Whenever a football team wins the Super Bowl and the quarterback or coach is asked the secret to the victorious men's success, he will inevitably say: "We pulled together as a team." Teamwork is an integral part of the fabric of American business today, yet it is one of the most difficult things to achieve. Americans are, for the most part, individualists who like to act independently and look out for their own interests.
But there are strategies employers can use to make teamwork the cultural norm in their workplaces. Here are some ideas.
-- Do the members of the team know what is expected of them, and do they even know why a team was created in the first place? Very often, a team is created and then forgotten. Members need to have a sense of direction, a sense of being an integral part of a whole. This sense of ownership, being part of something bigger and being valued for it, brings a sense of community and loyalty. Managers have to set clear expectations for their teams and give them priority in their agendas: follow up, reward, value.
-- Team members will never show the necessary commitment needed to succeed if they don't feel as if their goals are important both at an individual and at a corporate level.
The tasks they are asked to accomplish should stretch them a bit, make them think and problem-solve, and have a direct impact on a company's goals. Companies that have successful teams recognize that they are made up of individuals who also care about their own career advancement. Does the work of the team also promote the development and advancement of the individual?
-- Teams should be comprised of individuals who specialize in a variety of different skills. For example, a team of five could have an idea person, an organizer, a writer, a doer, and a finisher. Grouping people with similar skills may actually be counterproductive to getting the job done. By diversifying team members, everyone will feel as if they have a part in the job and no one person will feel as if he or she is doing all of the work.
-- Does the team feel as if management trusts it enough to give it control over its own projects? It is important for management to set clear parameters and limitations, if necessary, at the beginning of course. But micro-managing every little aspect of the team's endeavors during the length of the project prevents the members from developing a sense of ownership, freedom, and empowerment that come from doing the work themselves.
-- If you are not sure what kinds of team building strategies and activities may work best for your particular group of employees, consider hiring a company that specializes in team building activities and consulting. The success of your long term goals may depend upon it.
Author Resource:-
If you need expert help with team building in new york, contact the experienced professionals at Philly Hops (http://www.phillyhops.com). Art Gib is a freelance writer.
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