After establishing trust within a team, engaging in healthy conflict, gaining commitment to decisions/actions and holding one another accountable, only then will the team be close to achieving the final element of The Five Behaviours – to focus on results!
How to focus on results
Ask what results/goals the team wants to achieve and how these can be measured?
Is it to …
- Improve client satisfaction and if so – how will this be measured?
- Increase profit from the previous year?
- Increase productivity?
- Reduce costs whilst keeping output at the same level?
The goal needs to be something the team can focus on and – where possible – developed by the team themselves, so they have complete buy-in. Qualitative results can also be recorded, but the main priority would be on quantitative results.
Introduce a scoreboard to stay focused on results
So, why do teams sometimes struggle to stay focused on the final goal?
Well, self-interest often gets in the way, looking after yourself may become priority over the overall team’s interests.
Members of the team must not be distracted by their own gain, but should keep the team’s results in the forefront of their minds.
Patrick Lencioni, author of The Five Dysfunctions of a Team, suggests a good way to do this is to keep a scoreboard, so each member of the team can instantly see the impact they are having in a visual way. He uses the great analogy of a football match score. Each player should be pleased with their own performance, but individual gain will not benefit the final score, they must focus on the goal in sight to win the game for the team.
Key milestones
It’s important to also review these goals regularly and set key milestones to achieve within certain timeframes. This ensures that the team is focused on results (the main goal in sight), continues motivation and encouragement along the way, prevents distraction, but also allows the ability to change/make improvements before it’s too late.
Egos, career development and money are some of the main factors that can separate a team.
All these elements can distract individuals to achieve their own goals instead of working towards the collective goal. They need to be controlled and the focus needs to be on enjoying team accomplishments instead of individual wins.
One way of directing this is to encourage members of the team to be open and honest with their thoughts and acknowledge individual’s needs. They should be open to problems, so they don’t fester and impact performance. This should be an easier process to manage when vulnerability trust is already present, where views won’t be portrayed as selfish, but acknowledged and action encouraged to ensure that everyone is happy to succeed.
The Five Behaviours Team profile and programme works by each member of the team completing a robust assessment of their team members. The Facilitator uses the feedback to develop the Five Behaviours every team needs to become highly cohesive and productive!
How to get started?
For experienced facilitators we recommend
The Official Wiley Accreditation programme – so you can run The Five Behaviours programmes within your own organisation or with your clients.
Or why not outsource to Fruitful’s team of experienced facilitators?
Our team of L&D professionals can run the Five Behaviours programmes for you, saving you time.
For further details visit the Five Behaviours page or get in touch here.
