Is your team on the way up or on the way down?
Graham Wilson
Awakening Possibility in Leaders and Teams to Deliver Extraordinary Results | Leadership Wizard | Thought Leader | Leadership Keynote Speaker | Author
It's clear that efficient and effective teams are crucial to success in today's world.
None of us, including me, ever do great things. But we can all do small things, with great love, and together we can do something wonderful – Mother Teresa
It's true that individuals have massive impact, but teams really make the biggest difference to results.
The challenge as leaders is to know if your team is doing well or struggling.
Here's a handy checklist I share on our leadership programmes to help decide how well your team is doing...
Teams on the way down:
- People shield those in power from unpleasant facts, fearful of penalties and criticism for shining light on the rough realities
- People assert strong opinions without providing data, evidence, or a solid argument
- The team leader has a very low questions-to-statements ratio, avoiding critical input and/or allowing sloppy reasoning and unsupported opinions
- Team members acquiesce to a decision but don't unify to make the decision successful—or worse, undermine it after the fact
- Team members seek as much credit as possible for themselves, yet do not enjoy the confidence and admiration of their peers
- Team members argue to look smart or to further their own interests rather than argue to find the best answers to support the overall cause
- The team conducts "autopsies with blame," seeking culprits rather than wisdom
- Team members often fail to deliver exceptional results and blame other people or outside factors for setbacks, mistakes, and failures
Team on the way up...
- People bring forth the brutal facts—"Come here and look at this, this is not good"—to be discussed; leaders never criticise those who bring forth harsh realities
- People bring data, evidence, logic, and solid arguments to the discussion
- The team leader employs a Socratic style, using a high questions-to-statements ratio, challenging people, and pushing for penetrating insights
- Team members unify behind a decision once made, then work to make the decision succeed, even if they vigorously disagreed with it
- Each team member credits other people for success, yet enjoys the confidence and admiration of his or her peers
- Team members argue and debate, not to improve their personal position but to find the best answers to support the overall cause
- The team conducts "autopsies without blame," mining wisdom from painful experiences
- Each team member delivers exceptional results, yet in the event of a setback each accepts full responsibility and learns from mistakes
Alone we can do so little; together we can do so much – Helen Keller
Is your team on the way up or way down?
Love to get your thoughts in the comments, and if you think it will help others in your network, please share !
Every success
Graham
About the author
Graham is on a mission to change the way organisations are being led. His sole purpose is to awaken possibility in leaders to deliver extraordinary results. Called a Leadership Wizard by his clients, he is the founder of the award winning Successfactory, author of Leadership Laid Bare! and The New Leadership Manifesto. He is trusted by many of the best leaders and organisations around the world to develop their leaders.
You can contact Graham at [email protected]
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www.thesuccessfactory.co.uk and www.grahamwilson.com
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Strategic thinking partner, facilitator, impact coach, The Juniper Co (UK) Ltd
5 年Thanks Graham, great check list. I found myself reflecting as a leader whether I inculcate a high performance atmosphere and culture in my team. One small suggestion - can we have the positives first please?
Experienced MD | Business Improvement Expert | Transformation Consultant | Business Coach & Mentor | NED
5 年Spot on!
NECJ Deputy People & Organisational Development Leader I Global HR Transformation LeaderI Global Digital Transformation I EX I Global Ways of Working
5 年Hi Graham, your article got me reflecting on the different times that I’ve been part of both types of teams. In my experience, there are a couple of differentiating factors that come to mind as potential blockers to creating a team on the way up; mainly systemic organisational R&R practices and Leadership principles in action. Firstly, when organisations do not formally reward or recognise collaborative and team oriented behaviour, the impact this can have is to encourage individuals to behave in a ‘me me me’ way. Secondly, when leaders do not embrace diversity and celebrate the unique strengths that people with different styles, backgrounds and experiences bring to a team, team members tend not to appreciate that great outcomes are seldom the work of just one individual. Thank you for posting this insightful checklist. Imo, it highlights the different choices both organizations and individuals can make.
Operations Manager at IPL International Procurement and Logistics
5 年Interesting check list! Thank you for sharing Graham Wilson. ??
Posting about farming, sustainability and teambuilding resilience systems. And helping organisations to build Natural Productivity by offering engaging learning programmes and retreats on our beautiful farm in England.
5 年Very good checklist