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.
Is Your Team Hustling Backwards? - Part 1
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.
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.
How To Ask For Help At Work
When it comes to our jobs, none of us enjoy feeling like we don’t know what we’re doing. But, we enjoy asking for help even less. Let’s be honest. Asking for help at work is easier said than done. Even within the most question-friendly work environments, people may still feel a certain level of apprehension or concern about revealing that they don’t understand something.
So...here are three tips that will hopefully make you more comfortable with asking a boss or co-worker for help:
1) Be pointed with your questions and thoughts.
Many people think that asking for help will create the perception that they’re clueless about how to do their job. And while it is important to ask for help, it is also important to be pointed with your questions. Even if you are completely confused about something, focused questions help to disguise it. And finally, asking pointed questions keeps the focus on task issues and away from you.
2) Begin the conversation discussing things that you do know/understand, relative to the help you’re seeking.
Another reason people often find it difficult to ask for help at work, is a fear of losing credibility. That’s perfectly natural. The key is to have an offensive. Being proactive about showing credibility prevents losing credibility. You can ask a boss or co-worker for help; express that you don’t understand something, and show credibility at the same time. How? Begin the discussion talking about specific things that you do understand relative to the questions that you have. Asking for help can also be an opportunity to showcase areas where you are strong and confident.
So...here are three tips that will hopefully make you more comfortable with asking a boss or co-worker for help:
1) Be pointed with your questions and thoughts.
Many people think that asking for help will create the perception that they’re clueless about how to do their job. And while it is important to ask for help, it is also important to be pointed with your questions. Even if you are completely confused about something, focused questions help to disguise it. And finally, asking pointed questions keeps the focus on task issues and away from you.
2) Begin the conversation discussing things that you do know/understand, relative to the help you’re seeking.
Another reason people often find it difficult to ask for help at work, is a fear of losing credibility. That’s perfectly natural. The key is to have an offensive. Being proactive about showing credibility prevents losing credibility. You can ask a boss or co-worker for help; express that you don’t understand something, and show credibility at the same time. How? Begin the discussion talking about specific things that you do understand relative to the questions that you have. Asking for help can also be an opportunity to showcase areas where you are strong and confident.
It's Okay To Ask For Help At Work
If you’re at all like me, there have been plenty of times when you’ve been at work...sitting at your desk...staring at your computer screen...and wondering what exactly it was that you were supposed to be doing. What’s even better is the fact that just minutes before, you were sitting in an hour-long meeting that was scheduled specifically to outline how to do exactly what it is that you still don’t know how to do.
It’s perfectly okay not to understand something after it was initially explained to you. It doesn’t make you less capable, promotable, or competent than your peers and co-workers. It makes you human. There’s no error in that. I do think however, that we error when we don’t ask for help.
So what does not asking for help have to do with communication? Well, not asking for assistance or further explanation is not communicating at a time when it’s critical...and more importantly, not communicating proactively.
It’s perfectly okay not to understand something after it was initially explained to you. It doesn’t make you less capable, promotable, or competent than your peers and co-workers. It makes you human. There’s no error in that. I do think however, that we error when we don’t ask for help.
So what does not asking for help have to do with communication? Well, not asking for assistance or further explanation is not communicating at a time when it’s critical...and more importantly, not communicating proactively.
Managers Are The Gateway
Managers
contend with a tremendous amount of responsibility and have an infinite
amount of expectation sitting on their shoulders. They’re expected to
put out fires, manage projects, make sure people are getting to work on
time, implement procedures and processes, prepare performance
evaluations, resolve conflicts, ensure employees are properly trained,
provide progress reports to their superiors, be accountable for any
failures or mistakes on the part of their employees, execute the overall
mission of the organization on a day-to-day basis, align employees with
organizational goals, and a million other things.
Now that’s a pretty exhaustive list and I only scratched the surface. Nevertheless, in addition to the significant amount of responsibility, managers also have a significant amount of power. Think of this - managers have the extraordinary opportunity to develop an individual, both professionally and personally. Managers have the extraordinary opportunity to empower an individual; to help them become a leader. After all, it takes leadership to develop leadership.
Therefore, the communication that takes place within the manager-employee relationship should be just as much about connectivity, empowerment, and employee development...as it is about productivity.
The interaction between a manager and his or her employee(s) has the potential to be so much more than task-oriented communication or performance evaluations. Each relationship individually, has the ability to impact an organization, collectively. You want to minimize turnover, foster healthy work environments, and ensure that employees realize they are valued and seen as assets to your organizations; well I say...start with here.
Now that’s a pretty exhaustive list and I only scratched the surface. Nevertheless, in addition to the significant amount of responsibility, managers also have a significant amount of power. Think of this - managers have the extraordinary opportunity to develop an individual, both professionally and personally. Managers have the extraordinary opportunity to empower an individual; to help them become a leader. After all, it takes leadership to develop leadership.
Therefore, the communication that takes place within the manager-employee relationship should be just as much about connectivity, empowerment, and employee development...as it is about productivity.
The interaction between a manager and his or her employee(s) has the potential to be so much more than task-oriented communication or performance evaluations. Each relationship individually, has the ability to impact an organization, collectively. You want to minimize turnover, foster healthy work environments, and ensure that employees realize they are valued and seen as assets to your organizations; well I say...start with here.
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