Do you know there are five behaviours that predict how effective and productive your team could be?
What if you could tap into these five behaviours for your team?
The five key behaviours that make teams highly effective and productive are Trust, Engaging in Productive Conflict, Commitment, Accountability, and focussing on Collective Results.
Here we’re looking at Accountability, and how to make it part of your team culture.
The single most untapped competitive advantage is teamwork!
– Patrick Lencioni
All teams want results. But how are you working together to get them?
Does everyone know what you’re aiming for? Are you all on the same page? Are you all working together to achieve these goals?
And, how do you know?
There are many distractions.
A lack of clarity:
One of the most common is a lack of clarity on what goals you are working for as a team, and what everyone’s roles in these are. Vague goals are really hard to work towards! It’s hard to know what they look like, or even whether you’ve achieved them.
Gaining clarity: Setting clear goals with everyone’s roles defined, is part of a focus on results. Engaging in productive Conflict together, and gaining Commitment from every member is vital in this process.
Using a tool like SMART for setting goals is helpful too.
S – Specific
M – Measurable
A – Achievable
R – Realistic
T – Timebound
What are people’s roles within these steps? Who is to do what? What are the metrics that you can use to measure progress?
A lack of drive or urgency:
A lack of drive or urgency kills productivity!
Keep focused on progress: Keeping the focus together on what you’re working towards, and keeping an eye on progress against the required timeframes, keeps the momentum going.
Starting every meeting with a review of progress towards each goal will:
- keep everyone’s focus on the team’s priorities,
- clarify any issues that need to be addressed, and
- maintain momentum.
How often are you reviewing progress towards the goals?
How are you reviewing this progress?
A lack of shared rewards:
What happens if the goals get achieved? What are the rewards? Who gets these rewards? Are they shared across the team, or are they given only to the leader? Why should someone work hard to give someone else the bonus payment or recognition?
Share the rewards:
A truly cohesive team will have the rewards shared across all team members. Think of sports teams at championships – all team members receive a medal, including the players, subs, coaches, and support staff.
For team members to give their all to a team’s projects, they need to know they will all share in the reward.
More emphasis on personal goals than team goals:
The question is: do the individuals on that team want to work for the best results for the team, or are they putting themselves first? Is there an emphasis on individual career status or progression?
Put the team goals first: People have to put their individual goals aside for their team to get the best results. This is much easier if everyone is sharing the rewards, but it’s still not easy.
Having a high level of Trust in the team is very important – trusting you’re all there for the right reasons, committed to the team, and working for the same results.
Leadership is important here. Remember Accountability? The leader needs to model asking for feedback from team members when they see behaviour that looks like they are protecting their own interests, and this needs to flow on across the team.
How can you get alignment between people’s personal goals and the team goals?