Domination is not just about the performance but the expectation, the attitude, and the posture.
To have a team that performs in dominating fashion, the expectation for what domination looks like must be expressed. It is not enough for the manager to expect team members to want to dominate - they have to demand it of their team members and they have to be the kind of person that commands and models it.
Four Strategies that Move Teams to Dominate
Depending on the team you are working with (startup, turnaround, realignment, or sustaining success*) you may require a different emphasis on parts of the strategy to influence your team to perform at a dominating level.
- Define domination for your team. Make everyone on your team aware of what it means to dominate - what the results should look like, the impact on the organization, the impact on the team, and the impact to the individual employee. This definition should be at the forefront of the conversation. Conduct meetings and lead with questions like:
- How are we dominating today?
- How are we not?
- How do we maintain and expand our domination?
- How do we dominate in the areas we are not?
- Set your expectations 10 times above what it would take to "win." This may sound unreasonable - it is. At one time, it was unreasonable for people run at the speeds we run, for computers to hold the data they hold, and for communication to occur wirelessly. If the expectations are not beyond what we think is possible, then you have the same expectations as your competition. Then, you only hope to win and not dominate. These expectations include performance, team member engagement, personal accountability, and responsibility.
- Set your performance goals 10 times higher than the previous goals. Performance goals come in two flavors - team performance and individual performance. Set the targets the team needs to hit for it to dominate in their area. Then, identify who on the team needs to perform particular tasks and what particularly they need to do so the team can dominate.
- On the heels of performance goals, identify and implement mutual and efficient accountability strategies. Because domination requires quick adjustments, your accountability must remove the issues around confrontation that slow things down or creates challenges within the team. Accountability must be expected from each other, not just the supervisor. The speed of adjustment is key.
If you have a team that is already performing at a high level and have been for a while, are they beginning to coast? Are they getting bored? Provide the challenge of besting their best and see your team move from successful to dominating.
If you are wanting an easy framework to build teams in your organization, schedule a consultation call with us at http://www.gordieprescott.com/apply.