There are many types of teams – there are sport teams, debate teams, dance teams, teams of horses, and there
are of course, business teams. There are even more types of teams, which you could probably list if you wanted.
Teams can be good, bad, so-so, or great.
If you look at just these few listed here, what do they have in common and what makes a great team? All teams
are comprised of more than one person, and let’s face it when you get more than one person in the same room,
the dynamics change. The individual is no longer dealing with one set of ideas or policies, or need. The dynamics of
a group of people brings into play different ideas, comments, and thoughts. The issue becomes how to develop
and build a great team.
In looking at teams and what they have in common, it becomes fairly obvious there are three underlying principles
in building a team and it is how you ACE it.
ACE stands for:
A – Accountability
C – Commitment
E – Empowerment
Accountability is the first ingredient in team building. When putting a team together, make sure you set goals and
establish the purpose for the team. It becomes the “job description” for the team and helps the team members
understand their functions within the team. Effective leaders lead their people and inspire them by creating an
environment that motivates them to ask, “What else can I do?” over and over until the results are achieved.
The daily activities that comprise people’s jobs must then be consistently in alignment with the targeted results.
This can happen only if people understand the results they are supposed to achieve in the job they are to perform.
Accountability is assuming responsibility for the actions and results that is the charge of your team.
It is important for the team leader to recognize, however, that accountability can sometimes be used to place
blame – if the goal is not reached in the time required. If this happens, team motivation is lost and the team will
suffer. Therefore, accountability should be reinforced with the setting of realistic goals and action plans. These
goals and action plans should support the “job description” of the team and be measurable.
Commitment, the second ingredient in team building is the desire to do well, succeed, and make the team (the
organization) look good is important to the team members, both individually and as a whole. In a recent Gallup
poll, it was discovered that the average employee in an office team that is passionate and involved in their work is
only about 20%. This means that the balance of the team (80%) need motivation!.
As a team leader, what can you do to help your team ACE it? You can set clear and understandable team goals,
because if your team does not understand or support the goals, they aren’t working together to reach them. Clear
goals help everyone to focus on what it is you want to achieve.
You also need to communicate the goals very clearly. Remember, everyone communicates differently, so be clear
and concise in setting the goals and be ready to explain or demonstrate what you are looking to achieve. If
possible, you may want to be able to choose your team members – especially if you know some individuals work
together better than others. If you can’t, you must be able to coach them into being better team players. Be aware
of the capabilities of your team members and recognize specific skills or strengths and how that benefits the team.
If every team member is able to contribute what they are strongest at, then everyone will also feel better about
their own performance and their ability to work well in the team. More confidence will lead to better
performance.
Empowerment is the third ingredient in building a team. Empowerment is the ability for management to allow
employees to make decisions. When employees feel as though they can choose and can make direct decisions,
they usually feel better about themselves and their jobs and the organization. Employee’s who are not constantly
watched and criticized are more likely to consider work as a positive environment, rather than a negative one.
By working together for the good of the organization, teams can provide effective and efficient processes. Once
the goal or purpose of the team has been reached, the team can be disbanded. The individuals can then be
available for other teams to be established as needed. Team building is a fluid operation of the organization and
changes with the needs and goals of the organization. In fact, some individuals may be participants in more than
one team at a time. It all depends on the ability of the individuals involved and what they are tasked to accomplish.
Lola Kakes, CEO, EffortlessHR
are of course, business teams. There are even more types of teams, which you could probably list if you wanted.
Teams can be good, bad, so-so, or great.
If you look at just these few listed here, what do they have in common and what makes a great team? All teams
are comprised of more than one person, and let’s face it when you get more than one person in the same room,
the dynamics change. The individual is no longer dealing with one set of ideas or policies, or need. The dynamics of
a group of people brings into play different ideas, comments, and thoughts. The issue becomes how to develop
and build a great team.
In looking at teams and what they have in common, it becomes fairly obvious there are three underlying principles
in building a team and it is how you ACE it.
ACE stands for:
A – Accountability
C – Commitment
E – Empowerment
Accountability is the first ingredient in team building. When putting a team together, make sure you set goals and
establish the purpose for the team. It becomes the “job description” for the team and helps the team members
understand their functions within the team. Effective leaders lead their people and inspire them by creating an
environment that motivates them to ask, “What else can I do?” over and over until the results are achieved.
The daily activities that comprise people’s jobs must then be consistently in alignment with the targeted results.
This can happen only if people understand the results they are supposed to achieve in the job they are to perform.
Accountability is assuming responsibility for the actions and results that is the charge of your team.
It is important for the team leader to recognize, however, that accountability can sometimes be used to place
blame – if the goal is not reached in the time required. If this happens, team motivation is lost and the team will
suffer. Therefore, accountability should be reinforced with the setting of realistic goals and action plans. These
goals and action plans should support the “job description” of the team and be measurable.
Commitment, the second ingredient in team building is the desire to do well, succeed, and make the team (the
organization) look good is important to the team members, both individually and as a whole. In a recent Gallup
poll, it was discovered that the average employee in an office team that is passionate and involved in their work is
only about 20%. This means that the balance of the team (80%) need motivation!.
As a team leader, what can you do to help your team ACE it? You can set clear and understandable team goals,
because if your team does not understand or support the goals, they aren’t working together to reach them. Clear
goals help everyone to focus on what it is you want to achieve.
You also need to communicate the goals very clearly. Remember, everyone communicates differently, so be clear
and concise in setting the goals and be ready to explain or demonstrate what you are looking to achieve. If
possible, you may want to be able to choose your team members – especially if you know some individuals work
together better than others. If you can’t, you must be able to coach them into being better team players. Be aware
of the capabilities of your team members and recognize specific skills or strengths and how that benefits the team.
If every team member is able to contribute what they are strongest at, then everyone will also feel better about
their own performance and their ability to work well in the team. More confidence will lead to better
performance.
Empowerment is the third ingredient in building a team. Empowerment is the ability for management to allow
employees to make decisions. When employees feel as though they can choose and can make direct decisions,
they usually feel better about themselves and their jobs and the organization. Employee’s who are not constantly
watched and criticized are more likely to consider work as a positive environment, rather than a negative one.
By working together for the good of the organization, teams can provide effective and efficient processes. Once
the goal or purpose of the team has been reached, the team can be disbanded. The individuals can then be
available for other teams to be established as needed. Team building is a fluid operation of the organization and
changes with the needs and goals of the organization. In fact, some individuals may be participants in more than
one team at a time. It all depends on the ability of the individuals involved and what they are tasked to accomplish.
Lola Kakes, CEO, EffortlessHR
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