Workplace teams need coaching

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All over America companies are implementing a "team" approach. Many are experimenting with natural teams, management teams, self-directed teams, cross-functional teams, cells, process teams and matrix teams. This new approach is causing some exciting "wins" but it is also creating a lot of confusion and frustration. And because companies are so new at working this way, they are making some mistakes.

For example, self-directed teams are a hot topic--as evidenced by the number of consultants cashing in on how-to seminars. The problem is that self-directed work teams aren't appropriate for every company. And many companies are pursuing them as the goal instead of identifying the goal that is best for the customer and working backwards to figure out the best structure to get it.

Another problem is that companies jump into self-directed work teams too quickly, the workforce usually isn't prepared for it. And either is management. Too many companies simply deem a work group "self-directed" send them to a few training classes and then wonder why they aren't taking responsibility. If you were suddenly thrust into "taking more responsibility" would you make a decision with little information in a culture that traditionally blames the person if it doesn't work? If the culture isn't modified to support the teams, they will fail.

Here are some tips for guiding groups who are new at team behavior and responsibilities:

1.      Don't just turn them loose. This is irresponsible and will set them up to fail. Provide them with a seasoned coach and mentor. Ideally, this person will be at a high enough level to be their connection to the top of the organization. This guardian angel can steer them clear of political sinkholes and teach them how to gather data, work across boundaries and sell a new idea. This coach can also act as their liaison for setting up training to build skills and for getting information they need to make decisions.

2.      When the team works on a project, give them a clear picture of what you want and what the boundaries are. Too often, well-meaning management decides to let an inexperienced group solve a problem without giving them any guidance and structure. Then the group process breaks down or the solution is unrealistic or solves the wrong problem. For inexperienced groups always provide a process facilitator.

3.      Clarify what the authority limits are. Sometimes managers in their haste to "empower" people send them charging off to work on a problem only to find that the solution isn't acceptable. Now the managers feel that they are held hostage and must accept the group's decision or risk looking non-supportive of empowerment.

By and large, employees are adults who will work within the limits you set. It's irresponsible to presume that employees who are inexperienced in working in teams will hit home runs in their first game. Start out with limited authority and work up to more freedom as they gain experience. And don't forget: You don't ever have to say yes. Just be honest and tell them the truth.

And remember, the reason their solution is unrealistic may be because they don't know all the facts. It's management's job to provide them what they need to make the best decision. That's why pairing up inexperienced teams with experienced people can work well.

4.      Don't do it for them. One of the most difficult things traditional managers need to learn in this new environment is to let the employees do it. If they ask questions guide them to find out the answers for themselves. If they stumble don't grab the work and do it yourself so it's done "right." Use it as a teaching opportunity and let them fix it. If they need information from another department, let them go get it. It's the only way they can learn good judgment and feel a sense of ownership.

Would you like to bridge the commitment gap with your employees?   We provide management consulting, executive coaching and customized, skills-based training for managers and supervisors, that changes behavior, creates a healthy culture and builds a customer-focused team.  Call us today at (800) 348-1944.