Lead on Purpose

Promoting Leadership Principles in Product Management

Rules for amazing team formation

2 Comments

Guest post by Daniela McVicker

People make companies successful. Without effective team formation, a business can’t succeed. Carefully choosing and assigning roles and tasks is a crucial element in business management.

Building a strong team with a healthy work relationship is a demanding task. That is why carefully selected and strictly established rules can be life savers. These critical rules for team formation can help you create an amazing team.

Amazing-Team-Formation

Choose the right leader

Every team needs a team leader to guide them through their tasks and keep the organization going. Therefore, the team leader needs to be a role model to earn respect from their colleagues.

Understand that a team leader isn’t someone who gives orders and pushes people around, but instead a hard-working individual who knows how to motivate others. If you want to demand high-performance you need to set the example.

Build in open communication

For a long-lasting and fruitful business relationship, you need to build trust in your communication. This means that your team feels comfortable sharing opinions or concerns, and everyone can speak their mind and express their ideas. Each individual should feel appreciated.

Focus on the strengths

Look for special skills in each of the team members and give them opportunities to use their strengths. For example, if you have two content writers in the team but one is better at writing while other excels in doing research, assign their tasks accordingly.

Set clear goals

Without a specified goal, your team won’t be driven enough to give the best results. Let your team know what they are working for. When they are aware of how their efforts benefit both the company and themselves, they’ll perform better.

Measure the performance

Monitor the process of team formation and make notes every step of the way. You should have knowledge of how your decisions are affecting the team. By evaluating the team’s performance you’ll know whether you need to make changes.

Observe certain parameters such as communication between team members, trust, and results. If you notice an issue, deal with it right away. Also, pay attention to which team structure performs best and regroup employees as necessary.

Set realistic expectations

During the whole formation process, you need to know that each change demands time. Especially if you are forming a completely new team. People need time to adjust to new tasks, projects, and team members.

Unrealistic expectations and impossible goals can discourage everyone from the very beginning. You need to allow your team members to get used to their new roles and duties and set the deadlines and goals accordingly.

Forming a team that is skillful, inspired, and collaborative is the dream of every manager or a business owner. These simple but important rules can make a remarkable difference in your team’s performance. Remember that people, not profits, make companies successful. That is why your trouble will be worth it.

Questions: What are you doing to build out your team? How do you measure your team’s performance? Please leave a comment in the space below.

Daniela McVicker is an editor for Top Writers Review. She is also an experienced writer with a degree in social psychology from Durham University. Daniela is primarily focused on writing about self-improvement and leadership.


The Product Management Perspective: While product managers rarely build teams, we have a big role in making teams successful. Take time to consider how following these rules will help you build out your team.

2 thoughts on “Rules for amazing team formation

  1. On the measurement side – I would also make that data very clearly visible as part of a monitor near the team, or a daily updated print out, etc… that way the teams know in near real time how their success tracking.

  2. Ms. McVicker:

    Thank you for this useful set of rules. I believe you have outlined a strong structure for teams. A characteristic that would help a leader in this process is humility. A leader may model hard work, but if they are arrogant, they will unlikely be a source of healthy motivation. A sense of trust and open communication within a team is more likely to thrive if the leader models teachability. I think this is the quickest way of building a sense of safety for team members. It does not take long for us to figure out if we can give an opposing view to a team leader without fear of reprisal.

    I appreciate your reminder to deal with issues immediately. Leaders are frequently faced with a decision to step into a situation and I have learned that it is best to deal with things early rather than kick the can down the road. Teams can sense fear in a leader and will quickly lose trust if he or she avoids having hard conversations. Avoidance also breeds gossip, which can quickly erode the trust built up over time in a team. A leader can maximize the effectiveness of your team rules when their influence comes from a humble spirit and the confidence to confront others in a healthy and constructive way.

    Steve

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