Stages of team formation - Technology of creating a team in business. Team in business and team building How to build a training plan

In my opinion, a team in a business is one of the most important elements for its successful launch and development.

A team is not just a group of people. A group of people is more like a crowd that has a long way to go to someday become a team.

A team means understanding, interaction, help, responsibility and many other things.

A team of people can be compared to puzzles that complement each other, strengthening everyone and creating a group of people that has no equal. This is their strength.

Let me give you an example.

Let's assume you are strong in technical knowledge, know how to create presentations, make videos and other things. But you find it difficult to speak in front of people. This could be a whole ordeal for you.

And a person appears on your team who is not strong in the technical side, but easily speaks in front of the public and influences people.

Each of you on your own has shortcomings, but together you not only have no shortcomings, you complement each other so that you become 2 times stronger.

You just have to learn how to interact with each other. And you can teach each other what you know.

Team building

Team building– this is one of those elements that helps people learn how to interact.

Today, a whole line of services has been created that helps create a team and strong relationships within it.

You can find many trainings that take place in a game form. Such training may include sports, team games, a competitive element, intellectual exercises, mutual assistance tasks and much more.

The purpose of team building training can be different:

• uniting people around one goal;
• strengthening team spirit;
• improving mutual understanding between different departments, such as production and marketing, so that everyone can understand the problems of the other department and not blame, but help each other.

There may be other purposes and forms. It all depends on what goal you or your leader are pursuing.

Team in business

I worked in different areas of business - in traditional and network marketing. And I saw how different approaches to business and relationships can be.

Some create teams, while others promote a spirit of competition between individuals and groups (departments). And this does not at all depend on the type of business; rather, it depends on the vision of the leader.

One day, I realized that I really missed a team in business, and professional mentors, in the business that I had chosen for myself. I was always surrounded by good people, but, unfortunately, their professional qualities were not enough for us to achieve our goals.

At that same moment I realized that if I want to create my own team, then I need to be on the team. You also need to be able to be on a team!

It's similar to how a family is formed. We look at our parents or grandparents and create our family either according to the same rules and on the same values, or we want to do everything the other way around, based on negative experience.

A team is also a kind of family of people, based on love, respect and gratitude.

Network Marketing Team

I am often told that the main difference between traditional and network marketing is the lack of teams in the former.

In traditional business, it is true that there is more competition than teamwork. But lately, even there, they have increasingly begun to talk about the need to create a team spirit.

But now I want to spend more time team building in network marketing.

• Firstly, completely different people come into this business, of different ages, with different experiences and different goals.
• Secondly, network marketing is not 10 or 20 people, but teams of 100 or thousands of people.

And if in traditional business people are initially united by one goal, which is dictated by the company, then in network marketing there are hundreds of people who started a business with their own goal.

The first step to uniting so many people is to create a goal that can unite them all.

The age factor can also be a dividing factor. Coming back to the family, it's like the views of children and parents on the same things. But in a family, this creates conflict and quarrels, and in a team it leads to reluctance to interact.

What else is important to understand when creating a team in network marketing? Everyone comes to do their own business, everyone is their own leader. When creating a team, everyone must remember that everyone has the right to their point of view and to express it. And everyone must learn to listen and hear not only themselves, but also others.

I already said that there are many different trainings that you can take with your team to create and strengthen team spirit. But its creation is not limited to training, this is daily work.

Therefore, in your work you should also maintain good relationships, offer help, ask if help is needed, etc.

Moreover, I want to place another emphasis on the fact that a sponsor is not your boss, he is also a member of your team. Or you are a member of his team. And first of all, you need to create a team relationship with him.

Start by looking at the relationships between your mentor and his mentors, as well as other team partners. This will give you many answers.

Once upon a time at one training, I heard the following phrase: “If you don’t like your sponsor or you hate him, then don’t shout about it, but cover him with your back so that no one knows about it!”

Such a sponsor is a disaster for distributors, but this phrase very well shows what team spirit is.

I think about the team and relationships all the time, and I have a lot more on my mind. But now I want to show you a video with my mentors, with whom my view of the team, its interaction and development coincides 100%. And I have been looking for these people for many years and am very happy that life has given me such an opportunity to meet and work with them.

And so, look:

You can learn more about our team and business.

Learn to ask clarifying questions and don’t be shy to do this, it’s especially important to do this if you have different experiences in business.

Let me give you an example from my practice which happened a long time ago.

When I first started working with Elena and Alexander, they helped me a lot in Kyiv, met with my clients and future partners. We understood each other perfectly. We did not specify many things because we could have done this much later.

I have a new partner in Kyiv. I needed the help of Elena or Alexander, but they had already left for an event that we were supposed to have over the weekend in another city, and I decided to turn to my partner.

At the beginning, everything was fine, but after a couple of hours a serious conflict arose due to the fact that all the nuances were not agreed upon immediately.

When I analyzed the situation, then I realized that the values ​​with my partner were different. I realized that our understanding of the same words was also different. And we had different experiences in business and views on it.

I learned to ask clarifying questions and discuss everything in detail at the beginning.

And remember, the newcomer who comes to your team does not know what you know and many things are not for him, of course, as they are for you. And you have to find out that he knows what kind of base he has. And if necessary, give him this knowledge base.

Today those who create teams survive and win!

Marina Kolesnik, founder and CEO of Oktogo.ru:

Create a core team of people who are incredibly passionate about the idea, who are ready to forget about everything and put everything on the line. Select fast-learning people for your team who are willing to do a lot of different things and not be afraid of it. AND don’t call people “deserved”. Because the “deserved” ones, from their own experience, find it very difficult to fit into startups; they can start them themselves or invest money in them, but they are not ready to work hard and a lot: they are hampered by their stellar merits, as well as the lack of a budget and a systematic work routine.

Create opportunities for development

Marina Trescheva, CEO of Fast Lane Ventures:

You need to create an environment in which you can teach people, in which they go through many stages of development. If this environment is created, the leader will lead the team.

Don't be afraid of turnover

Sergey Belousov, Founder and CEO of Parallels,co-founder of Runa Capital:

In any business, the main asset is people. Therefore, some kind of turnover is definitely needed. Turnover is good! We just need the team to renew itself in a healthy way. Many people perceive turnover as a negative factor, but its absence is also bad. If the turnover of truly good people per year is less than 5%, that’s good.

Many entrepreneurs are convinced that the core team should be left as it was. Few new entrepreneurs realize that when a business grows, it is the core team that needs to change. Just look at the classic examples: Paul Allen and Bill Gates or Steve Jobs and Steven Wozniak. In order for a business to grow, it needs to hire new team members, especially the management team, who will lead the business forward.

Start a business with partners

Alexey Basov, Vice President of Mail.Ru Group (until recently - General Director of the Begun company):

No successful business has ever consisted of one charismatic person creating something alone. In reality, there is always a team next to the leader, covering those areas of work that are not interesting to him or in which he is not competent enough and understands this very well.

Most teams consist of three people. Firstly, this is a person who knows how to communicate with investors, raise money, sell a company, he can package a business as a product for an investor. Secondly, the team must have a marketing person who thinks about the product for the consumer, knows how to promote it, present it, and position it. Finally, a technical person who invents know-how. Without innovative, breakthrough technologies, a new, successful business that would be among the top three leaders in its industry cannot be built.

I take my choice of partners very seriously - those with whom I have to go a long way. Today, all my business partners have become my friends and we will celebrate retirement together, leaving behind dozens of successful projects. And any active entrepreneur in the market should think so.

At the very beginning, partners should agree that they will not scatter in different directions over a long period of time, no matter what happens, because there will definitely be a lot of difficulties ahead.

Recruit those who are stronger than you

David Yan, ABBYY founder, iiko:

I believe that there is no one-man show business. This is definitely a team, and the most valuable thing that can be here is the people. Therefore, at ABBYY we managed to retain the same team that began building the business back in 1990. My wife Alena started the ABBYY company with me. Sergey Andreev, Vadim Tereshchenko, Kostya Anisimovich, Aram Bakhcharyan - I can list them for a very long time. These people have been working in the company for 17-19 years, and this is our greatest achievement.

But there is no pill that can save everything. It's hard work. You know, it’s like in a family, when you have to compromise, feel, understand and want to do something more. A team where everyone thinks about their own personal interests will not last long. If they have something more - a super task that they see, then they will definitely forgive, find a compromise, and come to an agreement. And so it is in the family and in business.

If there is one thing that is my main merit, it is that I managed to make sure that people continue to work with each other. You know, like Guy Kawasaki: he said that a bad leader is a leader of class A who takes a person of class B as his subordinate, a person of class B takes a person of class C, and so on up to the letter Z. The right leader takes a person as his colleague class A+, the leader of A+ takes the person A++, and the team becomes stronger. I have always loved working with people stronger than me.

Look for people for tasks

Andrey Filev, Wrike.com CEO:

Hire exactly who you need!

In connection with the appearance of team activity on the portal, I remembered and decided to get this article from the archive. It was written for the JAM team blog and contains answers to questions asked and likely to be asked by the team's fans. The style of the text is deliberately simplified so that the main idea is accessible to everyone: a team is interesting, a team is simple.

This article is about a cycling team, but the same principles can easily be applied to almost any outdoor activity. I hope everyone can learn something new and useful for themselves.

Why create a team?

• A team is a group of people with similar interests and goals. Being part of a team will better motivate you to play sports, set goals, and achieve them. As a team, you will be able to attract wider public interest in the sport and your activities. In certain cases, a team can become a profitable organization. But in general, a team is just a great way to diversify your life and find new friends.

What is the difference between a team and a club?

• A club is an umbrella organization under which several teams can operate. For example, one club may consist of such different teams as: Team of masters, Team of amateurs, Team “Come on, girls!”, Team Ivanovskaya street, Team 4 of the steel foundry, etc. In this case, the athletes are both club members and team members.

How many people does it take to organize a team?

• This requires at least one person. There are large teams consisting of more than 500 participants, but equally there are teams of 1 athlete.

Who can be a team member?

• These could be your relatives, friends, neighbors, colleagues - anyone who has a bicycle and desires to lead an active lifestyle.

What equipment does the team need?

• First of all, you need bicycles and safety helmets. You will also have costs for spare parts and consumables. Later, you can order a team uniform to look really cool.

How to organize team activities?

• Nowadays there are many possibilities for this. You can rent an inexpensive garage on the outskirts of the city where you can store and maintain your bicycles, meet and discuss pressing issues. You can also conduct joint training sessions, which will help you unite your team even more. And finally, the Internet opens up wide opportunities for communications: make a conference on Skype, VKontakte or any other social service, which will be absolutely free.

What if there are no special trails in the city?

• Unfortunately, this is our common problem, but we can overcome it too. Open Google or Yandex maps in Satellite mode and carefully examine the immediate surroundings. You will be interested in low-traffic country roads, parks, forest and field paths. With a high probability, you will be able to build a convenient training route along them. Use your imagination and design several different routes to make your workout even more interesting.

How to choose the right name for a team?

• There are absolutely no restrictions here, for example: Extreme Pavlovks Bikers, Chernov Family, VeloIvanovsk, Volga-Bike, etc. The main thing is to check if there are already teams with the same name in your area.

How to attract fans?

• Be sure to create a page or community on a social network dedicated to your team. Invite all your relatives, friends, classmates and colleagues there - let them root for you and support you. Publish your news, photos and share your impressions. The more interesting information you publish, the more fans you can attract. Their support will be very useful to you in the future.

How to build a training plan?

• It is better to develop an individual training plan for each team member, because you all have different capabilities and preparation. You can find a lot of training information online and get advice from more experienced cyclists on forums. You can also contact a professional trainer who, for a fee, will create a training plan for you. If there are no cycling coaches in your city, try contacting a coach from another cycling sport, such as running.

Does a team need to join a club?

• A team does not have to join a club to operate its activities. However, club members usually receive various benefits from this: preferential registration for races, invitations to events, help with financing, simply useful communication, etc.

How can our team take part in real races?

• Contact your nearest cycling club and ask for their calendar of events. Choose a race and distance that you can handle and start preparing for the competition in advance. You will first need to register and pay the entry fee to participate in the race; it is usually inexpensive, from 100 to 500 rubles per participant. The club organizing this event will inform you about all further actions.

Can we have our own competitions?

• Find suitable opponents, together with them come up with an interesting (but safe!) route and start a race. You can even come up with some prizes and diplomas. However, to organize a mass tournament, you should contact your local sports organization, because such an event must be coordinated with local authorities. (Attention: the issue of the size of an uncoordinated event requires additional study.)

Do we have to race to be a team?

• In order to be and remain a team, it is not necessary to participate in competitions. The team may have other goals, for example: a healthy lifestyle and joint training, traveling around their native land, charity bike rides in favor of children, disabled people, veterans, etc.

We need funds for equipment, equipment and entry fees, where can we get them?

• A start-up team has little chance of getting much sponsorship. First of all, relatives and friends can help you with this. However, if your team has already achieved some fame in your city, then, of course, you are ready to look for sponsors. Write a resume for your team, describing your activities, achievements and goals, as well as the benefits you can bring to your sponsor. Start looking for sponsors among your friends, in this case you can get better support than from strangers and organizations. When the circle of acquaintances is exhausted, you can begin an open search.

We wish you success!

A person can come up with a great idea himself. But to give it life, other people are needed. People with whom you can discuss ideas, who will show everything from a different perspective, who want to collaborate and combine efforts and abilities. We need a team.

How to turn disparate specialists into an effective team that delivers great results? Use 6 principles.

1.Create a network of teams

When three social scientists wanted to study how teams produce original and successful products, they turned to the computer games industry. After all, a game is a voluminous but temporary task with many specialists and teams involved. These are the problems that businesses have to solve in the 21st century.

Research has shown that great products are created not by one team, but by a network of teams.

The network contains various clusters, groups of people connected by a history of repeated cooperation, and therefore there reigns the trust, dedication and mutual understanding necessary for long work towards the realization of a common goal. But at the same time, each team is different from the other, having completely diverse projects behind them.

In the 21st century, the best results are achieved not by teams, but by networks of teams. -

This is not the traditional auxiliary approach, in which a well-thought-out idea is passed on from one cluster of people to another. It's a creative struggle in which two or three closely related teams with completely different creative histories must find a way to work together over an extended period to create something completely new.

It sounds exciting! And it proves that team diversity is a valuable resource, and cohesive groups can achieve amazing results.

2. Invite strangers

A number of other studies have shown that for group work to be successful, we must attract people who think differently, have different experience and training, and look at the situation from a different point of view. They are able to bring fresh and useful ideas to negotiations. But even if this does not happen, we will have to show our best side - even if it is because of the feeling of awkwardness. We must strive for just such a process, complex and chaotic.

Here's an example. The researchers asked students to work in groups on a murder investigation. Participants were given the same materials: witness statements, an alibi, and a list of three suspects. Their task was to determine who committed the crime. Some groups consisted of four friends, others - three comrades and one stranger.

Groups with a stranger in their composition performed better on the task. They analyzed their own conclusions more carefully, paid more attention to the newcomer and the task, and were more willing to change their views. The effect was striking: groups with an outsider made the correct decision 75% of the time, compared with 54% for the homogeneous group and 44% for the individual participant.

The conclusion is simple: invite strangers to your team - people from a different environment, with a different way of thinking. In the presence of such a player, the entire team mobilizes and works much more efficiently.

3. Find a common goal and formulate a vision.

How to unite a diverse team? A common vision and purpose. Without it, the participants will lose their way and wander in all directions.

People are guided by the images that appear in their heads, so you must create a vivid, results-oriented “image of success.” An inspiring vision is more than any goal; this is your big victory. It turns dry tasks into something tangible and achievable - something that people can not only see, but become a part of; what they really want to fight for.

How to create such a goal? Here are some tips.

• Be a dreamer - curious and creative. Allow yourself to look at the big picture and explore it. Let your imagination run free and think big to create a truly unique look. Your vision should be ambitious, but not generic (read: boring and banal).
• Get your colleagues involved by brainstorming in a mixed group. Keep working on your ideas until they captivate you completely. This will make it much easier for you to convince your team!
• Frame your vision as an ideal scenario - with win-win consequences for everyone involved. What will it look like for each of the key stakeholders? What key results will be the criteria for success?
• Focus on a short list of benefits and outcomes that connects to what the team members want and paints a detailed picture of the end goal (who you want to become and what you can achieve).
• Articulate the vision in a short phrase or powerful visual image that will be relatable and understandable to all team members.

4. Set rules and schedules

The main difference between a successful and a failed project is discipline. The team needs a schedule and clear rules of the game that everyone will strictly adhere to. This is an effective way to establish collaboration so that it becomes a habit.

How it's done? Usually with great difficulty. Even with a strong intention and great desire to create a schedule and establish a procedure for working together, you can encounter difficulties. All group members have a different sense of time. Everyone has their own priorities. And assessing the amount of work to be done is always subjective.

Try the Japanese ringi method.

It works like this: first a document is created. It is then discussed. As discussion progresses, changes are made to the document until all participants agree with it. Next, everyone who is related to the decision made confirms their agreement with the document by putting a personal signature on it. Is it too drawn out and time consuming? Not at all, because, having agreed with the decision, no one further questions it or offers their own adjustments. Everyone works and works and works.

The paradox is this: after everyone has personally confirmed their commitments, try not to discuss or challenge the schedule any further. This way you will save yourself from idle debates, which will inevitably turn scheduling into negotiations and bargaining.

5. Don't avoid conflicts

In a diverse team, disagreements and contradictions inevitably arise. An effective team does not avoid them, but uses them to inject additional energy into the work. To do this, you will have to abandon the idea of ​​ordinary, comfortable cooperation and use intense cooperation.

Normal collaboration assumes that we can control the focus, the goal, the plan to achieve it, and the actions each participant takes to implement that plan. Intense collaboration offers a way to move forward without such control.

We have to be flexible to open up, accept it, and work within the connections that exist within and outside the team.

Just because we can't reach unanimous agreement on how to work doesn't mean we can't work together. This means that we must experiment with different points of view, try out all the possibilities available, and move forward step by step.

6. Exchange feedback

On the path to a big goal and vision, each team member must understand what his contribution to the common cause is and where the team is at the moment. Feedback will help clarify this.

Effective teams evaluate and address five aspects:

• Team Goals: What is it trying to achieve?
• Progress towards achieving goals: how is the team doing?
• Processes used to achieve set goals: How is the team moving towards these goals?
• Assumptions about the business and work environment: are they correct?
• Individual contributions of team members: what impact does each have on overall performance?

Determine the format and time you will spend sharing feedback. It should take place regularly, openly, in an atmosphere of psychological safety. This way your team will confidently move towards achieving big goals.

The success of a business depends on more than just strategy, planning and investment. The leading role is played by a carefully selected team of employees and well-established business processes. The dream of every manager is to create a mechanism that works like a Swiss watch and requires minimal intervention. And a close-knit team is a reliable basis for such a mechanism.

If we look at the experience of market giants, it is easy to see a simple pattern. Behind the amazing achievements was a team of dedicated people. The brightest ideas were brought to life exclusively through joint efforts.

In this article we will reveal how to create a team that will be able to handle any, even the most ambitious task, and how to avoid mistakes when selecting personnel that more than 90% of managers make.

We will also analyze the main components that you should rely on when creating an effective team of like-minded people:

1. Competent personnel policy.
2. Favorable microclimate within the team.
3. A well-thought-out system of motivation and team management.
4. Continuous professional development of employees.
5. Having a competent and recognized leader.
6. Clear planning and work schedule to avoid burnout of team members.

We will talk about these links below.

Criteria for an effective team

When recruiting personnel for a planned project or existing business, we recommend relying on proven principles:

• Team members must be competent to solve assigned tasks. This is one of the most important requirements. If some team players cannot perform necessary tasks, it reduces the effectiveness of other employees. An imbalance begins in the team: a weak employee who is not ready to develop drags the entire team down. At the same time, strong employees do not really like to work in conjunction with weak ones.
• Common Core Values. Values ​​are components of our personality that we are not able to betray or replace, even if the situation dictates this. It is important that employees have similar beliefs and values, especially those that determine their actions. And in a team where the values ​​of its members do not coincide, there is a high probability of regular conflicts. Without this criterion, building an effective team is a big question.
• Synergy− it can easily be represented as the formula “1 + 1 =11”. This is when the whole team works as a single well-coordinated mechanism, where each employee is part of it, and not a separate element. With this approach, the results obtained will be many times higher than in a disparate team of geniuses.

Remember, the main caution when recruiting personnel: DO NOT hire those employees who are obviously prone to creating an unhealthy atmosphere within the team.

Who are these people?

• Firstly, unrecognized individualist geniuses Those who strive to prove to others that only their point of view is correct do not know how to listen to others, compromise and carry out tasks with which they do not agree.
• Secondly, lazy people who are unable to find the strength for self-organization, learning, and motivation. It will take too much precious time to get them to work and control the quality of such work.
• Third, cunning and quarrelsome. Even if they are a guru in their field, but are ready to destroy the team with their actions, you should ruthlessly abandon such characters in the team. Such people will always look for those to blame for mistakes, rather than solve the assigned tasks.

If you follow the above principles, your staffing will be impeccable.

The microclimate in the team is an important ingredient in the recipe for success.

The best working atmosphere reigns in teams united by a single mission. The mission contains the meaning of existence of this organization and its key differences from other similar ones.

The term itself appeared not so long ago. However, the rapid career and success of outstanding businessmen of the past is undoubtedly associated with her right choice. Take, for example, Henry Ford, the founder of the automobile company. While others were bringing expensive, premium cars to the market, he declared his company's mission to provide people with individual and accessible transportation, moving the car from a luxury item to a consumer item. This laid the foundation for the prosperity of the concern.

And if you have a creative, inspiring and unifying mission, then it can become the basis for forming a cohesive team at work and a favorable atmosphere in the office.

Also, for the success and coherence of the team, the absence of staff turnover is important. Teams with high staff turnover, like the constantly changing direction of the wind, are unstable, unpredictable, often act uncoordinated and disrupt tasks, instead of moving towards the intended milestones. A stable, cohesive team gives a feeling of support and reliability from colleagues and management. In such an environment, team members feel trust, work without stress, and ultimately produce high results.

How to build effective teamwork using a motivation system

Motivation, which defeats procrastination, is another important tool of a good manager. When you manage people, the main task is to motivate them correctly. In this case, your employees will not only work efficiently, but also receive satisfaction from performing current tasks.

How to motivate your employees, especially those who work remotely? How to minimize the need to monitor their activities?

Let's look at this using the example of Uber, a taxi calling service. The company not only skilfully saves the budget on employee benefits, but also at the same time motivates them to work longer, faster and with better quality. What's the secret?

Based on the results of a psychological analysis, the company’s marketers created a unique gamification system for employees: bonuses, motivating messages, setting daily microgoals, ratings, a continuous flow of orders and several “dishonest” tricks.

We discussed Uber's tools in detail in this video. Be sure to check it out, there is something you can apply there.

Those of you who have already implemented a percentage incentive system have probably noticed that a simple increase in pay, even if it is a motivator, does not last long enough.

Motivation through gamification is one of the powerful motivational tools.

How to use game mechanics in other niches? The algorithm will be similar:

1) Study the psychological types of employees and develop a system of appropriate incentives for them. What are the psychotypes? There are four of them:

• careerist: goal is to earn money, improve oneself, be the master of the situation;
• researcher: goal is to study the mechanics of work, hidden capabilities and information about new products;
• social worker: interest in establishing contacts and connections, “partying for the sake of partying”;
• killer: the goal is to influence others, competition and the desire to “outdo everyone else.”

If you know about the characteristics of each employee, it is easier to choose a motivation tool. Otherwise, there is a high risk of spending on gamification, which will not produce results.

2) Enter the internal currency and bonuses for which the employee can exchange it.

3) Give everyone the right to choose a bonus that is valuable to them. Interested in details?

Bonuses are a good motivator for employees for teamwork. If you are faced with the urgent question of how to unite your team at work and increase its efficiency, a policy of bonuses for completing team tasks will provide support and mutual control for the sake of jointly achieving the goal and receiving a well-deserved reward for this.

And the last detail is the use of tools such as team building and the ability to work in an informal environment. These elements of the motivation system have a much stronger impact on building an effective team than hours-long meetings and inspiring speeches from management.

How to build an effective team using the leadership resource of a manager?

No matter how impressive the team’s work results are, the role of the manager in this process is undeniably more important. And that part of the tasks that is assigned to the chief manager cannot be performed by someone else.

What is included in the concept of competent and effective leadership? This:

• Regular monitoring of the work of subordinates. Avoid dictatorship, but also do not let the work of the team take its course.
• Training the team in the principles of independent work and self-control. A truly good boss is one who only sets the general direction of work, and for the rest is able to rely on the competence and coordination of the team’s actions.
• Clear and understandable goal setting. Goals that are too simple will be uninteresting to the team, while goals that are too complex and vague can reduce motivation to zero, which will lead to failure of work. Therefore, the result of the entire team’s work directly depends on the competent formulation and adequate choice of the level of complexity of tasks by the leader.

Continuous professional development of employees

An effective team of employees is a continuously developing organism.

And for the development of any system, favorable conditions and opportunities are necessary. To improve the level of your employees, you can influence this process through:

• setting gradually more complex goals;
• joint training and advanced training. The important thing here is not to save resources, but to establish a regular training process, develop a training plan, and involve all categories of employees in them. Those who are accustomed to constantly improving the level of their knowledge will begin to feel the need for growth, development and to do this on their own, and not just as part of corporate events.

Clear planning and work schedule to avoid burnout at work

Creating an effective team and achieving high results is impossible without proper rest for its members. Do not allow employees to “burn out” and situations arise when they lose their “sense of self” and compensate for all other areas of life with their profession.

At first glance, the presence of workaholics on the team should only make us happy. But such self-sacrifice brings visible benefits to the employer only at the initial stage. The result of exhausted work is apathy, decreased performance, loss of interest in completing tasks and working in the company as a whole.

Clearly regulate the working hours of employees, correctly prioritize plans - and this will allow the team to complete all strategic tasks on time, but not “burn out.”

Instead of output

Any teamwork involves risk and responsibility, and even in a close-knit team, mistakes are inevitable. But the highest peaks are achieved by those who are able to take risks, act and quickly change tactics to motivate staff, taking into account the experience of previous mistakes.

What criteria do you personally follow when creating an effective team? Share your successes and failures in the comments, ask questions. I promise that not a single message from you will be left unattended.