The “team approach” to work has become a tired slogan, a managerial fad, a forced concept. Many leaders and employees forget that they are working for something bigger than their own personal needs. They lose their passion and drive; they wear blinders that prevent them from seeing the big picture. Lost is the energy that initially helped drive their productivity.  Basically, a dog after a long walk…it starts out as a great idea, but it ends up exhausting all involved.

What are the elements of productive teams?  How do you create an atmosphere that fosters a team approach?  My initial thought was to create an analogy between athletic teams and organizations.  However, being a die hard Detroit Lions fan, I think I’ll choose another approach.

I recently attended a true team event at St. Francis DeSales High School.  The school sponsored a Relay for Life event which gives communities a chance to celebrate the lives of people who have battled cancer, remember loved ones lost, and fight back against the disease. Because cancer never sleeps, Relays are overnight events up to 24 hours in length.

During this event, I witnessed the elements of a team that every organization should strive to implement.  These DeSales high school students (and some awesome adult volunteers and cancer survivors) lived and breathed the ideal of a high functioning team.  With the additional presence of representatives (Sheizka Komala and Ann Dee Hamilton) from Aflac, from students, parents and grandparents from Whetstone High School, plus additional vendors, the St. Francis DeSales community modeled an effective team.

The elements of an effective team that I witnessed:

1. Common Purpose: The students were educated and aware of the purpose of their participation.  They either had a personal experience with cancer, or wanted to support others.  The purpose was effectively communicated by the event coordinator, Kellie O’Riordan who lost her mother (Barbara) to cancer.  Kellie ensured that the students understood the solemnity and hope the relay represented.  Every student I spoke with was able to verbalize the purpose of the event.  If I visited your organization, would every employee be able to verbalize your purpose?

2. Motivation: What an amazing sight to witness: teenagers motivated to create a better future for others!  And to take this a step further, they did not confuse motivation with results.  They already had their sponsors and raised their money…yet they were highly motivated to follow through on their personal commitment in order to achieve results.  That’s true motivation.  You can tell me how enthusiastic you are about something, but are you doing the behaviors that demonstrate your enthusiasm?

3. Individual Responsibility in a Group Setting: Every student stepped up to the plate. Prior to the event, individuals of each team raised money, designed t-shirts and coordinated group efforts. During the event, they made sure they had someone representing their team (walking/jogging) for 24 hours.  After the event, individuals helped with post event details that required a great deal of attention.  How well do the individuals on your team contribute to the success of the group?

4. Flexibility: Due to weather, the relay was held indoors (demonstration that a team needs leadership to support decisions that will help them be most effective).  This required students to walk the halls of the school rather than the track they had prepared for; they had to set up their “tents” in the gym rather than the outdoor field. I didn’t hear a single complaint.  What I did hear were students asking about how to get water to others, whether or not there were fans available and how to use cross-ventilation effectively!  What would happen to your teams’ effectiveness if they encountered an obstacle that changed all of their initial expectations?

5. Identity: Each team developed a name and created a t-shirt. It was easy to spot members of individual teams.  They also had a greater identity: their common purpose noted in the first point.  This created camaraderie at two levels: the smaller team composed of individuals who had bonded together while preparing for the event; and the larger team: all the participants, whether they be a team, volunteer or survivor.  What is your organization doing to create identity?

Teams are important to any organizations’ overall success.  Please let us know what you think makes an effective team!

Working with businesses throughout the U.S. and Canada, I often get asked how effective teams are created.  There is no easy answer.  Creating a team is complex and requires effort, dedication, strategy and willingness. Creating a team is serious business. And it’s important to your bottom line. When employees are unhappy, disengaged or just going through the motions: your business takes a hit and your consumers pay the price.  Not a goal of any business I know.

In her blog, “Laughter is the best medicine – and productivity booster”, Cathy Leibow discusses the research supporting having fun at work. There is a direct correlation between enjoying your work environment and creative, productive employees.  If those are behaviors you want from employees, I encourage you to consider creating opportunities that inspire those behaviors.  Check out some of the suggestions here: http://bit.ly/czXulx

Some additional ideas:

1. Allow employees to have a few pictures of family/friends at their work station
2. Have a potluck lunch once a month (I’ll bring the paper plates…you don’t want me to cook anything!)
3. Share personal success stories through your internal communication system (ex. “Jen finished her first half marathon this weekend…could someone pick her up off the floor?!”)
4. Post employee pictures (most employees do not even know what employees from other departments/areas look like, yet they talk on the phone to give/receive information almost daily)
5. Sponsor a “Meet and Greet” night with one rule: No one is allowed to talk about work (you may have to get creative and have some activities prepared…feel free to contact me if you need some ideas)

Research has proven your employees productivity will increase when they feel more connected to your company.

• What are you going to do to create a stronger team?
• What opportunities do you have, with your current resources, to foster a team environment?

If you have additional ideas or suggestions, please share them!  I’d love to hear what people are doing that’s making a difference.

Today is Monday.  As I checked my Facebook account, Twitter account and emails this morning, I noticed a trend.  Many people were complaining about the end of the weekend and beginning of a new work week.  For a moment, I was tempted to commiserate with my friends, tweeps and others.  To complain about Mondays and work seems to have become ingrained in our culture.  Even if you’re happy to be at work, you may have formed the habit of complaining about the beginning of your work week.

I challenge you to break this habit.  What would your company culture feel like if no one ever complained about being at work?  What impact would that have on morale, productivity, teamwork and motivation?

I’m a firm believer in personal responsibility in a group setting.  We are all responsible for the overall culture of our work environment, no matter our position.

Take the Motivate Your Monday challenge:

• What can I start doing to create a more productive, team-oriented and positive work environment?
• What can I stop doing that is adding to the drama, tension and negative work environment?

By asking yourself those two questions, and putting your answers into actions, you will be a “value-adding” employee.  If you are in a position of leadership, consider asking your team those questions (including yourself, of course!), then hold people accountable to make their contribution.