Being the head of a group of opinionated individuals can be a headache. There will be conflicts and fires to put out all the time. There will always be someone who disagrees with another. One must, therefore, learn leading high performance teams tactics in order to abate the intellectual tugs of war that are bound to develop. Communication is key. Ensure everyone knows the group rules.
These groups are known for their innovative solutions. Such distinguished groups tend to survey outside the box. The leader should encourage this out of the box thinking. He or she should provide a safe space to pose the strangest questions. No idea is too crazy. It is through taking leaps and risks that innovation happens. As the head, ensure to nurture that spirit.
For the above to be possible, the group must be a safe space. It must be a place where no one is chastised for suggesting something radical that no one agrees with. A place where judgment is passed. A group where every member is encouraged to be an active participant. To express their opinion on whether or not it will be popular. The head should turn the diversity and differences into strengths.
As mentioned before, conflicts will happen. They will happen a lot and more often than not, aggressively. The best way to ensure they do not get out of hand and are constructive is to instill the culture of cooperation. Rather than having each individual present a mosaic of their own thought process, have them make a collective presentation of a solution. There should be a prescribed understanding on how to manage and handle conflicts. This understanding must be followed to the letter.
The Betari Box behavioral mode is especially important in this instance. It suggests that the attitude and behavior of one member can paint those of the others. That one improper member could soon turn into three and soon all. There is often a reason for the change in attitude and behavior. One should keep a close eye on that so they can address the issue before it escalates.
The head is not a school principal. It is not his or her job to push for deadlines and to punish tardiness. If one finds themselves in a situation where they are constantly pushing people, he or she needs to find the reason. Often it is motivation. Instead of pushing, try another approach. Inspire the members. Start a fire within them to work and work hard. Appeal to the parts that led them to join the group in the first place.
Be the model. Be a shining example. Be vulnerable. Be a follower of own preaching. The leader was and is a member first. The crown matters very little if this fact is forgotten. Being the head does not make one king. It does not mean that head sits back while everyone else works. In fact, as head one should work harder. They should be more driven to be great. This kind of humility will breed appreciation, respect, motivation, admiration, and success.
Be the person the team members run to and not from. Be trustworthy. Be the person they approach with their issues or conflicts. Do not be a person who scolds.
These groups are known for their innovative solutions. Such distinguished groups tend to survey outside the box. The leader should encourage this out of the box thinking. He or she should provide a safe space to pose the strangest questions. No idea is too crazy. It is through taking leaps and risks that innovation happens. As the head, ensure to nurture that spirit.
For the above to be possible, the group must be a safe space. It must be a place where no one is chastised for suggesting something radical that no one agrees with. A place where judgment is passed. A group where every member is encouraged to be an active participant. To express their opinion on whether or not it will be popular. The head should turn the diversity and differences into strengths.
As mentioned before, conflicts will happen. They will happen a lot and more often than not, aggressively. The best way to ensure they do not get out of hand and are constructive is to instill the culture of cooperation. Rather than having each individual present a mosaic of their own thought process, have them make a collective presentation of a solution. There should be a prescribed understanding on how to manage and handle conflicts. This understanding must be followed to the letter.
The Betari Box behavioral mode is especially important in this instance. It suggests that the attitude and behavior of one member can paint those of the others. That one improper member could soon turn into three and soon all. There is often a reason for the change in attitude and behavior. One should keep a close eye on that so they can address the issue before it escalates.
The head is not a school principal. It is not his or her job to push for deadlines and to punish tardiness. If one finds themselves in a situation where they are constantly pushing people, he or she needs to find the reason. Often it is motivation. Instead of pushing, try another approach. Inspire the members. Start a fire within them to work and work hard. Appeal to the parts that led them to join the group in the first place.
Be the model. Be a shining example. Be vulnerable. Be a follower of own preaching. The leader was and is a member first. The crown matters very little if this fact is forgotten. Being the head does not make one king. It does not mean that head sits back while everyone else works. In fact, as head one should work harder. They should be more driven to be great. This kind of humility will breed appreciation, respect, motivation, admiration, and success.
Be the person the team members run to and not from. Be trustworthy. Be the person they approach with their issues or conflicts. Do not be a person who scolds.
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