So,
most of us have probably worked on a major project or been responsible
for producing an important deliverable. We go to a meeting, we’re told
how important the project is, we’re given a deadline, everybody’s
excited, and away we go to get the task done. Then...time passes, the
deadline arrives, you submit your deliverable, and wait to get feedback
from stakeholders. In fact, some of you reading this are probably
waiting for feedback on a project right now.
I
think it’s safe to say that when we don’t receive feedback, it can be
pretty frustrating. After all, we’re striving to exceed expectations
and build upon past experiences, right? We’re constantly working to
increase our value and improve our performance. This would pretty be
difficult to accomplish without hearing directly from the stakeholders
we impact.
Feedback is one of the most vital pieces of input that we
receive, because it facilitates improvement. Nevertheless - as much as
we desire feedback from others because we recognize the value it
contains, it’s also true that many of us don’t take the time to provide
it ourselves.
According
to data from the U.S. Census Bureau and trends from the U.S. Dept of
Labor, there were 27.5 million firms operating within the United States
in 2009. Of those firms, about 99% are small businesses (firms having
fewer than 500 employees and nonemployers).
The
recession has created an unprecedented number of startups and small
business owners. Millions of people who were kicked out of the shelter
and safety of an established entity, were forced to figure out how to
make it on their own. Fortunately, many of those who were laid off or
downsized have been finding ways to make lemonade out of the lemons
they’ve been given. How? Entrepreneurship.
With
the recent explosion of small businesses; many that likely offer
similar products or services, how does one business compete against
another? One word - differentiation.
A
few weeks ago I received an email from someone discussing an instance
in which they were yelled at by their manager, in front of coworkers.
The highly embarrassing wrath unleashed by their boss included a few
four-letter words and a couple of things being slammed on their desk.
Apparently, the entire episode was caused by a miscommunication.
The
person further explained that while it was common knowledge throughout
the office that this manager wouldn’t necessarily be characterized as
mild-tempered, this particular verbal lashing seemed especially harsh.
We’re
human so naturally when someone or something makes us mad, we’re
probably going to react. And holding a leadership position at work
doesn’t mean we stop being human. It does mean however, that we should
consider how our reactions might impact others...specifically those we’re leading.
My previous post outlined 5 key signs that indicate when project teams are moving backward rather than forward. This post outlines some specific steps that can be taken to remedy counter-productivity among teams.
1. Establish a proactive team mentality - Proactive team members equal a proactive team. Sometimes we can fall into the “I’m sure someone else is on top of things” mindset when we’re working on a team. Multiple people being responsible for a project makes it easy to defer responsibility when issues arise. But, it’s important that each team member see themselves as being accountable for resolving issues and creating solutions.
2. Increase direct communication - Email is a great tool for efficiently communicating information to your team. However, it should not be relied upon for eliminating confusion among team members, resolving issues, communicating changes, or maintaining alignment across the team.
3. Create fundamental solutions rather than ad hoc solutions - Fundamental problems often go unresolved because they lay beneath the surface. We tend to get distracted by specific instances versus addressing the fundamental problem they stem from. A solution that solves the immediate issue is good, but a solution that solves the overall problem is better.
4. Measure progress consistently - It’s easy to get caught up in our work or specific day-to-day tasks. Nevertheless, regularly assessing productivity is critical. This step more than any other will provide your team with the best perspective on actual progress; which which areas are strong, versus those that may need increased productivity and attention.
Have you ever been on a team at work and thought to yourself, "Is it just me, or are we not making progress here?" If you answered 'yes', odds are you probably weren't the only person on your team who felt that way.
Sometimes it's easy to confuse activity with progress. That is until a crucial deadline is around the corner; and the reality sets in that all of the hustle and bustle hasn't exactly equated to forward movement.
These 5 indicators will help you determine if your team is moving in the wrong direction:
1. The entire team is not on the same page: One of the greatest and most common challenges across project teams, regardless of the project itself, is keeping everyone on the same page. Deadlines; project goals; productivity...these are just pretty words if there is an absence of cohesion among your team. (Hint: If you think you're team isn't on the same page, they probably aren't.)
2. Recurrence of similar issues/problems: No team is immune to problems. They are bound to occur. Even the most proactive and experienced managers/team leaders can’t anticipate everything. However, if your team is running into the same issues or the same types of issues, there is a fundamental problem that could be impeding the overall progress of your team.
3. Too much time spent being reactive: I’m no physics expert. But, I’m pretty sure it’s impossible to move forward and backward simultaneously. If a significant amount of resources (i.e. time, budget, employees) have to be allocated toward correcting mistakes/fixing errors, those resources aren't available to help move your project forward.
