?? Mastering the New Rules of Teamwork: How to Build Smarter, More Resilient Teams ??

In today’s rapidly evolving work environment, effective teamwork is more complex and challenging than ever before. Gone are the days when teams were composed of individuals with similar skills working in the same location. Now, teams are cross-functional, often spread across different time zones, and must navigate a landscape filled with constant change and disruption. Inspired by insights from Angus Dawson and Katy George, this article delves into the new rules of teamwork that can help you build high-performing teams capable of thriving in any environment.

1. Develop a Dynamic Operating System ??

Building the Backbone of Effective Teams

Your team’s operating system is the foundation that guides how members collaborate, innovate, and support one another. It’s not just about processes; it’s about creating an environment where each team member understands their role and how they contribute to the overall mission. The most effective operating systems, like Toyota’s Production System or McKinsey’s Way We Work (WWW), are flexible yet structured, allowing teams to adapt quickly without losing sight of their goals.

A Case in Point: The Toyota Production System, developed in the 1950s, is a prime example of an effective team operating system. It combined standard work routines with performance monitoring, enabling continuous improvement across the manufacturing process. Similarly, McKinsey’s WWW system was crucial in turning around a digital transformation project for a Latin American bank. The project started poorly, with unclear expectations and roles. By implementing the WWW system—setting clear norms, conducting regular feedback sessions, and using a digital tool to track progress—the team was able to successfully complete the project, leaving both the bank and the McKinsey team satisfied.

Takeaway: Develop an operating system that provides clear guidance while remaining flexible enough to adapt to changing conditions. Regularly update it to ensure it continues to meet the needs of your team and the challenges they face.

Establishing Team Norms and Expectations ??

A well-functioning operating system isn’t just about technical processes; it’s also about setting the right cultural norms. Effective teamwork requires a shared understanding of how decisions are made, how conflicts are resolved, and how success is measured. By establishing these norms early on and reinforcing them throughout the project, teams can work more cohesively and efficiently.

Example: At McKinsey, the WWW system includes structured kickoffs where team norms and expectations are clearly laid out. This helps prevent misunderstandings and ensures that everyone is on the same page from the start. Additionally, regular one-on-one feedback sessions and twice-monthly retrospective reviews allow teams to continuously refine their approach.

Takeaway: Invest time in establishing clear team norms and expectations at the outset of a project. This will create a strong foundation for collaboration and help prevent issues from arising later on.

2. Invest in Real-Time Measurement ??

The Power of Continuous Feedback

To build effective teams, you need to move beyond traditional performance reviews and adopt real-time measurement tools. These tools provide immediate insights into team dynamics, allowing leaders to address issues before they escalate and to keep teams aligned with their goals. McKinsey’s approach to real-time measurement includes weekly anonymous sentiment surveys and bi-weekly engagement team surveys (ETS), which track how teams are feeling and progressing toward their objectives.

Real-World Example: McKinsey discovered that teams that colocate about 50% of the time perform significantly better. This balance between remote and in-person work improves collaboration, strengthens client relationships, and enhances overall team satisfaction. For instance, teams that met in person for problem-solving sessions reported a 25% increase in satisfaction with the quality of support and were 10 times more likely to believe they collaborated effectively.

Takeaway: Implement real-time measurement tools to monitor team health and performance. Use the data to make informed decisions about team dynamics, such as finding the optimal balance between remote and in-person work.

Tailoring Feedback to Individual Needs ??

One of the key benefits of real-time measurement is the ability to tailor feedback and support to individual team members. For example, McKinsey’s anonymous sentiment surveys allow leaders to identify trends in how different groups are feeling—whether it’s new hires, senior leaders, or data scientists. If a particular group is struggling, targeted interventions can be implemented to address their specific needs.

Takeaway: Use real-time measurement tools to gather insights at both the team and individual levels. This enables you to provide targeted support where it’s needed most, ensuring that all team members feel valued and engaged.

3. Create a System for Continuous Improvement and Innovation ??

Never Stop Evolving ??

Continuous improvement is a cornerstone of high-performing teams. It’s not enough to set goals and hope for the best; teams must constantly evaluate their performance and look for ways to improve. By embedding a culture of ongoing learning and adaptation, teams can remain resilient and innovative in the face of changing circumstances.

Case Study: The World Economic Forum’s Digital Lighthouse Network exemplifies the power of continuous improvement. Companies like Bosch China and Hindustan Unilever have integrated digital tools into their standard procedures to enhance team performance. For example, Bosch China uses rapid prototyping and real-time performance tracking to continuously improve speed and quality. This approach not only drives better outcomes but also keeps teams engaged and motivated.

Takeaway: Foster a culture of continuous improvement by providing teams with the tools and resources they need to experiment and innovate. Encourage them to regularly review their performance and make adjustments as needed.

Empowering Teams to Drive Innovation ??

Innovation doesn’t just happen—it needs to be nurtured. By giving teams the autonomy to experiment and the support to implement new ideas, organizations can unlock their full creative potential. McKinsey’s Way We Work center of excellence plays a crucial role in this, offering a centralized hub for best practices, data analysis, and continuous improvement support.

Example: McKinsey’s WWW center of excellence provides teams with access to a library of resources, professional support for kickoffs and retrospectives, and tools to facilitate continuous improvement. This centralized support allows teams to focus on innovation while ensuring that they have the guidance and resources they need to succeed.

Takeaway: Empower your teams to drive innovation by providing them with the autonomy to experiment and the support to implement their ideas. Consider establishing a center of excellence to centralize resources and best practices, making it easier for teams to continuously improve.

Conclusion

As the complexity of teamwork continues to increase, organizations must adapt by developing new frameworks, investing in real-time measurement, and fostering a culture of continuous improvement. By embracing these principles, companies can build smarter, more resilient teams that are equipped to navigate the challenges of today’s interconnected world. Whether you’re leading a small project team or a large global organization, these strategies will help you create a collaborative, innovative, and high-performing work environment.

Inspired by the insights of Angus Dawson and Katy George on building effective teams in complex environments.

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