Creating a Culture of Accountability in Collaborative Planning Teams
When building a collaborative planning team, it’s important to remember that as leaders, the culture in our organization is shaped by what we tolerate. If you find yourself dealing with more issues than you can handle, it’s time to take ownership and make a change.
According to Patrick Lencioni’s book “The Five Dysfunctions of a Team,” many common dysfunctions exist in most teams that may be affecting yours. It’s crucial to intentionally rid your organization of these issues to prevent losing quality team members and the slow, painful death of the organization.
Strategies for addressing dysfunctions in fear-based organizations
Fear often rules the day in these organizations, but it’s important to remember that fear is not accurate and requires more work to get squared away. One way to address these dysfunctions is by developing a complimentary heterogeneous team and executing intentional creative abrasion to achieve the best results with respect and candor. Establish a clear vision of where the organization intends to go and why, create clearly defined mission and values statements to help the team thrive, and continually work to improve your organization’s systems.
These leadership principles will help you build a collaborative planning team that maximizes your organization’s potential.
Sneak preview of the download – learn how to fight dysfunction:
Should you decide to take decisive action and remediate this issue in your organization, I thought these fundamental leadership principles might be helpful.
Making matters simple with clearly defined written expectations and deliverables is critical for any organization in any industry. This is the only method to get all team members on board and working in the right direction.
By leveraging individual and team strengths, you will maximize your organization’s potential as a leader. Most have no idea of their strengths, and even more, have no concept of team strengths. Proven statistics here, be the exception and inventory your individual and team strengths for maximum performance.
Action Steps:
Establish a clear vision of where the organization intends to go and why. Clearly defined vision, mission, and values statements allow the team to thrive. Without this defined direction, a team struggles to commit. How can they commit to a moving ball? That cannot. Clarity is your friend.
Drive to build and continually improve systems for the best results. Systems drive business, leaders lead people, and executives and owners are responsible for both. Systems operate 80% of all business matters, and you manage the other 20%. Systems do the heavy lifting.
Continually build the organization. As a leader, you are always looking for an improved system, individuals, and teams. Do the work required to improve the organization.
