and incentives that create motivation for achievement.

In my experience, there are still many companies that do not match their reward system to their goals. That is, they reward behavior “A” but they are hoping for “B.” A classic business management article was written detailing this problem by Steven Kerr years ago, yet there doesn’t seem to have been much progress in the business world in my experience.

Understanding the current state will help you identify barriers and constraints. Once we understand those we can equip our team with direction and resources that will aid in advancement. Finally a very important question we must ask is "Is what I am asking the team to do realistic and obtainable?"

La importancia de establecer metas claras y alcanzables, siguiendo el enfoque SMART, radica en proporcionar una dirección precisa y efectiva para el equipo empresarial. Las metas específicas aseguran que todos los miembros del equipo tengan una comprensión clara de lo que se espera lograr. La medibilidad garantiza que existan criterios objetivos para evaluar el progreso, permitiendo un seguimiento efectivo. La realización de metas alcanzables es esencial para mantener la motivación y evitar la desilusión. La relevancia asegura que las metas estén alineadas con los objetivos organizacionales más amplios, mientras que la definición de un marco de tiempo establece plazos concretos para mantener el enfoque y la urgencia.

Il est important de hiérarchiser les différente activité / objectifs. Ainsi un aléas bloque temporairement une activité, le temps de le traiter ou l'analyser, une partie des effectifs en attente pourra basculer sur les autres priorités en fonction de leur niveau d'urgence. Il peux être intéressant aussi de définir une personne pour analyser et sécuriser la faisabilité des activités à 48 h et ainsi limiter les problématiques organisationnelles ( Accès à la zone de travail, coactivité en local, dispos des pièces de rechange, outillage/moyen nécessaire ( Ctrl de la métrologie pour outils concerné et moyen de levage)).

Whilst creating an action plan, as the Team Lead, there is a need for an honest introspective. Leadership ensures you set the tone and lead from the front. Keep an eye on team dynamics. Clear all impediments, create the enabling environment for the team to thrive & ensure team morale is consistently at an all-time high.

Let's assume from the start that they had SMART goals provided to them at the beginning of the year for the year. Let's also assume that they don't like to be measured and want to be flexible and always feel they are victims. You can't just fire them. You're going to have to work an action plan out with each of them, jointly spelling out specific actions that need to be done in order to get back on track. This will also include establishment of work instructions, training, and deliverable outputs. Specific measures of performance will need to be established, along with accountability touch points. Let them know they are on a PIP.

Folks tend to forget that everybody on a team functions at a different level. Provide Training and Development: Identify any skill gaps within the team and provide relevant training and development opportunities. This not only improves individual capabilities but also enhances overall team performance.

I always solicit the expertise of the team during times when goals are not being met. They are in the front lines, so they know what is feasible. From their input, I can recalibrate or justify the incompletion of goals and reassess for next year. It is important to communicate consistently with your team on the state of affairs to gauge the feasibility of your goal completion.

Clear & open communication is vital for team cohesion & collaboration. For collaboration to be effective: 1. Team members must indicate a high level of awareness of each other’s role. 2. Work must be properly articulated with responsibility & accountability well defined. 3. Systems, processes, tools & means must be tailored, adapted & appropriated to suit the need at hand

Bring in HR to cover your back. The team's not meeting their commitments is not an acceptable situation. You need to be transparent in private with the individual team members about their own performance. As a team you need to be transparent on the team's performance (both positive and negative). Remember, when some team members are allowed to be ineffective and it not to have been addressed morale and performance will continue to suffer. You are being watched by the whole team. What you do and don't do will bite or help you. Step up to the plate and hold the team and individuals accountable for their responsibilities. I once had to re-engineer the whole team by putting everyone's jobs up for bid and come down 4 heads.

La comunicación abierta es un pilar fundamental para el éxito de cualquier equipo empresarial. Se trata de un enfoque donde se fomenta la libre expresión de ideas, opiniones y preocupaciones entre los miembros del equipo, sin temor a represalias. Este tipo de comunicación crea un ambiente de confianza y transparencia, permitiendo que la información fluya de manera eficiente y efectiva. En un entorno de comunicación abierta, los líderes y los miembros del equipo se sienten cómodos compartiendo sus pensamientos, lo que no solo fortalece las relaciones interpersonales, sino que también facilita la resolución de problemas y la toma de decisiones colaborativa.

En fonction du type de projet, il est judicieux d'organiser un point quotidien et ou hebdomadaire. Ce point peut servir à faire un état des lieux sur l'avancement et en fonction des difficultés remonté par les équipes, on peut revoir les objectifs intermédiaire et les priorités à venir. Il est important d’échanger régulièrement avec les équipes pour sécuriser la faisabilité et réalisation du scenario définie.

Establishing departmental KPIs and being clear about them with the team helps a lot. Involve them in the compilation for their own responsibilities. Post them for all to see. Have them see you looking at them and review them in staff and individual employee meetings. What gets measured gets done. Involve the team in variance analysis and fact finding. Involve them with brainstorming. As progress in being made encourage and show appreciation.

La fase de revisar y ajustar es esencial en la gestión de equipos empresariales, ya que permite mantener la agilidad y la adaptabilidad frente a cambios en el entorno empresarial. Monitorizar y ajustar implica establecer sistemas de seguimiento efectivos para evaluar el progreso del equipo hacia sus metas. Esta monitorización constante proporciona datos clave que permiten identificar posibles desviaciones o áreas de mejora. A través de la retroalimentación y la evaluación periódica, los líderes pueden entender mejor las dinámicas del equipo y realizar ajustes estratégicos cuando sea necesario. Este enfoque proactivo no solo previene posibles obstáculos, sino que también facilita la toma de decisiones informadas y oportunas.

(See my post under "Assess") ....This isn't to undermine the importance of situational leadership and strategic planning, but to highlight the unique value that spontaneous action, guided by our inherent skills, knowledge, and abilities, can bring to both our personal growth and professional success. Understanding the nuances of each situation involves recognizing when to leap based on intuition and when to step back and strategize, always keeping in mind that not every scenario requires an elaborate plan. In the context of leading a team, this perspective means first identifying the root cause of challenges through a variety of data collection methods, engaging team members in the solution-finding process, and valuing their insights.

A feedback loop & regular retrospectives to assess performance. Intentionally building flexibility & adaptability into processes and systems ensures dynamism & business agility, thus ensuring quick response time, business resilience and long-term relevance.

Putting your pride aside is an act of courage that fosters growth, understanding, and meaningful connections. It requires acknowledging that we don't have all the answers and that our perspective is not the only one that matters. This act, though seemingly simple, is a profound step towards personal development and building stronger relationships.

In my experience, people want to be impactful, be a contributor to something larger than themselves, and feel appreciated. When they don't feel connected to their work or goals, they can lose motivation and conflict can arise. One of the most impactful things a leader can do is help their team to see their influence and impact in the outcome desired for the team. Are they aware of the upstream and downstream impacts of that they do? Do they understand how they impact the product/client/team/service? Do they feel empowered to own their contribution effectively? If you can address these questions, there will be no stopping your team. They will be more invested in the collective success and more satisfied with their work.

Try this: 1. Dig deep: Why the struggle? Unrealistic goals? Burnout? Lack of resources? Don't treat symptoms, find the root cause. 2. Teamwork makes the dream work: Get your team involved in finding solutions. This creates ownership and might uncover key issues you'd miss solo. 3. Small wins matter! Stressing perfection kills morale. Break goals into smaller steps, celebrate the victories along the way. 4. From "you" to "we": Frame the challenge as a team effort, not individual failings. This builds unity, not blame. 5. Is burnout the culprit? Overworked teams don't hit targets. Check workload balance - can anything be reprioritized or delegated? Remember, it's a process! Consistent effort is key to turning things around. ??

Accountability and reflection are critical in fostering effective leadership. Leaders must be willing to reflect on their actions, seek feedback, and hold themselves accountable for their team's performance,