In 6 steps, you will work towards your successful team using the ‘TeamUP’ method. Start today!
Step 1. Team Analysis (T)
Analyze your team. What is going well, and what is not? What do you need to function even better as a team? Is your goal clear, do you have the right competencies in the team, do you have a clear and effective role distribution, etc.
To create a good team analysis, you use the 10 development aspects of the ‘TeamUP’ method. Keep an eye on my blogs if you want to learn more about these 10 team development aspects. Do you want a complete team analysis right now? Request the TeamUP team analysis here.
Step 2. Engage Your Team (E)
Discuss the team analysis with the team. The biggest challenge here is to be completely open to all input, feedback, and reactions from each team member.
I always use 2 important principles:
Make as much room as possible for discussing what is going on within the team. Allow space for emotions and for addressing what is often left unsaid. Listen, summarize, and ask further questions until everyone feels heard. During step 2, you will be most effective as a team leader or coach if you can set aside your own judgment, cynicism, and fear.
Step 3. Agreement (A)
Next, determine the following three points together with the team:
- What is the common thread?
- What is the collective need of the team?
- What is the critical success factor for improving team performance?
These questions will help you align on what to focus on in the next three months. Choose one critical success factor and document the agreed-upon commitments in a team agreement, also known as an 'Agreement.'
Step 4. Match and Measure (M)
Ensure that your approach aligns well with where your team currently stands and what it needs to grow further. If you move too far ahead, you risk losing your team. If you continue manage too much while they are already capable of operating more independently, you may hinder their development.
Also, be sure to measure your team's progress—not only the well-known ‘hard’ KPIs but also the more ‘soft’ aspects, such as interaction, communication, collaboration, and trust. Most importantly, track progress based on the commitments made in your ‘Agreement.’
Step 5. Upgrade (U)
Often, after a few weeks, it becomes clear that the efforts are not sufficient. The situation is more complex or challenging than expected. Persistent, ineffective patterns are difficult to break, or essential conditions such as the right people or resources are missing.
What do you need to be upgrade to truly reach your agreed-upon goal (Agreement)? This could be anything: expanded authority, better IT support, additional budget, increased capacity, an adjustment in team composition, or extra guidance to develop skills and break existing patterns.
Step 6. Perform and Pay Out (P)
The final step in the cycle is achieving the goal (Agreement). And rewarding and celebrating this success. Make sure this is achieved within 3 months. This way, you continuously make improvements visible and tangible. So that the team builds confidence and experiences a positive boost.
Involve all stakeholders in the celebration. Show what you have accomplished and what it has delivered. And give everyone the recognition and appreciation that fits.
In the upcoming blogs, I will delve deeper into the above 6 steps and share even more valuable information on building successful teams.
