lead

6 Turnaround Tactics for Failing Teams: Team Leadership Training



Sharing buttons:

hi I'm Rick Connell I'm glad you're here

we're going to talk today about six

turnaround tactics for failing teams and

the reason I wanted to talk about this

I've had managers come to me and they

say Rick my teams struggling we're not

reaching our goals what can you do to

help said Rick I've got I've got a team

in it's a big goal and we're not getting

there and we're frustrated and

disappointed you know I don't know if I

can make it so we want to dig into that

but first let me start off by saying

this teamwork requires extraordinary

unselfishness many times the reasons

teams fail and I'll come in on a few of

these in a minute is because their

selfishness ingrained in the team and it

doesn't help anybody win to achieve what

they are capable of achieving so here I

have a list I you know done some

extensive study on this why do teams

fail they fail because the leadership is

partly the problem they fail because the

team members in terms of not getting

along they fail because people have

unclear expectations and roles a lack of

goals poor processes their planning

skills aren't very good they have

conflict on them they haven't identified

guidelines for working together they're

not trained to be team members poor

communication and oftentimes personality

conflicts so there are some issues

usually teams fail because there's

conflict within the team and there's

poor performance obviously you have

certain objectives you need to reach I

came across the team that was trying to

prove their service to customers and I

was asked to try to help them out so I

dig in to find out what's going on they

had no plan they didn't have any

procedures they had no team training

they didn't have any measurements and

they were holding meetings and they were

talking a lot but they weren't getting

anything none that was the problem well

the good news is there's things you can

do when the team is in trouble let's

start off with the first one I call it

jump the gun now what I mean by that is

be aware that your team is in trouble

admit it to yourself and then

think about what's going on maybe even

write some things down about what's

happening and what the issues are and

then what do you think at least from

your perspective needs to be done to

improve and then go to your boss don't

wait for your boss to come to you and

say hey your team's in trouble it's

failing

when that happens you're in bigger

trouble you have to take initiative to

be able to recognize it so don't wait

and leave your success the chance do

what I just described to you go to your

boss tell them bring the issue but bring

solutions that'll give you some time to

rectify what's going on

second thing peer into the looking glass

what I mean by that is if you want your

team to be better you have to be better

as a leader so you need to be honest

with yourself

and ask yourself what can I do better as

a leader if I fostered some of the

problems am i dominating the meeting

have I provided a planning process if I

given them any training am i helping

them with their goals do I have the

right team members sometimes we need to

switch team up and my favoring others

over you know we got to look at

ourselves and take an inventory what are

you doing well what isn't working so

well what you're doing what are you're

gonna commit to do better and that takes

some guts to do that I'll say that but

it starts with you then third thing

creative mars planned but do it now so

now remember I said earlier go to your

boss with some of the issues and a

potential problem what I want you to do

here now is get your team involved bring

to you go to your team tell them what

you see say let's see what we can do to

move forward

look your team that's gonna know they're

failing they're gonna know you're not

getting much done they probably were

thinking too that right wish the boss

would do something about it so you get

them involved hold a treat retreat if

you can ask them what they see the

problems are make a brainstorm list of

strengths and weaknesses potential

solutions and get them involved and come

to a consensus on what we're gonna do

create some goals some action steps put

it in writing come up

some measures all those have to be

pieces of the plan they help you win

that's what I mean in a Mars plan you

know right now countries are looking at

the major powers how are we going to get

the Mars that's the next place to go to

you know that detail they have to put in

to make something like that to happen

and the years of effort that's going

into that for preparation and then you

know in workplaces we go hey we got a

problem let's put a team on it

let's pick so so soaps you know five

minutes boom they get together and then

that happens gotta have that Mars plan

that'll separate chip but include your

teaming isn't just your ideas you

include them and they'll be more

committed to getting it done I had a

manager call me up he said Rick my

team's failing we're not reaching our

goals I said really what's going on he

says well you know it's just the numbers

are down and you know I've held a few

meetings trying to rally am up nothing

happen and you know I'm involved in new

meetings I got new software to learn

I've got you know more responsibilities

and so I don't have time to spend with

my people like it did but they're not

getting the results and I said well dick

you know if you don't have time to spend

with your team you don't have time to be

a manager he'd particularly like me

saying that however because we had a

relationship from the past and done some

things together

he was work with me we put a plan

together then we held a meeting with

this team he had about 25 people in the

team by the way one of the things we did

was change the meeting room around so

when they walked in everything was

different you know people come to the

same places and meetings well now

they're going like wow let's get out of

here they didn't know where to sit and

it got up said this is a new day we're

gonna do some planning I helped

facilitate a planning meeting we broke

them into small groups got things in the

wall strengths weaknesses plans what can

we do better

and dick on part of the problem and you

know long story short we came out of

that meeting with definitive plans boom

almost instantly progress and the team

proved it doesn't have to take that long

if you engage the team

the fourth thing is you got to

professionalize the team what I mean by

that you got to keep learning so in

other words give them some team training

what does teamwork look like how do you

deal with conflict

what's the responsibilities of a team

member

maybe they leave to learn communication

skills what's our communication paths

going to be that kind of thing so get

them involved maybe there's some

technical elements they need to learn

more about teach them that and then you

keep learning too as a leader if you

don't that's not the example you need to

set so the training should be ongoing if

you don't have a budget for that you can

go online and YouTube and design and

Linkedin and there's lots of resources

available and be able to help you do

that in a heartbeat it doesn't have to

take so long and that number five do

what most managers don't do I call it

the art and science of coaching most

managers don't coach you know what the

number one reason why they don't coach

they say they don't have time that's an

excuse they don't coach because they

don't know how to or they don't want to

or they don't think there's value to it

but there's two parts to the coaching

one is the art the art is the

relationship with the employees that you

work with do you know them do you know

their strengths and weaknesses do you

understand what motivates them do you

know a little bit about what they do

outside of work they're hot buttons

understanding them building rapport do

we give recognition are we focusing on

what they do well as opposed to what

j-just don't do so else do I have

rapport and Trust with my team we have

to work at that it just doesn't come

naturally we have to invest the time to

do that and then the other part is the

science of coaching that means we take

regular time schedule one-on-one with

each team member and we spend 30 to 45

minutes once a month and we talk to

about their goals and their job and

their expectations and we get them

through questions we ask them things so

that they can answer the questions and

come up with solutions to what they can

do better or what their action plan is

or what their goals need to be so we

welcome through that process on a

regular basis so remember there's two

parts to it it's the art the

relationship and it's the science of

stuff

process of engaging them in a coaching

session if you're not sure how to do

that learn how to do it it'll turn your

team around most managers don't doesn't

don't do this it'll give you an edge and

then the sex thing that we need to talk

about is innovate and accentuate what do

I mean by innovate innovate is don't be

afraid to do things differently change

the pace don't always use the same

meeting room for example go outside the

company and have a meeting bring in

outside resources to help you out

brainstorm and say you know things are

going well what can we do to explode our

results that's what innovation is about

creative thinking in terms of what we're

doing and then accentuate is renew the

team even the best teams have bad days

few professional sports teams men or

women win all the games they lose

sometimes they don't perform as well

sometime that's what a leaders job is to

do bring out the best in people so we

need to go over things we need to

reiterate expectations and then we need

to renew the team then we need it pay

attention to what they're doing and how

they're communicating it'll help you

break through see one of the things that

makes a bigger difference than anything

is do you care about your team and I

believe all superstar leaders care about

their team so let's say someone's having

a problem at home and one of their

children are sick while you allow them a

couple days off maybe they do a little

work for home if they can but you don't

make a big deal of it see what I'm

talking about here

that's a leaders job well let me just

close with saying this is that people

have incredible tension even teams that

are struggling Thomas Edison was told

when he went to school that he was too

stupid to learn anything and we all know

that Thomas Edison he had over 1,000

patents is one of the greatest minds the

United States ever come up with the

inventor of the electric light bulb as

well as motion pictures by the way I

don't know if you knew that it's a

little-known fact people had the

potential and they can get it done a

leader success is defined by the success

of his or her team's take these things

to heart that I talked to you about they

come from our books so four-star

leadership in our superstar leadership

model I have this dream that soars on

golden wings I visualize your

achievements and your legacy that sings

I do not know all about your awesome

goals or your persistent efforts to

raise the bar I only know you can be the

best a superstar