Now it really is time to start thinking about the outset of the operating framework in which your team has to operate. At the end you want your team to develop and grow, isn’t it?
Have you thought about this?
1. Climate: The climate in which your team will start to work has to have a climate of trust. What do I mean by this? Well, you want to enable your team to make mistakes and failures. The climate has to be a climate in which the team is looking at mistakes and failures as an opportunity to grow; learning experiences. The important part is that nobody will start to blame the other.
2. Info-flow: Information belongs to the team; every team member as long as the information is vital for that person in order to integrate it into their work and falls under the objectives to be achieved by the team.
3. You need to think ahead: Does the team need extra training? How about communication training? Or do they need interpersonal training?. How about their negotiation skills? Or is specific training necessary in order to be able to handle the tasks required?
4. You need to schedule time for various important other meetings. You will need time in order to co-ordinating activities. You will need time in order to develop thoughts and you want to be able to monitor your progress with the team.
5. You want to make sure that every member of the team does understand what the objectives of this team are. It is not a good idea to just dictate the prescribed and planned objectives to the team. It is much wiser (but requires more time to implement) to involve the team in setting the objectives.
6. Feedback: You want to give positive feedback. You also want to guide them with suggestions in order to cope with the negative aspects of the tasks. Everybody wants to know how good they are doing, so do it with your team as well. But…it involves patience and time. Give them suggestions about how they can improve!.