These are my top three practices that apply no matter the stage of development a team has reached (e.g. forming, storming, norming, and performing).
- Communicate the reason the team was pulled together in words that resonant with employees. Managers and supervisors may initially pull teams together for the organization to accomplish a goal. For some individuals, it helps to sit down to discuss why he or she is needed on the team and consider how the team’s work benefits their work.
- Organize simply when the team meets by using agendas and recording key decisions the team made. This helps reduce confusion if the team finds they need to refer back to these prior decisions and agenda items.
- Celebrate the process as well as the product the team achieves. The team that embraces the process, which includes bringing up different views and debate or conflict in a constructive way, will build trust and respect in one another.
So the next time you head out to meet with your team with less enthusiasm because you have a deadline to meet, remember why it is important for you to be there. Ask for or help build the agenda to stay on time and on topic. Be engaged for the good of the whole team and you will reap the benefits of a job well done.