Every organisation is as strong as the bond that holds the members together. And before a corporate entity or organisation can stand strong, it has to invest in building individuals and teams. The quip ‘’every organisation is as strong as its weakest link’’ is considered cliche but is very true. Many organisations use the term “team” quite loosely to refer to the various departments which only goes to show that the entire organisation cannot be considered as a team.
A manager has a responsibility to the unit and each member as an individual with a unique role. The manager’s success lies in his ability to lead them to victory and inspire all members to give off their best. Clearly, there are stars on every team who perform better than everyone else, bear the greatest responsibility, are better skilled and bring in the biggest results. On the other hand, there are supporting members who are equally good in their roles, do not live under the spotlight but their efforts fuel the machine that brings home results. How does a manager run them all like a well-oiled machine?
A manager cannot be ambiguous about his intentions, plans, goals and expectations. These must be clearly communicated, along with the role everyone has to play to achieve. There must be an established method of communication that trickles down to all involved. This method of communication must give room for feedback, learnings and praise for those that excel.
To reach the dream team level, all members must be willing to bring their A game on at any point. The team members must be skilled, qualified, experienced, willing to learn, devoted and ambitious to achieve set targets. If the individuals are competent at their jobs, the team is halfway on the journey to becoming a unified force. The job of a manager is to get everyone in the organisation to work at their maximum ability and also encourage synergy among individuals. Encouraging competition is great for team spirit and productivity, this also means that a manager must be careful about breeding animosity within the group.
One mark of a superstar team is that it can run on autopilot without hawkeye supervision. If an entire team disintegrates in the absence of their manager, it is a sign that the manager has been unable to grant the team the autonomy to function in his absence. This autonomy is obtained through allowing the team to expand their creativity and find their own rhythm to settle in their various roles. This means that there is no micro-managing of their work but the freedom to contribute their unique ability to the development of the team.