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Respect each employee’s viewpoint. Remember, there is no such thing as a dumb notion.
Recognize your employees’ underlying feelings. Set a good example by being truthful with employees and sensitive to their feelings.
act as a stabilizing influence. Look for chances to mediate and resolve minor disputes; continue to guide the group toward its more significant goals.
Be explicit in your communication. Be sure to provide explicit directions.
Motivate your team members to trust each other and work together. Remember that the relationships that team members have with each other are equally important as the relationships that you develop with them. As the team begins to take shape, pay close attention to how members work together and take steps to improve relationships founded on communication, cooperation, respect, and trust.
Encourage team members to share information. Emphasize the importance of each team member’s contribution and demonstrate how their individual efforts complement one another to help the team reach its goal.
Assign problem-solving tasks to the group. Let the team work together to come up with creative ideas.
Promote conversation. Remember that communication is the most important component of effective collaboration. There are other ways to promote communication than meetings. Instead, it means setting an example by being open to suggestions and concerns, asking questions and offering help, and doing everything you can to avoid miscommunication in your own conversations.
Establish the team’s goals and ideals, then evaluate its effectiveness. Talk to employees on their progress toward pre-established goals to help them feel both proud of their achievements and aware of the challenges that still need to be overcome. Performance criteria ought to address teamwork. Discuss this topic with your group:
When performing our duties, what is most important to us?
What does success mean to this team?
What actions may we take to carry out our stated values?
Make sure that everyone on the team knows their duties, that you have a clear idea of what you need to achieve, that you have established clear timelines, and that you know what your success criteria will be.
Use the principle of consensus. Set objectives, address problems, and create a strategy. This method ensures that every worker is committed to every step of the activity, which ultimately results in better decisions and increased production, even if achieving a consensus takes a lot longer.
Establish the group’s ground rules. You and the team establish these criteria to ensure efficacy and success. These ground rules should be agreed upon by the team and followed by everyone on the team as well as by each individual. These guidelines might be as specific as “every team member has the right to offer ideas and suggestions” or as general as “team members must be on time for meetings.”
Choose a method for reaching a consensus. You could want to have a candid conversation about the benefits and drawbacks of recommendations, or you might want to organize research teams to investigate issues and provide findings.
Encourage listening and brainstorming. As a supervisor, your main objective is to promote dialogue in order to come to a consensus. Remember that employees may be afraid to voice their opinions with one another, which might lead to poor judgments from your team. Since dispute fosters creativity, your team will achieve better results if you encourage it.
Define the parameters of meetings that are intended to achieve a consensus. Acknowledge the frustration that might occur if the group is unable to come to a consensus. Establish time limits at the start of the meeting and work with the group to get to a consensus. If an agreement is reached too quickly, ask team members how they really feel about the proposed solution to avoid creating a false consensus.