Team building is sometimes panned by critics as lacking measurable results. But a recent article in Forbes magazine reveals the unquestionable benefits of making team building a major focus in your management approach.
Over the years, business intellectuals have sometimes criticized the team building focus in management, claiming that engaging in team building events and other team building techniques bear unfeasible results. To be sure, there is plenty of quantitative data to refute these claims, but the reality is that for as long as people are willing to criticize team building, it will continue to be a contentious subject in business media.
However, a recent article in Forbes has gone a long way towards establishing team building as an undisputed benefit to successful management and organization building.
In his article,?Glenn Llopis points out that:
Building companies requires the know-how to build long-lasting teams. ? This is why most managers never become leaders and why most leaders never reach the highest pinnacle of leadership success. ? It requires the ability to master the ?art of people? and knowing how to maneuver hundreds (if not thousands) of people at the right place and at the right time. ?It means knowing how each person thinks and how to best utilize their competencies rightly at all times. ?It?s playing a continuous chess match. . .?
For smaller companies, this lofty statement about team building might seem out-of-place: how, after all, can the manager of a small- or medium-sized business relate to the management of hundreds or thousands of people? For as much as Llopis making a point about the critical nature of team building in large corporations has to do with managing large teams, smaller teams have to be even more focused on team building, since smaller teams shoulder more responsibility.
And how you develop your teams as a small/ and medium-business level will have a major impact on whether or not you can ever grow your business into a large corporation.
In his article, Llopis argues that the beginning of effective team building begins not with the team itself, but with the leader. It is key that managers and business owners know their limitations and ?who they are.? By knowing their own strengths and weaknesses, they can then build around those factors in terms of their team building approach. Knowing these limitations also allows a manager to build a more scalable team model, since, by understanding his or her own role in the team, it encourages more designation of roles within the team and keeps the manager from having to be at the center of everything ? a condition that often stunts scalability.
Llopis? final point, that it is essential for managers to ?celebrate success? with their teams, is a particularly fresh concept in team building that is worth underscoring. He explains that, ?. . . you must take the time to celebrate success. ? ?This goes beyond acknowledgment ? this is about taking a step-back and reflecting on what you have accomplished and what you have learned throughout the journey.? This might seem like a facile, ?feel good? concept for team building, but there is actually a some solid psychology behind it as well.
As teams progress through projects, the individuals who comprise those teams are constantly surmising whether or not the management process in place really works: is there a discernible beginning, middle, and end to the project? Typically, there is an obvious start and middle, but it is up to the manager to bring projects to a close, and to acknowledge the successes of the project in order to reinforce the business process involved in making it a success.
Thanks for reading our article! Are you looking to implement more team building into your company?s management style? Be sure to contact Accolade and find out how we can help!
Tags: Forbes
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