M4 L5 Supporting Team Performance

Summary

Leading a team involves both operational and people aspects. Start with a meta-analysis to understand team dynamics using Richard Hackman's team diagnostic survey, assessing six conditions of team effectiveness. Use the GROW framework for coaching and structure one-on-one meetings for performance reviews. Recognize achievements and plan team-building activities to enhance cohesion and collaboration. Employ awards and recognition systems to motivate team members. Foster development and a positive work environment through thoughtful leadership practices.

Takeaways

• 😀 Leading a team involves both operational support and ensuring team motivation and value.
• 🔍 Conduct a meta-analysis to understand the team's dynamics, communication patterns, decision-making processes, and alignment with organizational values.
• 📊 Use the Team Diagnostic Survey by Richard Hackman to assess team effectiveness across six conditions: real teams, compelling direction, right people, sound structure, support context, and available coaching.
• 🛠 The survey helps identify areas of strength and improvement, guiding coaching efforts and aligning the team with organizational goals.
• 🌟 Coaching and mentoring are crucial for team support; use the GROW framework (Goal, Reality, Opportunity, Will) for structured coaching sessions.
• 📝 Create a coaching contract to establish a safe space for personal development discussions, ensuring trust and emotional safety.
• 🔑 Set specific, actionable goals for team members that align with broader objectives, and encourage commitment to personal and team growth.
• 🗓️ Structure one-on-one performance reviews to include well-being checks, performance review, and action planning for continuous improvement.
• 🏆 Implement awards and recognition to acknowledge hard work, dedication, and create a positive work environment.
• 🤝 Organize team building activities to foster cohesion and collaboration, using the five C's of team building (Communication, Collaboration, Commitment, Culture, Celebration).
• 💡 Reflect on past leaders you appreciated and ensure your team has ample opportunities for development and progress.

Q & A

What are the two main aspects of leading a team as mentioned in the script?

The two main aspects of leading a team are the operational aspect, which involves supporting the team to perform at its best, and the people aspect, which focuses on ensuring team members feel motivated, valued, and willing to go the extra mile for the team.

What is a meta-analysis of a team and how does it help a leader?

A meta-analysis of a team is a process that helps understand the deeper dynamics within the team, such as communication patterns, decision-making processes, and alignment with organizational values. It allows a leader to enhance team cohesion, improve decision making, and pinpoint areas for growth and opportunities.

What is the Team Diagnostic Survey and how does it assess team effectiveness?

The Team Diagnostic Survey is a tool developed by Richard Hackman that assesses teams across six conditions to determine their effectiveness: real teams, compelling direction, right people, sound structure, support context, and available coaching. It helps leaders identify areas of strength and improvement within the team.

What is the GROW framework for coaching and how is it used in team development?

The GROW framework stands for Goal, Reality, Opportunity, and Will or willingness to grow. It is used in coaching to help individuals set specific, actionable goals for development, discuss their current reality, identify opportunities for skill enhancement, and encourage commitment to personal and team growth.

Why is it important to create a safe space during coaching sessions?

Creating a safe space during coaching sessions is important because it helps individuals feel at ease when sharing their thoughts and concerns. It fosters trust and leads to deeper engagement with the coaching process, which is essential for effective outcomes.

What is the significance of setting a coaching contract with team members?

Setting a coaching contract with team members is significant because it outlines the terms of personal development, assures confidentiality, and establishes a foundation for a trusting and supportive coaching relationship.

How should one-to-one performance reviews be structured according to the script?

One-to-one performance reviews should be structured with an introduction and well-being check, a discussion of personal or professional updates, a performance review with constructive feedback, and action planning with realistic, measurable goals and specific steps.

What is the purpose of awards and recognition in a team setting?

Awards and recognition serve to acknowledge hard work and dedication, create a positive and engaging work environment, and motivate team members to continue performing at a high level.

Why are team building activities important for team performance?

Team building activities are important for creating a cohesive and collaborative work environment, enhancing communication, and fostering a shared sense of culture and celebration, which ultimately contributes to team performance.

What are the five C's of team building mentioned in the script?

The five C's of team building are Communication, Collaboration, Commitment, Culture, and Celebration. These elements are used to design structured activities that promote teamwork and enhance team dynamics.

How can leaders reflect on their approach to supporting their team?

Leaders can reflect on their approach by thinking back to leaders they have appreciated in the past, considering what made those leaders effective, and applying those insights to ensure they are producing results while also ensuring team members are happy and willing to work within the team.

Outlines

00:00

😀 Leading and Understanding Your Team

This paragraph discusses the dual nature of leading a team, focusing on operational support and team motivation. It introduces the concept of a meta-analysis to understand the team's dynamics, including communication patterns and alignment with organizational values. The paragraph recommends using the Team Diagnostic Survey by Richard Hackman to assess team effectiveness across six conditions. It emphasizes the importance of coaching and mentoring using the Grow framework, setting a coaching contract to create a safe space for team members, and tailoring support to help them reach their full potential.

05:03

😌 Coaching and Structuring Performance Reviews

The second paragraph delves into the specifics of coaching and structuring one-on-one performance reviews. It suggests a 45-minute session divided into three parts: an introduction and well-being check, a performance review with constructive feedback, and action planning with SMART goals. The paragraph also touches on the importance of awards and recognition to motivate the team, ensuring that recognition systems are inclusive and inspire all members. Additionally, it highlights the value of team-building activities for creating a cohesive work environment and suggests organizing at least two major events annually.

10:04

🥇 Enhancing Team Cohesion Through Structured Activities

The final paragraph focuses on the importance of team building for enhancing communication, collaboration, commitment, and a shared sense of culture and celebration. It recommends planning activities using the five C's of team building: communication, collaboration, commitment, culture, and celebration. The paragraph provides an example of a retreat that includes problem-solving activities, goal-setting sessions, and celebrations of achievements. It concludes by encouraging leaders to reflect on past leaders they have appreciated and loved, emphasizing the need to ensure team happiness and opportunities for development.

Keywords

💡Operational Aspect

The operational aspect refers to the practical and functional dimension of team leadership, where the leader ensures that the team performs at its best. In the video, this concept is integral to the theme of team management, as it underscores the importance of supporting team performance and aligning it with organizational goals.

💡People Aspect

The people aspect of leadership focuses on the emotional and motivational well-being of team members. It is about creating an environment where team members feel valued and motivated to excel. In the script, this concept is highlighted as a key component of effective leadership, emphasizing the need for leaders to foster a supportive and engaging team culture.

💡Meta-Analysis

Meta-analysis, in the context of the video, is a method used to understand the deeper dynamics within a team, such as communication patterns and decision-making processes. It is a tool that helps leaders to assess team effectiveness and identify areas for growth, which is crucial for enhancing team cohesion and aligning with organizational values.

💡Team Diagnostic Survey

The Team Diagnostic Survey is a tool mentioned in the video, developed by Richard Hackman, to evaluate team effectiveness across six conditions. It is used to pinpoint strengths and areas for improvement, providing actionable insights for leaders to enhance team performance and align with organizational goals.

💡Compelling Direction

Compelling Direction is one of the six conditions assessed by the Team Diagnostic Survey. It refers to having clear, challenging, and consequential goals for the team. In the video, it is presented as a critical factor for team motivation and success, ensuring that team members have a clear understanding of what they are working towards.

💡Sound Structure

Sound Structure is another condition evaluated by the survey, which pertains to the organization of tasks and clarity of roles within the team. The script emphasizes the importance of a well-structured team environment for effective collaboration and role clarity, which is essential for team success.

💡Support Context

Support Context refers to the organizational support, information, and resources needed for a team to succeed. In the video, it is highlighted as a key condition for team effectiveness, indicating that teams require the right context and support to perform at their best.

💡Coaching Contract

A Coaching Contract is a term used in the video to describe an agreement between a leader and a team member during coaching sessions. It outlines the terms of personal development and assures confidentiality, creating a safe space for open communication and trust-building, which is vital for effective coaching outcomes.

💡GROW Framework

The GROW Framework is a coaching tool introduced in the video, standing for Goal, Reality, Opportunity, and Will. It is used to guide coaching sessions and help team members reflect on their development. The framework is central to the video's message on structured coaching and personal development within a team.

💡One-to-One Performance Review

One-to-One Performance Review is a structured approach recommended in the video for conducting individual performance assessments. It involves a 45-minute session broken down into introduction, well-being check, performance review, and action planning. This method is crucial for mutual understanding, continuous improvement, and setting clear expectations between leaders and team members.

💡Awards and Recognition

Awards and Recognition in the video script refer to the acknowledgment and celebration of team and individual achievements. It is highlighted as a motivational tool to foster a positive and engaging work environment, with examples such as simple acknowledgements or tracking performance on a whiteboard.

💡Team Building Activities

Team Building Activities are recommended in the video as essential for creating a cohesive and collaborative work environment. They are designed to enhance team dynamics and include both major events and informal activities that promote communication, collaboration, commitment, and a shared sense of culture and celebration.

💡Five C of Team Building

The Five C of Team Building is a concept mentioned in the video for designing structured activities that focus on Communication, Collaboration, Commitment, Culture, and Celebration. It is a framework for organizing team building events to ensure they are effective in enhancing team cohesion and performance.

Highlights

Leading a team involves balancing operational support and people management to ensure team motivation and performance.

Meta-analysis of a team helps in understanding deeper dynamics such as communication patterns and decision-making processes.

The Team Diagnostic Survey, developed by Richard Hackman, assesses team effectiveness across six conditions.

The six conditions for team effectiveness include real teams, compelling direction, right people, sound structure, support context, and available coaching.

Coaching and mentoring are crucial for team support, using frameworks like the Grow framework for structured guidance.

The Grow framework stands for Goal, Reality, Opportunity, and Will or Willingness to grow, aiding in personal development.

Setting a coaching contract establishes trust and a safe space for team members to discuss personal development.

Creating actionable goals aligned with team objectives is key for team member development.

One-on-one performance reviews should be structured, focusing on introduction, well-being, performance review, and action planning.

Awards and recognitions are important for acknowledging hard work and creating a positive work environment.

Team building activities foster cohesion and collaboration, recommended to be organized at least twice a year.

The five C's of team building (Communication, Collaboration, Commitment, Culture, and Celebration) provide a structured approach to planning activities.

Reflecting on past leaders who were appreciated can offer insights into how to support and develop a team effectively.

Providing opportunities for team members' development and progress is essential for a happy and productive team.

Emotional safety leads to deeper trust and more effective coaching outcomes, highlighting the importance of setting the scene in coaching sessions.

Maxwell's levels of leadership emphasize the responsibility of developing team skills and capabilities at higher leadership levels.

Structured one-to-ones ensure productivity and meaningfulness, with clear expectations and shared commitment to goals.

Recognition systems should be inclusive, ensuring that all team members feel motivated and acknowledged.

Incorporating informal activities throughout the year can enhance team cohesion and a shared sense of culture and celebration.

Transcripts

leading a team has two aspects to it one

is the operational aspect where you have

to support your team in performing to

the best of its ability and then you

have the people aspect where you have to

ensure that your team feels motivated

valued and willing to go the extra mile

for the team we will start with a meta

analysis of your team meta analysis

helps us understand the deeper Dynamics

at play Within the team such as

communication patterns decision making

processes and alignment with

organizational

values it involves understanding how the

team feels about how it is doing about

its goals and values and what areas the

team wants to grow

in understanding these elements allow

you as a leader to enhance team cohesion

improve your decision making ensure you

can calibrate the team to the

organizational values and pinpoint

operations and opportunities for areas

of growth to do this I recommend you use

the team diagnostic survey a tool

developed by Richard Hackman this survey

assesses teams across six conditions to

determine their

effectiveness first is real teams it

confirms if the group is indeed

functioning as a cohesive

unit second is compelling Direction it

evaluates whether the team has clear

challenging and consequential goals

third is the right people to assist if

the team has the right mix of skills and

character

traits fourth is a sound structure this

is about looking at how tasks are

organized and whether roles are clearly

defined fifth is a support context it

checks if the team has the

organizational support information and

resources needed to

succeed the sixth and the final one is

available coaching to measure the

accessibility of coaching or mentorship

to guide the

team through this survey you as a leader

can pinpoint areas of strength and

Improvement and use the insides when you

coach your

team I have provided you with a sample

of the questions you can use for

conducting the survey in your

workbook you can adapt it to fit your

organizational

needs a very important element of

supporting your team is to coach and to

Mentor

them remember in module zero I

introduced The Grow framework for

coaching then you use the framework to

reflect on your own development now it

is time for you to start using the same

framework to support and guide your team

for your coaching sessions you have to

ensure that you are on top of all the

data you can get be it from the balance

score card for the team and individuals

or the insights from the team diagnostic

survey refresh your memory the grow

framework stands for goal reality

opportunity and will or willingness to

grow you will find the template that you

can use for the coachings below this

video

when you start coaching a new team

member for the first time it is

important to set the scene and create a

safe space you can achieve this by

agreeing on a coaching contract that

outlines the terms of personal

development assure your coachy that

anything shared during this session will

not be used against them but will be

used to help them grow further this

approach helps individuals feel at ease

when sharing their thoughts and concerns

if you don't set the scene this way at

start each of your coaching sessions

will focus more on extracting

information from the person rather than

working truly towards their development

goals this connects to the trust element

of intimacy where emotional safety leads

to deeper trust and more effective

coaching

outcomes as you engage with the team and

each team

member help them set specific actionable

goals for development that are aligned

with the team's broader

objectives discuss their current reality

and encourage their contributions and

plan on how to mitigate

challenges guide them in identifying

opportunities to enhance their skills

and focus on their

growth finally encourage commitment to

their personal and team growth promoting

a POS positive attitude towards

development make sure the coachi

formulates the next best actions in a

smart way and express his commitment

here it is good to ask if you can

support or do anything to help using

grow you can tailor support for each

team member as well as the team as a

whole and facilitate their Journey

towards their full

potential remember Maxwell's levels when

you are at level three or the production

level and have produced effective

results then it is your responsibility

to develop the team's skills and

capabilities through coaching and

mentoring this will not only help your

team to develop but will also help you

to get to the fourth level people

development and then finally the fifth

level or the Pinnacle where you will be

able to create a legacy through your own

success but also by the development of

other leaders

like using the grow framework for a

structured coaching session your

one-on-one performance review will also

need a structure I recommend that your

one to ones are approximately 45 minutes

and are broken down as follows the first

15 minutes are for the introduction and

well-being check use the first 5 minutes

to connect with the individual and

understand their present

mindset then you can transition into the

discussion

use the next 10 minutes to discuss any

personal or professional updates since

the last meeting focusing on their

perspective this builds report and shows

that you value their

contributions the next 15 minutes should

be focused on performance review shift

the conversation to review their recent

work performance providing constructive

feedback encourage them to self-reflect

on their work and the support they are

receiving this part of the meeting is

crucial for Mutual understanding and

setting the stage for continuous

Improvement the final 15 minutes should

be for Action planning conclude the

meeting with a forward-looking focus

establish realistic measurable goals for

the upcoming weeks and break it down

into specific steps that will help them

meet these smart

goals this ensures that both you and the

employee have clear expectations and a

share commitment to achieving their set

goals a structured approach like this

will ensure that each of your one to

ones are productive and

meaningful besides the survey coaching

and structured oneto ones there are two

more things you can do to support their

performance the first one is to make

sure you have Awards and recognitions

and the second one is providing the team

members with opportunities to get to

know each other better and enjoy some

quality time away from

work recognizing and celebrating

achievements leads to a motivated and

high performing team Awards and

recognition not only acknowledge hard

work and dedication but also create a

positive and engaging work environment

when I talk about Awards and recognition

it doesn't need to be a big event with

medals and trophies a simple

acknowledgement during a team meeting or

a pack of chocolates for the best

performance in a month can go a long

way if you have for instance a sales

team you can have a whiteboard where you

write down everyone's numbers and track

the winners weekly or monthly as an

empathetic leader one thing that I want

you to be aware of is to make sure that

your reward and recognition systems are

designed to address any outliners and

the full population if there are any one

or two members who are performing highly

and are likely to win every month you

should ensure you increase the pool that

can be recognized this way others also

feel inspired and don't give up hope and

stop

trying now let's go to planning regular

team building activities these

activities are essential for creating a

cohesive and collaborative work

environment to effectively build and

maintain strong Team Dynamics it is

recommended to organize at least two

major team building events annually

ideally scheduled after the midyear and

endof year evaluations these events

should celebrate team achievements and

facilitate both reflective and

forward-looking

discussions additionally incorporating

smaller informal activities throughout

the year can significantly enhance team

cohesion this can include casual get

togethers or brief team exercises that

promote communication collaboration

commitment and a shared sense of culture

and celebration to design structured

activities I recommend you plan them

using the five C of team building let's

take an

example to focus on communication during

a retreat team members participate in

activities like problem solving that

require open communication to succeed

illustrating how clear dialogue is

crucial for

teamwork for collaboration teams are

tasked with building a structure using

limited resources emphasizing the need

for Cooperative strategies and joint

effort to encourage commitment The

Retreat can include go setting sessions

where team members commit to Collective

and personal objectives for the upcoming

quarter reinforcing their dedication to

the team's

success to promote culture activities

that celebrate the organization's values

and histories can help strengthen the

cultural Bond among team members

enhancing a shared identity and value

system finally to celebrate the retreat

concludes with a celebration of the

team's achievements recognizing

individual and group contributions which

boost morale and encourage continued

effort a great way to think about why

and how you can support your team is to

think back to leaders that you have

appreciated and loved in the past I am

sure you have some that you directly

worked with or maybe observed one

indirectly whom you

appreciated as as a leader you will not

only have to ensure that you are

producing results but also ensure that

your people are happy and willing to

work in your team one way to ensure this

is to ensure they have enough

opportunities for development and

progress I will go into it in further

detail in the next lesson about

increasing team's performance

[Music]