In a work span of 28 years, I have worked across multiple geographies. Consequently, I have also been part of so many teams, many times as a team member and even more times as a team leader. Sometimes the teams were of very homogeneous background but many times of diverse backgrounds. While there are many factors that determine what an effective team is, what matters the most is not the individuals in the team but rather how they complement each other and bring out the best. In fact, I remember one of my bosses enlightening me why a team of superstars were not really creating excellent value for the business, but a team of average individuals and a couple of stars ended up making an outstanding contribution. It reminded me of Football, where one would realize that you never have more than 1 or 2 key players. That is why you do not get multiple Messis (or Ronaldos) in a team. Imagine a team of 11 of them trying to score and no players in defense or making the game. Right people in the right role that have clarity of purpose and have a shared responsibility and accountability will always be successful. There are such examples around us where we do see how a set of stars collectively failed to deliver tangible outcome.
Building a Great Team
There are many literatures on how to build a talented team but my experience over the years has given me perspective on how one can build an effective team. Here are my reflections on this.
1. Clear and compelling purpose
A talented team understands its mission and how its work contributes to the organization’s broader goals. This shared purpose provides motivation and gives direction, ensuring everyone is aligned and invested in the same outcome.
2. Shared goals and accountability
Team members work toward common objectives, their specific responsibilities, and hold each other accountable for reaching them. This shared commitment is stronger than individual goals alone, and it ensures that each member contributes their fair share to collective success.
3. Open Communication:
Ideas, thoughts, and opinions are shared freely, and members actively listen to and value each other’s contributions. Effective communication is the cornerstone of great teamwork. It involves not only speaking clearly but also active listening and providing thoughtful feedback. Here are some ways one can build open communication.
· Transparent and honest: Team members are comfortable having honest conversations and providing constructive input without fear of negative repercussions.
· Consistent updates: Regular, clear communication helps the team stay organized and aligned on deadlines and task progress, especially for remote or hybrid teams.
4. Trust and Respect:
Team members rely on each other, value diverse skills, and believe in their colleagues’ competence and commitment. A team built on trust and respect allows members to rely on each other’s competence and integrity. This foundation enables vulnerability and fosters strong, cohesive relationships.
5. Collaboration and Accountability:
Individuals work together effectively, playing to each other’s strengths and taking ownership of their tasks and mistakes.
6. Supportive Leadership:
Effective leaders provide direction, delegate tasks, foster a sense of purpose, and create a safe environment for risk-taking.
7. Psychological Safety:
Members feel comfortable taking risks, asking questions, and admitting mistakes without fear of negative repercussions. This is the most critical element of an effective team, as identified by Google’s multi-year study, Project Aristotle. It is a shared belief that the team environment is safe for interpersonal risk-taking, such as asking questions, sharing innovative ideas, or admitting mistakes without fear of judgment or punishment. Here are some common traits for building a psychologically safe organization.
· Encourages innovation: When team members feel safe, they are more willing to take calculated risks and explore creative solutions, rather than conforming to group thinking.
· Promote learning: Mistakes are seen as opportunities for growth rather than causes for blame, leading to a continuous cycle of learning and improvement.
· Increase engagement: Employees in psychologically safe environments are more engaged, resilient, and experience higher job satisfaction.
8. Diverse Skills & perspective:
A mix of different skills, experiences, and perspectives enhances problem-solving and innovation. Great teams value this diversity and use it to develop a wider array of creative solutions.
9. Adaptability:
The team can pivot and adjust strategies in response to added information or challenges.
10. Effective Conflict Resolution:
Conflicts are addressed constructively rather than avoided or ignored, leading to stronger solutions. In great teams, conflict is not avoided but is seen as an opportunity for growth and learning. Team members can engage in healthy debates, discuss disagreements respectfully, and work together to find a resolution.
11. Recognition and Celebration:
Great teams recognize and celebrate their accomplishments together, reinforcing positive behavior and increasing team morale and cohesiveness. This collective recognition helps build a stronger sense of community and shared accomplishment.
Conclusion
While I have elucidated how to build a wonderful team, it is also important that the team has a strong leader. A strong leader is often the “glue” that holds a team together. Great leaders build an inclusive environment by modeling adaptive behavior, empowering others, and demonstrating empathy. They inspire confidence and motivation by consistently following through on their commitments.