As the workforce embraces a return to traditional office environments, cultivating Ironclad Teamwork Habits has become more crucial than ever. Recent research highlights the specific practices that distinguish top-performing teams from those that struggle to meet their full potential.
A comprehensive study conducted by the U.K.-based workplace research and consultancy firm Strengthscope analyzed data from over 1,500 team members across various global businesses. The findings revealed key habits that both positively and negatively impact team performance. While teams generally excel at building trust, fostering open idea-sharing, and mutual support, they often face challenges in providing constructive feedback and maintaining accountability.
Paul Brewerton, an occupational psychologist and founder of Strengthscope, emphasized that habitual behavior is a critical, yet frequently overlooked, factor in team performance. He pointed out that a team’s daily practices can either propel them towards success or hinder their effectiveness. This suggests that while many teams cultivate psychological safety, they may not be leveraging it to drive continuous improvement.
The Struggle with “Stretch Habits”
The study identified that teams particularly struggle with what are termed “stretch habits,” which are essential for continuous performance improvement. This often manifests as hesitation among team members to offer constructive feedback to colleagues or to solicit input from key stakeholders. Brewerton suggested that this reluctance to provide feedback may stem from concerns about potential conflict or damaging working relationships. However, he stressed that this withholding of valuable insights prevents individuals from growing and performing optimally.
Accountability presents a similar challenge. The research indicated that team members often perceive a lack of accountability among their colleagues when work is not delivered or standards are not met. Without proper accountability, teams can fall into patterns of underperformance, which can negatively impact overall motivation. Brewerton explained that the most effective teams understand that holding each other accountable is not about assigning blame, but rather about ensuring everyone is supported in working towards a shared objective.
Characteristics of High-Performing Teams
In contrast, researchers identified several standout characteristics common in high-performing teams. These include:
- Clear Role Definition: Each member’s role and contribution are distinctly defined and understood.
- Shared Purpose: The team’s purpose is meaningful and clearly understood by all members.
- Measurable Goals and Plans: Specific, measurable goals and implementation plans are established.
These elements collectively support what researchers term “the habit of clarity,” which forms a crucial foundation for team effectiveness.
Shanna Milford, a workplace expert and Head of HR at IRIS Software Group, proposed that business leaders can significantly enhance their teams by implementing a continuous, data-driven process as part of their daily workflow. This includes conducting regular feedback surveys and utilizing the gathered data to improve business processes and employee well-being. Milford noted that this approach allows teams to identify patterns and address issues before they escalate into major problems.
Milford also highlighted that accountability and trust within teams require strong leadership and effective communication. She added that when employees gain a complete understanding of their roles through consistent feedback, they become more engaged and contribute their best work. By integrating these values into the company culture, organizations can equip their employees with the necessary tools to navigate challenges and achieve their goals.
Brewerton advised leaders to cultivate a culture where feedback is perceived as a valuable opportunity for growth rather than criticism. He emphasized that embedding accountability into daily team interactions can establish a positive cycle of continuous improvement.
For HR leaders, the initial step involves helping teams acknowledge their current state and challenges, which lays the groundwork for targeted skill development aimed at improving overall performance. Researchers recommend fostering a workplace where honest conversations are encouraged, making feedback a routine rather than an exceptional event, thereby leading to more agile and responsive teams.
Brewerton reiterated that truly effective teams recognize that accountability is about supporting everyone in working towards a significant, shared goal.
Reference: worklife.news
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