Manage disruption in your team

Manage disruption in your team
25 Jan

It’s during times of stress that your management style will be tested. Here are 3 tips to help you manage disruption in your team and keep your cool.

The team sweet spot;

  • each member is fully trained and self sufficient.
  • collegiate culture.
  • complimentary skills.

And then somebody leaves!

Disruptions present in many ways and can mean challenges for the leader.

Here are 3 tips to help Manage disruption in your team

1/ Using the model described by Bruce Tuckman “Forming, Storming, Norming, and Performing ” to identify where you are as a team can help the team to become effective quickly whenever a disruption occurs. Let’s look at each stage in more detail.

FORMING – team members are positive and polite. Some are anxious and others are simply excited about the task ahead. The leader, plays a dominant role at this stage, because team members’ roles and responsibilities aren’t clear. This stage can last for some time as people start to work together and make an effort to get to know their new colleagues.

STORMING – people start to push the boundaries established in the forming stage. Conflict may erupt at this stage. The leader’s role is very important at this stage but unless equipped this is often where they fail and the team continues with their frustrations.

NORMING – with leadership and direction the team form “norming”. This is when people start to resolve their differences, appreciate colleagues’ strengths, and respect the authority of the leader. As the team members know one another better, they may socialize together, and they are able to ask one another for help and provide constructive feedback. People develop a stronger commitment to the team goal raising productivity.

PERFORMING – The team reaches the performing stage, when hard work leads to the achievement of the team’s goal without friction. The leader can delegate much of the work, and can concentrate on developing team members. It feels easy to be part of the team at this stage and people who join or leave won’t disrupt performance.

ADJOURNING – Many teams will reach this stage eventually. For example, project teams exist for only a fixed period, and even permanent teams may be disbanded through organisational restructuring. Team members who like routine, or who have developed close working relationships with colleagues, may find this stage difficult, particularly if their future now looks uncertain.

Follow these steps to move through to performing quickly.

  • Identify as a team which stage you’re in.
  • Get buy in from each member on how to progress to next stage.
  • Schedule next meeting and review where the team is against goals.
  • Share the stage with new hires and discuss what is needed from them to minimise team disruption.

2/ Information sharing

Benefit – Retain corporate knowledge.

  • Identify subject matters within team. Ask them to document and present information contributing to written working instructions for your division and that can be used as part of induction and ongoing training.

3/ Know and share personality styles of team members

A major factor that plays into team effectiveness is personality. Every personality brings challenge and opportunity to your business. Finding a way to decrease disruption due to personality will help individuals become self aware and should help your business. Choose a personality test that is used in the organisation. Ask each team member to do the test. Not only share the outcome but also discuss what the outcome of the test means for team collaboration. When someone new joins the team ask the person to do the assessment.  Share in a session with the team including the newbie.

Starting with these three tips can help minimise the impact of team disruptions and keep your team on the performing stage.

We hope you have enjoyed reading this article on managing disruption in your team.

Thanks to our talent manager partner Frank Kuijsters .

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Craig Michilis

Craig Michilis

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