Which of These Challenges Do Your Teams Face?

Here are a few challenges teams encounter, at one time or another. No doubt most of this is already on your radar, but a reminder or two can be helpful – even for the most seasoned and capable leaders among us.

Challenge #1: Missing mission and motivation

As a leader, you understand why consistently communicating your organization’s vision and mission is a big motivator for your team. Without this, it’s as though your team is operating blindfolded.

A survey of nearly 500 high-tech employees found that not only was the manager considered the top factor in promoting motivation and engagement, but that having a clear vision and strategy was where they felt their leaders most often fell short – likely leading to not only unclear expectations but also poor productivity.

Communicating a clear vision and mission is not the whole story, however. Team members are motivated when they find meaning in their work and understand how they personally contribute to the vision, mission, strategy, and goals. In addition, making time to celebrate team members’ wins is not just icing on the cake; it’s an essential ingredient to sustaining motivation.

 Challenge #2: A lack of trust

Trust is foundational to a well-functioning team and to strong ties between leaders and team members. Whether it’s questioning their co-workers’ skills and motives or worrying that someone else will get credit for their own contributions, a lack of trust among team members can be truly toxic.

But what does having a trustworthy culture really look like? In this type of environment, employees feel safe to be themselves – including feeling free to take risks and make mistakes. According to the authors of this article, trust is the “psychological state consisting of a willingness to accept vulnerability and change to meet the positive expectations (trustworthiness) of others.” Trust is central to communicating with integrity, addressing conflict, and building cooperation, among other dimensions – and it’s absolutely essential for the continued success of your team.

It takes time to build trust, especially if you’re a new leader or your team’s makeup has changed. One way you can engender more trust is by expressing how much you value all your employees – by not only acknowledging team results, but also individual results. (See Challenge #1!)

Challenge # 3: Interpersonal conflict

People bring their diverse backgrounds, perspectives, and personalities into stressful, often fast-paced workplaces. That’s why it’s not surprising when friction occurs, sparking some heat between team members. Managing it is likely not the favorite part of your job.

You need sensitivity and a wide array of skills to help manage conflict, for example, being able to notice spot fires before they turn into full-on conflagrations! The Center for Creative Leadership points to three essential behaviors for managing conflict: reflective thinking, a delay in response, and a commitment to adapting and trying to make the best of the situation. When possible, encourage employees to work out disagreements with each other. You can help facilitate this by encouraging listening and compromise to reach a productive resolution.

When problems arise, it may help to remember this: Although homogeneity in a team may be more peaceful, it rarely produces the kind of innovation that a diverse group of people does. Celebrate the differences and encourage constructive challenges before they turn into petty or destructive grievances.

Challenge # 4: Communication

You’re fully aware that communication is at the heart of strong leadership. Quick, regular one-on-one and group chats can help the whole team stay on the same page. You want to keep communication open and frequent, but how much is just right? Finding that Goldilocks sweet spot isn’t always easy.

At the same time, you want to offer the right kinds of feedback in the right proportions. If you offer too much negative feedback, a team member may fixate on that and lose heart. If possible, try to limit negative feedback to the most critical issues. Likewise, a lack of positive feedback is dispiriting. Try giving at least three positive pieces of feedback each day and see how it builds a positive “feedback loop.” A culture of clear, upbeat communication within a team will help individuals – and the whole team – move  forward in the best possible way.