I am travelling for July, and my journey began with multiple airlines and several long-haul flights. Arriving at my destination had me reflecting on the concept of teams.
The flight crews on each of the four flights sparked this train of thought. I remembered reading some time ago that flight crews often come together for each flight without necessarily knowing each other personally. They might not have worked together before or often, even though they have done the job many times.
This led me to ponder: what truly makes a team a team? And if I had to break it down, how would a leader go about building a team? Having worked with, led and been involved with teams for most of my career, I offer a perspective I hope you will enjoy.
We know that teamwork is a concept that transcends industries, cultures, and eras. From ancient armies to modern corporations, the power of a cohesive team is undeniable. And none more gratefully felt than on a long flight! Or facing a health crisis. We know when we are in a great team environment and when we are not. And we know that the importance of building a solid team cannot be overstated. But what exactly makes a team effective, and how can you build one?
Why Teams Matter
I love teams. I love working with them and for them. Teams are the backbone of any organisation, bringing together diverse skills, perspectives, and experiences to achieve more than individuals could alone. Seems self-evident, but it is surprising how many leaders tend to forget this.
A well-rounded team can tackle complex problems from multiple angles, leading to innovative and effective solutions to complext problems. Collaboration increases productivity by allowing for the division of labour and enabling team members to focus on their strengths – knowing the other team members will be doing the same. A collaborative environment enhances creativity through brainstorming and idea-sharing, creating solutions that might not emerge in isolated settings or individual thinking.
Teams also provide emotional and professional support, boosting morale, reducing stress, and increasing job satisfaction. And being part of a team creates a sense of accountability, as team members are more likely to stay on track and meet deadlines when they know their colleagues are counting on them.
Building a strong team
Creating a successful team is not just about assembling a group of talented individuals. Far from it. We all know organisations that have plenty of super-star individuals, but it takes more. It requires careful planning, ongoing effort, and a focus on building a positive team culture to have a strong team that can deliver.
So, how do you go about building a team? Here are some thoughts and gentle reminders to leaders based on my experience.
Define clear goals and roles
Every successful team (including flight crews) begins with a clear understanding of its goals and the roles of each member. Setting clear objectives by defining the team’s purpose and binding them with a common thread is crucial. Each team member must clearly understand their role and responsibilities to prevent overlap and ensure all necessary tasks are covered. Assign tasks based on each member’s strengths and expertise, ensuring that everyone is playing to their strengths, which increases efficiency and enhances job satisfaction.
Foster open communication
Effective communication is the cornerstone of any successful team. It ensures that everyone is on the same page and that any issues are addressed promptly. Encourage transparency by creating an environment where team members feel comfortable sharing their thoughts, ideas, and concerns, building trust and fostering collaboration. Have regular in-person or virtual meetings to help discuss progress, address challenges, and plan next steps. Leveraging communication tools can facilitate ongoing communication, especially in remote or hybrid work environments. It is a leader’s role to ensure this occurs. Please do not leave it up to the team to sort it out.
Build trust and respect
Trust and respect are the bedrock of a strong team. As a leader, model the behaviour you expect from your team by showing respect, being reliable, and demonstrating integrity. Organise team-building activities to strengthen relationships and build trust.
Respect the individual by reiterating the importance of team concept. We all roll our eyes at “forced” team fun or team activities, but they have a purpose. A team that does not spend time together will not last the distance.
Recognise and appreciate the efforts and achievements of your team members, as simple acknowledgments can significantly enhance trust and respect.
Promote a positive team culture
A positive team culture is where members feel valued, supported, and motivated to do their best work. Encourage a positive attitude within the team, celebrate successes, learn from failures, and maintain a can-do outlook. Support professional development by investing in your team members’ growth through training, mentorship, and career advancement opportunities. Promote a healthy work-life balance by respecting personal time and encouraging breaks, as a well-rested team is more productive.
Resolve conflicts quickly and fairly
Conflicts are inevitable in any team; the key is addressing them promptly and fairly. Address issues as soon as they arise to prevent them from escalating. Encourage open dialogue where team members can express their concerns constructively. In some cases, bringing in a neutral third party to mediate the conflict can help ensure that all perspectives are considered and the resolution is fair. Invest in training that helps team members communicate through conflict.
Monitor and adapt
Building a solid team is an ongoing process that requires regular monitoring and adaptation. It is not a set-and-forget, and many leaders leave it to the team to self-manage. Big mistake.
Periodically evaluate the team’s performance against its goals to identify areas for improvement and celebrate achievements. Seek feedback from team members on what’s working well and what could be improved, and use this feedback to make necessary adjustments. Be flexible and open to changing team dynamics, roles, and strategies as needed to adapt to the constantly evolving business environment.
When it does not work
Sometimes despite the best of intentions, the team just does not work. It can be for a multitude of reasons. Acknowledge this as a leader. Get an external team coach or human resources to help if needed. And, at some point you must also acknowledge the part you might have played as a leader. Reflect on all processes: from the hiring of team members to the training, to the items I have listed above. Then take steps to rectify. The rewards will be worth the effort. Nothing more magical than a well-oiled team working together to deliver an outcome.
So there you have it. My quick walk through on why teaming matters and how to go about. If you are starting in a new team, or not sure where to start, then the above can get you going. If you are already working with a team and it is not going the way you want it to, then going back to basics will help.
I think leaders who invest in their teams get more for their investments than what they invest. We know that organisations with solid teams and positive cultures attract top talent and build a strong reputation within their industry. As a leader, if you start to invest more in the above areas with your team, you can create a team that is not only productive and innovative but also satisfied and committed to the organisation’s success. Which ultimately means your success.
Remember, a great team does not happen by accident. It takes deliberate effort, time, and dedication. But the rewards are well worth it. So, take the time to build and nurture your team, and watch your organisation thrive and land safely any project or endeavour.
And as always, if you invest in yourself, and your team, the rewards will be unfathomable.
Until next time.
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