How to build a team that will successfully face any change?

How to build a team that will successfully face any change?

24/04/2019
  • anaradovanovic
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Application Developers, Social Media Managers, Account Managers, Uber Taxi Drivers.  If we look only 10 years ago, these professions were almost non-existent. The world we live in is full of constant changes that arise as a result of unstoppable technological development. In order to strike back and be strong enough to resist frequent changes, it is necessary for organisations and their employees to constantly progress and develop their skills.

Did you know that the average life cycle of a certain skill is between 2 and 5 years?

In addition to changes coming from an external environment, it is necessary for the organisation to face a number of internal ones. The fluctuation of employees, decrease in motivation and productivity, constant conflicts in the team, non-productive meetings, poor acceptance, but also feedback as such, are the challenges that managers face on a daily basis. Furthermore, a new generation, so-called affiliates, is long ago not interested for a safe job, work from “9 to 5” based on the principle “sit where you are” during the entire career path. Moreover, they expect their managers to help them progress, provide them with additional education and development. Sometimes it’s really not easy, especially when you have completely different team members. Dear managers, we totally understand you! Therefore, we want to share with you 5 principles of coaching that will help you build a strong team, ready to resist any change.

# 1 EQ (emotional intelligence) is the new IQ

Emotional intelligence is one of the basic prerequisites for any successful coaching session. Not every client or employee is the same, therefore is very important to adjust your approach for each team member separately. Do you know what challenges your team members face on individually? What is your employee’s motivation? In what kind of environment they like to work? How do they react when they are under pressure and stress? The answer to these questions means that you are empathic, and takes you a step closer to success. According to Daniel Goleman, successful leaders are not those who apply a style of leadership, but those who adapt their style of management to people and according to a given situation.

# 2 The combined forces of individuals make the team of Superman

What shoe size do you wear? Is it the same as the size your closest friends wear? It’s hard, right? It’s similar when we talk about team coaching. It’s important to find the ideal “pair of shoes” for each individual team member. You need to work as a manager to get to know your employees. What’s the best? In what exact situation did they reach excellence? What can be better? Whether there is another person in the team that is good at it? The idea is based on that what represents the weakness of one, is actually the strength of another team member. Employees complement each other, and as a result, we get a strong and compact team. It is enough that everyone gives the best in their tasks, but also to have the ability to see how stuff work, and how that affects a whole team.

# 3 Getting an answer demands asking a question!

Coaching is often defined as the art of active listening and asking the right questions. Also, it’s important to note that coaching is not delegating. It’s not ordering. It does not define the targets and tasks that need to be met. And certainly not turning toward past. Let’s take an example.

In a situation where your employee did not fulfill what he expected, instead of asking him, “Why did you not accomplish the target?” ask this: “What we can do, during this conversation, in order to achieve our goal? “.

It is also advisable to ask him what challenges he could face on that path, as well as who around him will he affect on with his actions. From this conversation, you will be able to easily figure out what your employee is struggling with, and what to do next.

# 4 Principle “If you really want, then you can”

Once you find out the skills of each team member and what direction they want to go, you should support them as a manager on this path. Have a meeting with each of the employees, and set goals. Make sure that the individual goals wear SMART label, and are in compliance with the main goals of the organisation. Also, it is important to take care that employee has complete control over the set goals. This means that whether something is done or not, entirely depends on the employee. At the end of the meeting, define the action steps that will enable employees to achieve goals.

#5 Feedback as a tool of exceptional managers

If employees of yours are doing something wrong, you should point that out, as well as when they do it right. Give them a compliment.

Be aware that the feedback you give them should be based on facts, behaviour and performances. Then they will conclude that there is no good or bad feedback, but only their behaviour and actions in given circumstances.

When you start using this advice, not so long will take to see how strong it affects your team. Only changes are continuous. They are needed for the development of individuals or organisations, and we shouldn’t be afraid of them. Especially if we are well prepared! If you want to find out how to successfully lead the team through the process of changes, join us on training!

Erickson - HPTC - Team