Creating winning Teams

One of the biggest challenge of the leader is to encourage harmony, productivity, creativity and workplace satisfaction within the team. Simply put, making sure that the team works as a unit.

It is one thing to hire talented and intelligent people but making them work in harmony for achieving the common goals in another. In this article I am sharing some thoughts about hiring the right people and encouraging teamwork. The Romans understood the importance of teamwork. Their understanding of the power of teamwork that was instrumental in building the Great Roman Empire. They understood that a soldier standing alone with his shield and sword was as strong and as weak as the enemy soldier, but the soldiers that lock their shields together for cover on all sides are invincible.

How to Hire the Right People

Hiring the right person for the job is not simply a matter of picking the person with the best qualifications or experience. Rather, it is a matter of picking the person who will most fit into your workplace culture and who clearly has goals that are aligned with that of the team and the organization.

Once again, it comes down to the why and to finding people who really want to work there – not only for the money. If you can do this well, then the people in your office will naturally be friendly because they will have aligned goals. What’s more, is that they will naturally be more likely to get on well and to fit into the office ‘vibe’.

Finding result-oriented individuals for your team is an enormous challenge, even for the best of leaders. It is even more difficult to find team players who are also result oriented. But the most difficult task is to bind the team to a common purpose. So when recruiting, the leader has to evaluate not only the ability and skills of the candidate, but also evaluate the extent of their support of the purpose.

How to Encourage Teamwork

Encourage Trust

One of the most important ways to build teamwork is to encourage trust. Remember what we said a long time ago about people in the military being willing to sacrifice themselves for their team? The reason that they all give for this is ‘they would have done it for me’. You don’t have to be best friends with someone on your team and you don’t need to share anything in common. But if you can trust them to have your back, then you’ll be motivated to support them as well.

You can encourage this not with ‘trust exercises’ (which are a waste of time) but by putting your team in positions where they are forced to rely on each other to succeed. You also need to encourage open communication and openness in general – and you should endeavor to give the team the chance to become personally acquainted so that they know more about one another.

Build a culture "Yell for Help and Run to Help". Highly motivated and focused team will focus on Common Goal and will not shy to seek help and willingly help the other team members to achieve the common goal.

Reward and Recognition

Remember earlier that we said you shouldn’t offer individual incentives in order to avoid negative competition within your teams? That still holds true and you should certainly avoid creating an environment where it pays to step on the toes of your colleagues. But what’s more is that you can do the opposite by giving goals for your whole team.

Having numbers of sales up on the board, or better yet a customer satisfaction score, can help to remind your team why they’re there and to work together toward that common objective. Likewise, giving individual members within the team the credit and autonomy to work on their own aspects, will further help them to be intrinsically motivated and to help their fellow teammates along the way.

Mix Things Up

One thing to avoid is allowing smaller cliques to form within your organization. You don’t want one group of ‘smokers’, the older generation and ‘accounting’. While your team will naturally be formed of smaller subsets, cliques can be destructive due to the principles of ‘convergence and divergence’ which will make those subsets view

themselves more like outsiders rather than members of you organization.

Solve this by breaking up destructive relationships by moving the seating and by forcing more interaction between departments.

Roles and Responsibility

Teamwork between different departments is as important – if not more important – than teamwork within departments. This is another reason to move things around and to encourage individuals to spend time in other groups. If someone from sales spends a few days sitting with the marketing team, then they’ll not only become less part of their ‘sales team boy’s club’ but will also be more likely to better understand and respect the role of marketing.