Corporate Education Group

Tips to Keep Your Team Energized

CEG offers Corporate Training and Consulting, as well as traditional and virtual instructor-led courses in management and leadership, project management, business analysis, business process management, agile/scrum, and lean six sigma.

Issue link: https://info.corpedgroup.com/i/1208703

Contents of this Issue

Navigation

Page 1 of 1

2 | Three Tiers of Leadership Development Offered by CEG 300 Brickstone Square • Suite 201 • Andover, MA 01810 USA • 1.800.288.7246 • +1.978.649.8200 • info@corpedgroup.com style at each stage. One of the most popular models of team development is the Tuckman model with its stages of forming, storming, norming, and performing. • In the forming stage a team needs direction in order to minimize uncertainty and a structure to help clarify goals, roles and responsibilities. • As team members gain clarity and begin to work together, they may start to experience storming. This is when struggles emerge over tasks, personalities, or competing expectations. At this point the team needs strong and impartial guidance to help it address and resolve conflict. This is a critical stage to get the team to build trust by creating a safe place to speak up and a willingness to accept diverse viewpoints and recognize what's best for the larger purpose. • As trust builds, the team can focus in earnest on the tasks at hand, and as it defines what progress looks like, its leader needs to focus more on removing roadblocks that impact the team's performance as a whole. This is the norming stage, when the focus shifts to delivering on the larger purpose. • A performing team is one that has shifted into high gear by adopting a clarity of purpose, a high regard for all contributions, a willingness to enable, and a way to deal with conflict that ends up producing better results. At this point, team motivation is achieved by being as self-sufficient as possible. Team leads are most effective by helping to maintain visibility of the team's success. Teams can certainly energize the overall workforce, but so can individual contributors, and highly motivated individual contributors are great teammates. Teaching your top management talent how to bring out the best in people they hire is largely dependent on knowing how to develop individual talent through coaching and performance goals. And one of the things coaches do is motivate people to stretch beyond their comfort zones. In his book Courage Goes to Work, Bill Treasurer talks about developing your staff by helping to fill their three buckets of courage: • The try bucket — the courage of first attempts (having initiative) • The trust bucket — the courage of relying on the actions of others (being receptive and open) • The tell bucket — the courage of conviction (truth-telling with confidence) Managers/coaches know how to jump first and be an example, create safety nets for first attempts, make room for stretch goals, and adjust the degree of comfort or discomfort to nudge people in the right directions. High-performing teams plus motivated individuals makes a great recipe for an energized workforce!

Articles in this issue

Links on this page

view archives of Corporate Education Group - Tips to Keep Your Team Energized