Building Impactful, Effective, and Dynamic TEAMS

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Enhancing professional collaborative groups to drive successful business outcomes.

?Effective and efficient teams need to be innovatively creative and high-performance oriented. These groups need to be driven by the desired accomplishments of specific team objectives as well as cohesive corporate goals. There are many critical areas that must be strategic for meeting focused team requirements and for achieving total successful outcomes.

v?Key is for team individuals to be flexible and to be fully engaged with each other

to drive sustainable results.

v?Key is for team participants to carefully balance personal creativity and imagination

with economic problem-solving challenges.

v?Key is for team members to gain open and honest feedback without hesitancy and

to remove narrow-minded conversations.

v?Key is for team individuals to have cooperative thinking with more mentally open

focus on different ideas and entrepreneurial approaches.

v?Key is for team members to build on the diversity of skills, knowledge, and backgrounds, all with a passion for success.

v?Key is for team participants to fully recognize and appreciate contributions, as well as

to have a willingness to the acceptance of failures.

v?Key is for team individuals to enhance customer loyalty as well as relationships, and to

impact overall organizational productivity.

v?Key is for team members to have humility specific to differences within the team

components and structure.

v?Key is for team participants to fully support each other and to be open as well as

effective with all communication.

Team Dynamics

Teams are impacted by individual behaviors that will influence team performance. Attitudes, feelings, and personal motivation are all based on psychological interactions. Social team connections are based on the open sharing of opinions and on differences in insights that drive bonding and the ability to manage complexities as well as conflicts. And successful team decision-making can be accomplished through in-depth evaluation of facts and details. Key is to realize that strong connections and impactful communications can affect business performance and may enhance the building of collaborative relationships. The sharing of ideas will be driven by using outstanding individual diversity of knowledge and experiences.

Team Purpose

Effective successful teams are based on interpersonal confidence and value. Driving and executing team purpose with meaning is founded on verbal and non-verbal communication that promotes group participation and engagement. Key is driving approaches to the handling of vulnerability issues and to the fostering of valuable as well as respected interactions.

Critical factors that build strong teams with purpose are based on centered collaboration and on continuous development that can shape the future. And team behaviors as well as actual performance are influenced by many factors such as trust, decision accountability, and general organizational creativity. This can even successfully impact productive outcomes, customer satisfaction, and the corporate bottom-line.

Critical team purpose focus requires …………

??Understanding team dynamics and the needs that impact others –

o??diagnostic assessment

??Utilizing strong leadership to build group direction with innovate ideas –

o??team thinking

??Deploying the ability to manage conflict and open discussions to find solutions –

o??accountability

??Building relationships that are supportive and able to enhance work enthusiasm –

o??valuing diversity

??Driving clear communication and inclusivity –

o??listening successfully

?Team “Types”

Team diversity and ability to share information as well as influence outcomes are impacting collaborative relationship innovations and effective creative connections. Managing challenges, leading transformational activities, and motivating individual contributions have undergone an evolution. And communicating clear goals and purpose is critical to achieve desired and remarkable results. There are basically three “types” of teams based on the currently unfolding work environments – In-Person (face-to-face), Hybrid (decentralized teams), Virtual (remote). (Back over 30 years ago, as per authors Carl Larson & Frank LaFasto – there were three types of teams –“Creative”-designing and sharing of ideas / “Problem-Resolution”-cooperative solution builders / “Tactical”-executing goals.)

Teams need to be “connected” to have unified productive conversations.

Interesting point – teams and groups are similar.???????????????????

·??????Groups are more social and have more common components.

·??????Teams are more goal driven and have more connections for success.

1.?????In-Person Teams – Face-to-Face Connections

The “power of presence” always impacts human connections and personal contact. Social interactions can be more meaningful, especially by mixing introvertive and extrovertive behaviors. Potentially stronger relationships can be developed based on fewer “interruptive” activities and more focused attention to the topics / needs / desires of the team goals and purpose. Even non-verbal body language, such as tone of voice, expressions, and eye contact, all impacting face-to-face communication.

2.?????Hybrid Teams – Decentralized Groups

New work environments are being built on flexible approaches to team connections, some individuals commuting to work and working in-office, and others working remotely at home. Clearly there are communication gaps based on an interactive office culture and possible disconnections. Buy-in to processes and decisions may be more challenging especially in building consistency in meeting lengths and conclusive outcomes. Potentially new approaches and tools need to be used to enhance inclusion along with bonding flexibility and gaining insights with emotions. Interestingly, global participation may be more successful based on a hybrid group dynamic and different levels of transparency not dependent on location.

3.?????Virtual Teams – Remote Locations

Team participants, regardless if virtual with its members focused on specific tasks and purpose, or remote workers under one manager, are considered “teleworkers, all in different geographic locations. Critical is the use of technology such as video conferencing and “zooming.” This new norm has benefited individuals at different organizational levels, yet with team building being a more challenging activity. Leadership with remote teams needs to drive personal expectations with the members based on clear behaviors and defined needs. Support, showing appreciation, managing team commitments, all can be driven by technologies and may require special coordination and facilitation.

?Ten Critical Team Success Factors

Teams always need a diverse level of participants that have different group attributes, qualities, and skills. Individual strengths can enhance communication and inspire effective support based on role responsibilities. Specific competencies need to focus on collaborative problem-solving and critical thinking as well as active listening. Quality team players are always learning, growing, and building respectful relationships as well as group partnerships.

There are ten critical team success factors and components that can enhance impactful and group dynamics.

?Success Factor One: Clear and Open Communication

Effective connecting conversations are based on reflective thinking and content evaluations. Efficient and powerful communications are based on the open sharing of opinions and key priorities. Strong active listening is very critical in gaining insights and feeling about real issues, always building trust. All goes beyond words and formal judgements as well as defensiveness to drive understanding of leadership challenges, potentially energized by body language and tone.

?Success Factor Two: Trust and Respectful Relationships

Authentic relationship bonding is built on positive and valued behaviors. Team identity and satisfaction comes from true openness, candor, and trust, all based on enhancing a sense of belonging and working successfully together. Support encourages acceptance, courage, and willingness to be vulnerable as well as to accept weaknesses and mistakes. Relationship friendships evolve based on wins and the delivering of results with deep cooperation as well as with open hearts.

Success Factor Three: Connected and Cooperative Processes

Organizational results are based on decision-making protocol and agreement approaches. Rules of engagement help handle challenges as well as the removal of confusions. Timeliness in problem-solving processes and focus specific to conflicts are both based on strong group thinking and real clear awareness of issues. The outcomes of successes are encouraged by flexibility and agility along with the harmonizing of all actions. So, the connecting and cooperative processes can define the desired team results.

?Success Factor Four: Compelling Goals and Strategic Purpose

Critical is to define and share objectives and direction for both short-term and long-term goals that need to be prioritized and accepted. These well-defined targets are built on the organizational vision and mission, fully inspiring and providing enthusiastic direction. Flexible results-oriented goals need ambiguity removed so that most conflicts can be handled, and successful ideas can be strategically unified.

?Success Factor Five: Role Accountability and Responsibilities

A team must carefully define its functional structure and expected group requirements. Clear ownership will help drive participant commitments, always building general identity and collaborative stability. Key is to deliver on all plans and actions based on defined and acceptable behaviors and skills. Mutual accountability and personal team expertise will usually enhance the achievement of the collective results.

?Success Factors Six: Team Participant Membership with Diversity and Inclusion

Teams are based on unique qualities and a diversity of abilities as well as skills. Some members may be analytical, others very creative, and some amiable introverts. And other members can even be extroverted drivers. All group individuals have different personalities, insights, ideas, and thoughts. The team size and approach to tackling changes can drive organizational successes, and further encouraged by diversities and personal inclusion.

?Success Factor Seven: Group Feedback with Learning and Engagement

Teams are based on humanistic activities and dynamic flow. Supportive feedback and open sharing demonstrate helpful connections and to evolve personal willingness. And feedback must be timely and balanced with recognition remarks. It is like a combination of ask-coaching and tell-mentoring. Teams are on a continuous path of developing and growing, learning new competencies along the way.

?Success Factor Eight: Action Planning Coordination

Action planning must be a proactive team activity based on transparency and flexibility.?Decision-planning and details can define the team plans specifically with an effective and efficient execution focus. A culture of collaboration will enhance creative plans and deepen innovative team coordination.

?Success Factor Nine: Team Technology and Creativity

Team performance can be enhanced by valuing and utilizing the components of diverse technological approaches. Key is always to build higher levels of collaboration, and toaccurately speed-up connections and communication. There is need to find ways to leverage agile L&D methodologies to support the growth-oriented team relationships and partnerships. And technology can even heighten impactful decision-making and business outcomes.

Success Factor Ten: Identifying and Defining True Leadership

Leading team performance and activities must always be focused on people and human potential. Being open in thinking and transparent in actions are based on a willingness to learn new skills and to be agile with personal behaviors. Innovative perspectives and approaches to team connections can enhance collaborative emotions and compassionate attitudes, all resulting with high levels of trust and respect. Addressing change, efficient delegation, regular feedback, influencing, listening, understanding, self-awareness, creative innovation….all can lead to an authentic team leadership and competency culture.

Closing Thoughts

Organizational team performance always helps define and drive business performance …….impacting overall corporate profitability, building market share, enhancing customer satisfaction, and actually growing revenue. Teams need to be fully engaged and focused on many complex factors and challenges ………..such as having clear direction and purpose, driving general creativity and imagination, building organizational employee engagement, and utilizing people diversity to the highest level.

There are many team success-factors and areas for focus.

……..So, take time for self-reflection and self-discovery regarding dynamic team effectiveness.

v?Utilizing shared values and collective missions

v?Being innovative and creative in driving actions as well as managing conflict

v?Using constructive feedback and influencing impactful goal execution

v?Building psychological bonding and enhanced partnerships

v?Having authentic leadership and positive trust engagement

v?Collaborating activities and conducting active listening

v?Communicating with real clarity and working with flexible agility

v?Thinking strategically and delegating to help grow relationships

v?Having resilience and emotional intelligence in planning as well as execution

v?Demonstrating appreciation and recognition for outstanding contributions