Build Your Dream TEAM!
Omar A. Hosn
Organizational and Learning Development Consultant | Leadership Expert | Executive Coach | Professional Speaker | PHRi | JMTeam
A better, bigger, and more empowered team will help you stretch and realize your big dream!
If a manager or leader wants to be successful, he or she must get his or her team to collaborate and be productive. This article outlines the essential twelve Cs of building a solid and effective team.
The Twelve C’s to Building Your Dream Team!
Effective Team Building will improve team collaboration and communication skills and build high-performance teams.
1. Clarity: Set Clear Expectations
Everything about the team must be clear: its purpose, aims, and goals, as well as its roles and performance objectives.
Set clear expectations and assign tasks and roles to team members based on their strengths, not their weaknesses. Let the team complete one another, not compete with one another.
2. Context: Build the Conducive Environment
The team members must understand and acknowledge where the team and its purpose are within the organization’s overall aims. Once these links are completed, the team can productively move forward.
As the leader, share your short-term and long-term visions with the team. Let them know why they are here and what part they play to achieve these visions. Let them in, not push them out.
3. Commitment: Commitment means Dedication to the Purpose
There is a difference between being interested and committed. When you’re interested in something, you do it when it’s convenient for you, while when you’re committed, you do it no matter what. All team members must be committed to the overall team purpose and goals. If there is any apparent lack of commitment within the team, it needs to be investigated directly, and the root cause or causes must be identified and resolved immediately.
Set frequent Brainstorming Sessions for Root Cause Analysis to measure team members’ commitment level and outline anticipated challenges. To learn more, read the article on The Timeless Habits of Highly Productive People!
4. Competence: Team Members’ Capacity Must Meet the Role.
All team members must be fully competent to achieve the set goals. If there are areas for development, a training and development plan should be designed, implemented, and supported immediately.
As a leader, you should know your people’s strengths, weaknesses, skills, talents, abilities, and limitations. Continuously evaluate your teams’ skills and abilities to identify all the gaps.
5. Character: Attitude not Aptitude
What is the use of skill if the right attitude is not present? The team should openly discuss how best to work together, what processes must be implemented, and what productive behaviors everyone will demonstrate.
Your responsibility is to build coherence within the team. Know your people’s character types, communication styles, and learning styles, then position each for the right task.
6. Control: Empowering Than to Take Control
How much control does the team have overachieving its objectives and aims? The team must know the boundaries, rules, and regulations related to its operation. Levels of empowerment at both the team and individual levels must be understood and agreed upon.
Not all your team members are at the same level as you. Set boundaries and rules, and empower your people based on their experience, attitude, and accountability. To learn more, read the article on Leadership Misconceptions!
7. Collaboration: Cultivate Partnership and Cooperation
Creating processes and a communication strategy can enhance collaboration between team members. The team also has to look ‘outside’ to identify what other collaborations will assist it in achieving its goals. The team members must collaborate within the team and with other teams.
Open spaces, regular and consistent communication, and systematic brainstorming sessions—within and with other teams—will enhance team collaboration.
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8. Communication: Define the Communication Strategy
The team must agree on what is being communicated, how and when, and the best methods for the team.
Define the communication strategy (e.g., Focus on the issue, not the person, be genuine rather than manipulative, Empathize rather than remain detached, Be flexible towards others, Value yourself and your own experiences, Use affirming responses, etc.), and then outline the communication methods (e.g., Visual, Verbal, etc.) between team members and with other teams.
9. Creativity: Think the Unthinkable
Doing things as they have always been done will lead to average results in the medium term and possibly total failure in the longer term. The team needs to take time out to brainstorm and think creatively to refine processes and products.
Again, set brainstorming sessions for thinking the unthinkable, allow your team members to push back, share their thoughts, express them openly, and provide a conducive Environment. To learn more, read the article How to Engage Your Team Members !
10. Consequences: Every Action Has its Consequences
The team should openly discuss the consequences of their actions, both positively and negatively. What rewards will the team and stakeholders bring when they succeed? What will happen if they do not carry out what they promise?
Set a rewarding system, celebrate success, and make it part of your organization’s culture to reward team members who collectively achieve the objectives.
11. Coordination: People Follow the Leader
A team leader, manager, or supervisor must coordinate the team’s activities and assign team members to roles and tasks. This leader or manager’s skills should be top-class, and no manager, leader, or supervisor should be given the lead of a team without prior and ongoing team leadership training.
What is your leadership level? Do you have the first-rate skills to lead a team successfully and effectively? Remember, the leader always acts as the lid; your team members will always be one mark below your level.
12. Cultural Change: Success Means Growth, and Growth Requires Change
Many organizations talk about how teamwork is essential to their business’s success but then implement individually based reward schemes that are destructive to high-performance teams. The culture has to be correct, and you must provide the right conducive environment.
People Growth is the only way to change and improve your organization’s culture. Culture needs people to exist. Define and Set growth plans for your team members. Set Training and Development plans that include workshops and seminars. Individual and/or team coaching, leadership assessments, etc.
Final Thoughts
Any organization is all about people. We need people with suitable capacities, skill sets, talents, and attitudes to grow, expand, and achieve our visions and goals. In addition, significant results require big ambitions. The bigger the dream and the organization’s vision, the better the team should be.
No one person is complete, and this implies that no one team is whole. As leaders, we are responsible for developing, motivating, empowering, and strengthening our team members.
In any moment of decision, the best thing you can do is the right thing, the next best thing is the wrong thing, and the worst you can do is nothing.
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Before You Go…
I’m Omar A. Hosn, A self-made Entrepreneur, Leader, Executive Coach, and Founder of Spirit Mind and Body Coaching and Consultancy. I help people improve their lives, enhance their performance, and help them unleash their potential.
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For business consulting, coaching, and training inquiries, please contact us at +961 81 311754 or [email protected] or smbmena.com
Omar A. Hosn
Leadership and Executive Coach
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