How to Develop your Team
In this video Beyond the Leading Edge Founder and CEO, Kyle Newman, shares some of the key elements of effectively developing a team. As you’d expect this is quite a complex and a broad area but here are some of the key considerations and you need to go through in the process.
The first element is diagnosis or assessment. So, in order to start developing your team, you really need to get a clear picture of where you are now. There are a couple of common approaches to how to do this. One of which, in my opinion, is better than the other. The most common one, unfortunately, is to assess the individuals within the team with some kind of team matrix or team tool. First, focus on the individuals to get a picture of them, therefore – what does that make the team? In my experience, whilst very common, that’s actually not the most effective way to do it.
I’d encourage you to focus on some kind of assessment or tool that measures the team as a whole. There are many team assessments to choose from. Here at Beyond the Leading Edge, we use the Team Diagnostic and the Leadership Culture Survey.
Once you’ve assessed your team performance, you’ll then move onto the next step: How do you move forwards from whatever that tells you, from where are you now? What do you need to do? What needs to change to improve team performance?
We tend to look at team performance on two core performance factors or areas. We look at productivity strengths and traits, and positivity strengths and traits. Essentially, the high-performing team scores really high on both. You have high positivity, very strong relationships, and high productivity and accountability so the team performance is really sustainable whilst producing great results at the same time.
Often however, what you find with a team is that they typically score higher in one area than the other. They’ve either got very high positivity strengths and relationships but the productivity isn’t really where it could be or it’s the other way around. The productivity is high but the relationships are poor – the team doesn’t work very well together. People get burnt out very easily and there can often be a fair bit of conflict. Or in a worst case scenario, the team scores low on both and then, there’s quite a long way to go!
What I then recommend is that you focus on getting your team development programme in place and work consistently, over a period of six to twelve months, with the team to really develop their performance level. It will get you much better results, and much better return on your investment, than a nice whiz bang team event that doesn’t really have any follow-up or further on-going development. So it’s really about doing work up front and more over time. We recommend a budget investment breakdown of 25% on team performance diagnosis, 25% on the initial intervention, and 50% on follow-up over time.