Many leaders understand the pivotal role that effective teamwork plays in achieving organisational success.
In fact, 94% of businesses adopt team working structures across their organisation, but how can senior leaders ensure that teams are functioning successfully?
Ineffective teams often hold organisations back from achieving their full potential in a number of different ways. Whether its low morale leading to poor productivity, or a lack of innovation and creativity causing teams to fall behind their competition's advances, the repercussions of team inefficiency can send ripples throughout an entire organisation.
Signs your team is ineffective
Spotting the early warning signs which point towards a lack of unity in a team is crucial to ensuring issues don't become rooted in the culture of the team.
Some of the key indicators which could signal that a team is struggling to work together in cohesion include:
- Communication breakdowns
- A sense of disengagement in the overall objectives of an organisation
- Increased levels of stress and burnout
- High staff turnover rates.
And that's to name just a few.
By acknowledging these markers early on, leaders can prioritise fostering a collaborative culture from day one. This means they're able to prevent minor inefficiencies from snowballing into larger problems, and lay a solid foundation for success within their team.
Building trust and psychological safety
Ensuring individuals feel safe, trusted, and valued within a team is one of the most important aspects when it comes to team wellbeing.
When a workplace environment builds a sense of trust, team members are more likely to express their ideas and contribute to discussions without fear of judgement. This has an overall positive impact on both their personal wellbeing and professional growth.
Trust and psychological safety in the workplace can be built through a number of ways. Empowering team members to make decisions and take ownership of their work - while providing support and guidance - will enable teams to execute their roles effectively and understand the value they add to the organisation.
Effective communication techniques
All too often, communication breakdowns lie at the heart of major setbacks within business. It’s crucial that communication channels are kept open to avoid misunderstandings, conflicts, missed deadlines, and failure to meet objectives.
Creating a positive and collaborative team environment can largely be established by prioritising effective communication. Some examples of these techniques include:
- Active listening
- Maintaining an 'open-door' policy
- Setting clear expectations for each member of the team
- Providing regular feedback.
Developing a positive team culture
Improving a team's culture is one of the hardest challenges leaders can face. Whether you lead a team of individuals that have worked together for decades, or a recently established team still in the process of forging professional relationships, developing a positive team culture certainly comes with its own unique hurdles.
More often than not, starting with the basics can have the biggest impact. Leaders can build a nurturing environment for their team by:
- Celebrating team achievements and milestones
- Making space for creativity and innovation
- Encouraging team members to prioritise their wellbeing and work-life balance.
Continuous improvement and learning
Investing in the professional development of team members by offering opportunities for training, skill development, and mentorship can be mutually beneficial to both individuals and the organisation. Professional development supports team members to reach their full potential.
While these opportunities enable individuals to supercharge their skillset, helping them to further their career in the future, professional development can also help to bring best-practice, the latest insights and trends, and new ways of thinking back into the business.
Prioritise authentic leadership
A common question many leaders often grapple with is 'how can I be an authentic leader?'. The truth is that there is no 'one size fits all' solution to authentic leadership, and the journey to achieve it will differ from leader to leader.
One way in which leaders can strive for authenticity is by avoiding replicating the leadership styles of those around them. Instead, they should invest time in self-reflection - identifying strengths and weaknesses, and observing responses to success and failure to heighten their self-awareness.
You can learn more about the key qualities every leader should adopt in our article 'Building the skills to lead confidently and competently in an ever-changing business world'. In the article, Professor Robin Martin explores the ways in which individuals can promote authentic leadership.
Learn strategies for leading effective teams
Our Manchester Leadership Development Programme explores the fundamental principles of high performing teams. Learn more about the Manchester Leadership Development Programme.
