Did you leave your last team meeting feeling like you had identified plenty of issues, but decided on few or no solutions that worked for everybody? Do you feel like you have created solutions for each of these identified issues, but implementation of the solutions is not consistent? If you answered, Yes, to both of those questions, you’re leading a players conference instead of a team meeting.
Valuing your "Players" and their concerns
A players conference creates a platform for individuals to discuss and address their personal priorities and concerns. They are valuable because, in a group setting you and your “players” can identify themes and reoccurring/common issues. This kind of meeting lets everyone know they are heard and their perspective valuable. They keep the lines of communication open so the members of your team continue to confidently identify problems and proactively seek resolution. Here are some guidelines to keep this kind of meeting productive and valuable to everyone; 1) everyone has the same opportunity to speak. 2) The concerns addressed are business related not emotionally or personally motivated. 3) All concerns are recorded to ensure they are addressed. 4) The facilitator of the meeting stems personal attacks or complaints in the group, but makes time to address these issues privately.
Make your next meeting, a “Team” Meeting!
A team meeting is about getting everyone on the same page, but first you have to turn your “players” into a team. To create a true team, there has to be a common goal equally shared and important to every team member and your business. This can be difficult. As the leader it is your job to identify the unifying goal. Building belief and excitement around achieving this goal creates your team.
Creating a successful team is where Business Culture Building comes into play. Successful teams fill positions with people who are confident in the role they must play to help the team reach the defined goal. As a team leader you have to, 1) learn about your team members, 2) recognize their strengths and area’s of opportunity, 3) define & praise how they use their strengths within their role and, 4) facilitate partnerships or mentorships to support the growth of the team as well as the individual.
Facilitating partnerships and mentorships within your team rely’s on mutual respect and trust. Don’t miss next months Business Culture First Week Focus: Trust and Respect - Tested and Earned.