Team Development Seems Like Herding Cats…….Not Really.

Team building and the process of forming effective and efficient teams can be a fun and rewarding experience. However, some people in corporate and social America can find creating dynamic and innovative teams a difficult process, and may actually equate this work as difficult as ‘herding cats’.

Part of the difficulty with this process may be that many members of the ‘team’ are not be invested in the project which the team has been tasked to complete; whether  it may be a short or long-term project. If the people you are leading, or working with on the project are not invested in it, are not in line with the corporate vision, they won’t put forth the maximum creative effort or generate the type of energy to facilitate the desired end goal.

One of the keys to generating this level of investment in the project is to maintain a consistent level of communication, 3344keeping everyone informed as to all aspects of the end goal and your progress toward it. We all want to ‘do a good job’, it feels good to complete a task successfully, by completing a task in a manner that we see as successful we get that serotonin rush and we want more.

Setting up ‘benchmarks’ for your team can actually perpetuate that ‘serotonin high’ throughout the course of the project, rather than waiting for that ‘feel good’ response at the end of the project,. Why not maintain that feeling during the course of the work you and your team members are doing. Remember, that feeling good is infectious, if your team feels good about what they are doing this can carry over into other parts of the organization.

Generating creative engagement can be made easier by developing a team with similar interests and abilities. This allows for a greater level of collaboration and innovation, but remember that skill set similarity can be a double edged sword that can help or hurt you.  Leadership requires a coherent team that is on the same page, and that sense of camaraderie generates a feeling of ‘social safety’ which usually winds up promoting a level of creativity that you might not find otherwise. However, if a leader doesn’t carefully introduce some ‘new blood’ into the group they can stagnate, and although the team may continue to work well together, they may no loimagesctsnger innovate. Also, by introducing someone new to the team, this always adds a level of renewed energy and vigor (besides the serotonin rush you get when you get to show the new person the great work you had done).

Understanding team building and development is critical to the success of any organization, and this starts with the type of leadership. There may be a certain ‘rush’ when leading a project on your own, but leading long term on your own isn’t much fun. Get your people involved in the innovative process and this will result in greater success, and less of a feeling of ‘herding a bunch of cats’.

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Filed under Behavior, Leadership, Organizational Psychology, Psychology, Team Building

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