How To Building and Managing a Great Team.


10 Tips on How to Build Effective and Managing Teams.


There is no need to even discuss the contribution of a great team to the success of a business. The quality of work the team produces is directly related to the quality of the team. But contrary to what many entrepreneurs and managers think, building a team is as complex as producing a watch. There are many variables and moving parts that need to be placed correctly to create something magical.

Fortunately, research on team culture and group dynamics guide us to build and motivate the perfect team.

Here are the top 10 pieces of research in this field. Be sure to evaluate them to learn the steps you need to take to make sure your team is focused on success.

1.Do Team Building Activities.

You wouldn't be surprised if you read in the study published on Citrix, which is likely due to the bad reputation of team building, that 31 percent of office workers cannot stand team building activities.

Negative relationships are a shame. As described in the books of the Harvard Business Department, a team that has good relations with each other is a motivated team. A study published in the American Psychological Association (APA) has proven that team-building activities help employees feel more valued and that more motivated employees produce more successful jobs.

According to this research, "Almost all employees (93 percent) who think they are valued feel motivated to do their best in the workplace."

There are always things to do to correct negative relationships and build strong bonds among colleagues. David W. Ballard, director of APA's Psychologically Healthy Workplace Program, shared in an interview with the US News & World Report broadcaster, 5 easy team-building activities that consistently deliver successful results.


Volunteering: The best activities are those that the whole team is proud to participate in. Research has also proven that helping others gives you the feeling that you have more time at your disposal. The Help Scout team recently joined a social responsibility project that also benefits the community, and they all described it as an extremely successful experience in which they made friends outside of the workplace.

Physical Activities: Sports are great outdoor activities that employees can do together and also do physical activity. However, Ballard also points out that doing the sport that the CEO likes all the time, this event can be considered as a necessity in the eyes of the employees. Choose sports carefully: activities such as football should be preferred more than non-contact sports such as bowling.

Field Trips: Simple and innocent excursions such as visiting a park or museum or going to a football game can have great results for your team.

Professional Development Activities: Quality workshops give teams the opportunity to update themselves with their training and professional development skills in new environments. And it all happens without your employees having to go to an activity alone or trying to connect alone.

Shared Meals: Regular meals with your team help your team members get to know each other outside of work, by allowing a comfortable conversation in comfortable environments.

2. Great Teams Need Outside Business Communication.

A study from MIT's Human Dynamics Lab shows that when it comes to predicting the success of a great team, the most important thing is how well the team communicates in informal meetings: “With remarkable consistency, the data reveal that communication is absolutely vital in building successful teams. In fact, we found that communication patterns are the most important factor in a team's success. "
This does not mean that team members should be very close friends outside of work, but managers must understand that non-business conversations are important to a team that looks out for each other. Otherwise, colleagues will not care and watch over each other under any circumstances. So how can this non-business communication be achieved? The study writes: "We asked the manager to arrange the employees' coffee breaks so that everyone on the same team could go on a break at the same time."

In short, environments created with simple pokes give much more successful results than forced team-building exercises.

3.The Stars of the Team Are Often Dependent on Their Team.

Your brightest employee may have an innate skill, but this employee may be more dependent on his team than you think. A study conducted at Harvard published in 2006 found that when cardiac surgeons worked with their teams in the hospital where they work continuously, their performance improved over time (as measured by the patients' feedback).

Research has found that results are not so successful when surgeons have to work with staff they do not know in similar hospitals. Therefore, even if the surgeons know other hospitals well (which makes them less likely to feel like they are in an unfamiliar environment), they cannot achieve the same success with their new teams. As a result, they cannot even get close to the level of success they have achieved with their own teams in their own hospitals.

The findings are very important for both employees and employers to evaluate the contribution of a particular team to the consistency of the team's star.

4. Remote Teams Can Be More Successful Than Local Teams.

A 2009 study by MIT showed that virtual teams working for software companies are much more successful than local teams if they adopt a proper system. So, what factors are vital to the success of remote teams? According to MIT's research, the success of remote teams depends on the following factors:

Let remote workers feel valued. Remote workers are particularly sensitive to being belittled and not appreciated for their work. Remote members of teams should make sure they are supported and appreciated. Find solutions for seamless business coordination. The most important tool for any virtual team is the ability to view, organize and play on deadlines with a project management system accessible to the entire team. Sharing dates and project updates can cause confusion. One of the best solutions for this is Basecamp.

Business communications. "What did you do today?" Even a simple question like this is a difficult question to answer and follow in remote teams. You can use a program that acts as an in-house message board for this.

5.Interpersonal Brainstorming Is Not The Best Option For Teams.

Great teams are often known for their ability to brainstorm and put together small pieces for great solutions. The problem is that many studies show that brainstorming is not the best option when it comes to creating the best and most innovative ideas.

Here are a few reasons why brainstorming as a team is not the best option:

Social Chattering: Research on the concept of "social chatter" has shown that when brainstorming in a team, creative people do not give themselves completely because they think other people can talk about it in vain.

Product Blocking: During brainstorming as a team, the entire team has to wait while one of the coworkers expresses their ideas. This causes some people not to share their opinions because of the talk about the subject.

Evaluation Concern: Not surprisingly, those who contribute to their brainstorm feel that their opinions will be judged. Studies show that this is often because people believe they do not choose to share because they can generate more and more fresh ideas while brainstorming alone.
However, brainstorming is very important for teams. Studies show that this helps employees concentrate more on their job. When people think they are contributing, they tend to spend more effort and time on the success of the project.

So what's the solution?

The solution, according to this research, is a new type of online brainstorming known as electronic brainstorming. This application is carried out through a chat program that can prevent many face-to-face problems. At the same time, the following rules should be followed:

No judgment,
Focus on quality,
Focus on developing ideas by integrating them with ideas generated by others.

6.Great Teams Benefit From Having An Analytical Thinker.

When it comes to building a great team, a study conducted at Carnegie Mellon University reveals that having an analytical thinker on the team is essential to see the big picture.

What is the definition of an analytical thinker? The research defines this person as the person who identifies the sub-tasks that must be completed in order to achieve the goal and places emphasis on "focusing on the process" to focus on them. In other words, the person who focuses on these details pays attention to even the smallest thing. These people are known as bigger thinkers who concentrate on executing the overall strategy.

Their job is to prevent potential negative conflicts and educate team members to focus on the creation of the process. When the whole team understands the details better, this analytical thinker plans the whole strategy and ensures that the team works flawlessly.

7.Creating Micro Cultures Can Be Bad for Teams.

Different dimensions of friendships can occur between the team. Studies show that team members who work in the same department (e.g. marketing, support, product, etc.) and have similar social identities tend to form tighter friendships.

In a psychological study conducted to make the best use of teams working between different departments, it was found that teams working between different departments are more productive than teams working in single departments. However, dividing team members into smaller groups can improve performance considerably.

Team leaders should make sure that each team member is working on a specific cause and that everyone on the team has the right to have their opinion. Although private friendships are a good thing, office gossip and interdepartmental rivalry are not ideal for a positive and goal-oriented environment.

8. Teams Need "Social Awareness".

Social awareness is essential for all team members in order to tackle a range of challenges. Recent research on this topic has revealed that the ability to read the emotional states of colleagues is important in determining the success of the team. Recognizing that your colleagues are running out, busy, or confused is one of the criteria used to prove the integrity of the team.

Seemingly small things (like not being able to take turns) require working on social sensitivity among the team. In addition to these, we can easily say that women are more sensitive than men. According to a study, companies with at least one woman on the board of directors perform much more successfully than the boards of directors consisting entirely of men.

As a result, social sensitivity is an important phenomenon that you should create in your company's culture. Always care about transparency in your company and make sure that all your employees are free of egos.

9.Top Teams Have Both Outward and Introverted Members.

"If you judge a fish that it cannot climb a tree, it will spend its whole life thinking it is stupid." Albert Einstein. Many companies actively encourage their employees to be more open and outgoing. However, you have to pay attention to this mentality; Even though introverts cannot make a stronger first impression compared to extroverts, they have proven to be the most important members of their team.

Research shows that even though introverted members have the lowest status in their team (colleagues think they don't have enough influence for the team) over time, extroverts decline in status, while introverts rise. These underrated silent types created a great balance for the crews. So be sure to give opportunities to such people in your team. Just because they're a bit shy by nature doesn't mean they can't contribute to the team.

10. Don't wait for talented people to come, go to them.

 It is very difficult to find and attract talented people because demand is much higher than supply. When this is the case, talented people get caught up in the air, so to speak, they can continue where they left off with a few references without having to enter.

According to comprehensive research conducted by LinkedIn last year, this situation is valid for the whole world. In the study conducted to reveal the difference between active and passive candidates, it was revealed that talented people do not look for a job. Talented people examine new job opportunities as they come across, but they are not actively seeking and applying.

So if you want to include talented people in your team, you need to do more than just sit on career sites. Instead of waiting for these people to come to you, look for people who fit the profile you need. Join the events where people in your field of expertise come together to recruit. For example, if you want a talented interface designer, you can attend conferences, get-togethers, internet forums, etc. Join any community you can think of. Network a lot, ask questions during your conversations that will help you understand whether they are the person you are looking for.

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