FIVE THINGS THAT SUCCESSFUL TEAMS DO DIFFERENTLY
In the summer of 2021, consulting firm ignite80 conducted a survey of 1,106 employees in the US to find out what high-performing teams do differently. The study identified five key differences, all based on the close connection between colleagues as a driver of team performance.
The role of the manager, especially an interim manager, is crucial in building successful teams. Here are 5 things to consider.
1. Phone instead of email
While phone calls are becoming less common in the workplace, this is not the case for high-performing teams. According to a study by the MIT Sloan Management Review, high-performing teams make more phone calls than other teams (10.1 versus 6.1 per day on average). This is because phone calls are faster than emails, and it is easier to resolve misunderstandings and make quick decisions. Direct communication by phone also creates more personal relationships between team members, which can increase collaboration and motivation. Pay particular attention to Generation Z, who don’t use the phone much or at all.
2. Plan meetings
Successful teams plan their meetings carefully to ensure that they are productive. One important aspect is the preparation of participants: everyone should know in advance what is expected of them and what topics will be discussed. Ideally, there should be an agenda to structure the discussions. Meetings should also begin with a check-in to ensure that all team members are on the same page and to discuss progress or problems. A well-designed meeting can help keep the team focused and supportive of each other.
3. Discussing topics outside of work
In many teams, time away from work is often seen as a waste of time. But the opposite is true: by discussing topics outside of work, team members get to know each other better and may discover common interests or experiences. These conversations can help build trust between team members, which can have a positive impact on work. By learning more about your team members’ personalities, hobbies and passions, you can better understand what motivates them and how to improve your working relationships.
4. Show mutual appreciation
Recognition – both from peers and superiors – is often a more powerful motivator than financial incentives. In the best teams, recognition flows not only from the top down, but also horizontally between team members. A culture in which mutual recognition and support are the norm is conducive to high performance. Recognition can take many forms, from verbal thanks and thank-you notes to shared celebrations or team events. Showing other team members that their work is valued can build trust and loyalty within the team.
5. Be authentic
Interestingly, members of high performing teams are more likely to express negative emotions at work. They are more likely to swear, complain and express sarcasm towards their colleagues. But why does expressing negative emotions at work lead to more positive performance? The alternative to expressing negative emotions is to suppress them. This suppression is cognitively costly, and valuable cognitive resources are used to hide feelings from others. As a result, less brainpower is available for work.
When team members allow themselves to express their negative emotions, they can work better together in the long run. They can concentrate better on their work and don’t have to worry about hiding their true feelings.
However, team members must be able to distinguish between constructive criticism and inappropriate behaviour. Negative emotions should not be used as an excuse to insult or belittle others. Instead, they should be seen as an expression of frustration or a sign that something needs to be improved in the way the team works together.
It is important to stress that effective teams do not just happen. They require time, attention and a conscious effort to ensure that each member is heard and valued. An interim manager can play a key role in this process by observing the team and understanding how it works. He or she can encourage team members to get to know each other better and help create a culture of openness and collaboration.
In short, successful teams have certain behaviours and habits that help them work productively and effectively. They communicate frequently and effectively, plan their meetings carefully, maintain relationships outside the workplace, value each other and allow each other to express negative feelings. When a team follows these principles, they can be successful and achieve remarkable results. An interim manager can help the team put these principles into practice and improve the way they work together.
I SUPPORT YOU ON THE WAY TO YOUR SUCCESS
I am a strategist, an innovator, an unconventional thinker, a mover and shaker and therefore I do the right things sooner and better.
And with pleasure also for you.
Together we can discover new market opportunities, steer product branding into the right direction, understand your customers better – and stand out from the competition with tailor-made products for your target group. All this leads to more customer satisfaction, greater customer lifetime value and more sales potential.
Can you afford not to go for it?
