How to have a team that loves working together!

How to have a team that loves working together!.png

In the world of for-profits, non-profits, or churches every CEO, boss, manager, or pastor desires to have teams that enjoy the work they do, who they work with and are engaged, efficient, and productive.

Leaders of teams desire these traits but is it possible or a mythical organizational utopia? 

I would argue yes it's possible, but not easy. 

So where do we start? by creating clarity. 

Create team clarity  by answering three questions: 

1. Why are we doing this? The Purpose Question
Answering "Why Are We Doing This?" connects your team to the big picture and why you exist.

Simon Sinek in his excellent book "Start With Why" describes the need for answering the "Why are we doing this? Question. He shares: "Very few people or companies can articulate WHY they do WHAT they do. By WHY I mean your purpose, cause or belief - WHY does your company exist? WHY do you get out of bed every morning? And WHY should anyone care. People don’t buy WHAT you do; they buy WHY you do it."

Answering the "Why Are We Doing This?" Question establishes a North Star to point the team toward a cause bigger than themselves consistently.

2. How do we behave? The Values Question

After clarifying WHY you do what you do, then define how you behave.  

Every organization has values defined or undefined. 
 Your organization may have a list of words on a wall in the lobby, but they are not necessarily the organization's values, HOW people behave is.
When an organization fails to identify and monitor the behavior it values, then the undefined dominant values will take precedence.  For example, If you are the CEO, boss, manager, or pastor and say "We value family" yet model working eighty hours a week, your behavior will become the undefined value. 

 What you prioritize becomes how people behave and establishes the culture.

Healthy values modeled and routinely reviewed with your team in conjunction with your WHY becomes the thermostat of the entire organization and define WHY you are all here and what you expect from your team.

3. What Part Do I Play? The Responsibility Questions
Articulating why each job is important, needed, and how it helps to accomplish your WHY is a must before establishing a performance management process.
A team can understand the WHY, have a clarified HOW yet still function in ambiguity if their role in the organization is unclear.

Answering the "What Part Do I Play" goes beyond a job description.  It's describing what will happen to the team and organization if the responsibilities of the individual are not fulfilled creating a "weightiness" to their role and helping the team member feel valued, important and a part of the organizations WHY. 
Answering the Responsibility Question then creates space to establish specific, measurable, attainable, realistic, and time-bound goals for your team so you can measure performance based on results.

Clarifying WHY we are here, HOW we behave, and WHAT part we play, provides the support structure for an effective performance management process and leads to a team that enjoys the work they do, who they work with and are engaged, efficient, and productive.