Most of my time is spent working with team managers to make their teams more efficient and productive. It’s work that gives me huge satisfaction and enjoyment. The process generally starts with a meeting where the team leader explains the problem/s. Then I’m asked what training, changes and so on I can deliver to “change the team around”.
Someone else’s fault
I comes as a huge surprise that often I’ll say “I’m not sure I can do anything to help them but I can do something to help you”. My reasoning is that it’s not unusual for team leaders to take poor team performance and people problems as someone else’s fault but with the results affecting them personally.
For example:Take the team leader who heard last week that a key member of staff was leaving, “That’s ruined my day, I’m getting a headache and going to take the rest of the day off!”
the team leader who’s heard that the team failed to meet target. “All the training and time I’ve given them and they do this to me!”
A lesson to be learned
One of the first lessons that team leaders need to understand is that the team hasn’t underperformed nor decided to leave to intentionally upset the leader. However, having said that the phrase “people don’t leave the company, they leave the boss” is true and underperformed teams is often due to poor resource being available.
That’s why I enjoy mentoring team leaders.No comments