3 Signs Your Team Needs a Reset
With the world around us changing rapidly, we need our teams to be adapting and responding quickly to market needs. How can leaders tell when their team needs a reset?
You notice or anticipate a significant change in the customer’s needs or expectations.
You’ve heard it before: The same thing that got you where you are today will not get you to your desired destination in the future. Over the past year, we’ve experienced this pain first-hand as our teams have shifted to relying on technology and working remotely to accomplish their goals. Agility is undoubtedly a coveted skill. As leaders, we need a structured approach to shifting with the needs of our customers and the marketplace, so our team members can successfully pivot. If we leave important changes to chance, our team members will be going in different directions. Instead, we need to pave a common path by resetting expectations.
What does success look like for your team? How will you know when you have arrived?
What resources, tools, and communication need to be available to your team members in order to foster collective efforts toward the new expectations?
Your team is stagnant or consistently hitting a performance barrier.
When our teams get stuck, it’s our responsibility as leaders to pave the way for their success. Performance barriers most often occur when your team is not being held accountable for the right targets, your team members lack the skills needed for the expected performance, or your team members cannot see the situation clearly because their ability to do so is clouded by past experiences, beliefs, and emotions.
How do you know your current expectations are moving the needle toward your desired target? What changes can help you more accurately hit your target?
What skills are required to meet the new expectations and hit the desired target? How does your team currently stack up? How are you supporting the development of these important skills across your team?
What beliefs, experiences, and emotions are getting in the way of your team members’ success? What hesitations do you hear from them as you discuss future needs? How can you support your team members in overcoming their limiting beliefs, experiences, and emotions?
Your team is experiencing unhealthy conflict.
Silos, hoarding information, survival-based competition, and participation in the blame game are just a sample of symptoms that your team is fueling unhealthy conflict and limiting your productivity (and also profitability). In such cases, revisiting or rehashing the past can be detrimental to any changes. Instead, draw a line in the sand and do a reset with your team, focusing on establishing positive steps for future interactions.
What characteristics do successful teams embody?
What experiences and behaviors will promote building trust quickly across your team?
What processes and communication will enable and reward such behaviors and experiences?
In addition to using the questions above, here are some tools to consider when conducting a reset with your team:
1:1 or group coaching with a certified coach to facilitate session results
Assessments to zone-in on specific needs of your team as well as establish common communication for moving forward
Job benchmarking with key accountabilities
Individual development plans focused on building critical skills
Team workshops to capture and assign action steps toward your desired outcomes.
If any of the 3 signs we have discussed hit home for you and your team, you don’t have to troubleshoot your approach alone. Set up a brief 20-minute, no obligation chat with me at any time. You can also connect with me on LinkedIn, follow me on social media, or tune into my free monthly webinars.
