It’s time for a “check-in!” How is your organization doing?
Is your team unified, working towards a common goal? Is your mission clear, straightforward, and simple to articulate? Are your team members motivated and excited by the work they get to do? Are YOU as the leader energized by your role, ready to tackle the opportunities and challenges that lay ahead?
Unless you answered each of these questions with a resounding YES, (and possibly a fist pump in the air) there’s a good chance your team may be in need of a transformation!
Whether it’s a transformation of your mission, a reworking of organizational goals, or a revamping of company culture, you as a leader play an integral role in the growth of your team.
If you desire renewal within your organization, there are a few important principles and practices you’ll need to keep in mind:
- Growth always starts with you.
As the leader, you are the benchmark against which the rest of your team will measure themselves. In most cases, your team members will rise to meet the standard you set. You are the example they will follow.
What does this practically mean for you?
You need to model the transformation you are hoping to see.
For example, if you want your team to grow in their ability to collaborate well, invite them to collaborate! Ask them for their input and put their ideas to use! Show them that you, as a leader, can also be a collaborative team player. - Set clear expectations.
A crucial part of being a good leader is knowing how to set your team up for success. This starts with clearly articulating your expectations in the transformation process. Your team members cannot succeed if they do not know what is expected of them.
As you share your vision for growth and transformation with your team members, make sure your communication is clear and straightforward, but also empathetic to the reality that you are asking them to grow and change. Change, (although often a very GOOD thing) is rarely easy. Be sensitive to that as you set clear expectations for growth.
- Involve all team members.
Transformation is a process that evolves over time. When it comes to creating organizational change, all members must be involved or you likely won’t see the lasting results you’re looking for.
Now, when I say everyone should be “involved,” remember, the goal is not to create a situation where team members feel obligated to participate in activities they’d rather not do. This will lead to resentment throughout your team and can destroy company culture.
Instead, provide opportunities for individuals to take ownership over specific parts of the transformation process that align with their role, skills, and passions. The most productive transformation happens when members are excited, not resentful.
At some point or another, every single team could use a renewal. Over time, it’s natural for teams to get stuck in the monotony of daily work and lose sight of the bigger purpose or vision. These are the perfect “transformation moments.”
If you’re looking for some inspiration as you begin the transformation journey with your team, check out this learning session: Assess for Success – Five Behaviors of a Cohesive Team.
Article was contributed by: Maria Lees, Team Writer with Sarah Boxx
