Upgrade Your Team

We all are different. We all are unique. We have a different approach to our work, our management styles are different. There are similarities but “similar” is not “the same”. What’s more, we live in a time when uniqueness is raised to a pedestal. We want to show ourselves and stand out from the crowd.

So how can we create a good team? How can we create a harmonious team from a group of individuals? I think that this question is immortal. Good manager, a good leader is in a constant learning mode. We need to plan, observe, adjust, and learn. Close this process in a loop and you’re ready to go with your career. This is an endless process. So love the process because if you want to manage the team, it won’t go away.

Don’t be their boss, become a leader

Can you spot the difference?

The boss stands behind and performs his duties. No more no less. A true leader sets an example by his attitude and actions. It’s a huge difference.

I always demand a lot from myself. I always want what I do to be done well, and finally, I am always involved in what I do. In the same time, I expect the same from my team.

There is nothing wrong with it, but one condition must be met. I can’t do that as a boss, I can do that only as a leader.

You can’t just stand in front of your people and tell them: “Work hard. Work well. Be involved. Take responsibility for it”. It just won’t work. What you need to do is to involve them in the process. You have to make them want to take responsibility.

Become an example for them. Become the man they will want to follow. Help them grow because their progress is a value for you and the team.

Communication is everything

I think that there is no such thing as “overcommunication”.

I observed that teams that understand “why” they are doing what they are doing are performing better. They are more engaged, they commit, they understand the goals and reasons that are behind those goals. Achieving this state is invaluable.

Don’t be afraid to discuss the strategy with your team, don’t be afraid to open to them. Communicate the needs, strategy, and goals. Answer their questions. Build a true team that is involved in their work.

What’s on the other side? Lack of communication prevents from building commitment. It is the main reason that people on the team become mercenaries. They do what they are told, they give nothing from themselves because they see no sense, they see no value in it.

Be a leader. Communicate.

Clear expectations

One of my biggest failures as a manager was related to unclear expectations. I know that “clear expectations” sounds so obvious. But think about it. Are you sure that every time everyone in your team or project knows what is expected from them? How many times your client had no idea that he should do/check something? How many times your subordinate wasn’t sure what he should do?

When you start working with a new team it’s good to give a short expose. Nothing fancy. Nothing overly extensive. The goal of this speech is to build a thread of mutual understanding. You should clearly indicate what you expect from the team and their members. But that’s not enough. You also need to understand what the team expects from you.

A good, efficient team is never a one-way structure. You can have very specific expectation from your subordinates but be sure that they also have expectations of you. As I wrote in the previous part. Become a leader, be in front of your people. Understand those expectations and try to work with them. Don’t be the guy who is just shouting and wags his finger.

Forget about micro-management

I must admit that this was the hard part. In the past, I was a technical leader. I was involved in every step of the process. I was responsible for delivering proper quality. I distributed tasks, I delegated assignments but never the responsibility. Back then it worked. At least I thought so.

Throughout all these years I understood what was my problem. I was working hard. I was fast and focused. But at the same time, I was the bottleneck. I was killing innovation and creativity.

Don’t get me wrong. We were doing great. My team performed very well. But as I got more experienced and my role went more into project/product management I’ve understood that diversity distinguishes a very good team from a perfect one.

Think about this way. You’re including people in your team because you believe that their experience and knowledge allow them to perform very well. You know that they know what are they doing. So why do you want to restrain them? Don’t do that.

Every person in the team has a specific role. Every team member should do what he is best at. That’s the secret of a great team.

The most important part is to learn. I know that I’ve already written about it but you must remember this!

You can learn from everybody and everywhere. You don’t believe me? Take a look at the article below. It’s an example of a product manager learning from a bodybuilder.

You had a terrible boss? Write down why you think he is/was terrible. Learn from it. Understand the cause of his/her behavior. What you would do better?

You had a fantastic boss? Someone who was a true leader? Awesome. Remember that person. Get the best from this experience and add it to your behavior.

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