Taking Steps Towards an Ideal Team Vision - Feb 2008

Setting ourselves up for success with an ideal vision as a backdrop is a wonderful way to operate. What is your vision for success within your organization or department? How do you accomplish this vision for yourself and your team members?

"I have a dream", that's how Martin Luther King started his speech where he spoke about having a wonderful vision of hope:

"I have a dream that one day this nation will rise up and live out the true meaning of its creed: We hold these truths to be self-evident: that all men are created equal. I have a dream that one day on the red hills of Georgia the sons of former slaves and the sons of former slave owners will be able to sit down together at a table of brotherhood.

What a wonderful transforming vision he had for us all.

How do we make a vision practical or real for ourselves? How do we break it into parts that are doable, steps that we are able to accomplish?

I remember a consultant telling me that she thinks of the ideal state somewhere in the future and then backs up from there to the present day. In doing this exercise we are forced to think of the steps we would need to get to our successful outcome.

So let's say an ideal vision for an organization is of having a high performing team that pulls together to accomplish outstanding work. What are some of the steps we could take to accomplish this ideal team state?

  • We could ensure managers behave like coaches, asking questions, empowering staff, listening to suggestions and implementing ideas, and challenging staff in a supportive way.
  • We could ensure we celebrate successes of individuals and the team.
  • We could assess the team using a high performing team survey to see areas of strength within our teams and the areas for development.
  • We could ensure that our staff are properly oriented in their work roles and know what is expected of them on an ongoing basis.
  • We could ensure that staff members are able to do what they do well at work. Doing work that we do well is very motivating and if we don't know what employees love doing we should find out.
  • We could carry out some assessment of team members so that they can learn about their differing styles and attributes that can contribute to higher team functioning.
  • We could ensure that employees are advised of their progress and performance. Employees want positive attention from their managers. If they hear of an issue before it becomes a big problem chances are that it can be solved.
  • We could talk about the vision/mission/purpose of the company and align it with the employees work. In that way they will feel they are contributing to a higher purpose with their input.
  • We could take an interest in the employee as a person. If we feel cared about we tend to care more about our team members, our work and our workplace.
  • We could take an interest in our employee's career development and ensure that resources are supplied to further progress if warranted.

By taking the above steps we can begin to ensure an atmosphere that supports a high performing team within our organization.

Copyright © Mary-Ann Owens 2009
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