Powerful teams drive the success of their companies. Proper team structure and optimization depend on a plethora of factors. What manager style a manager incorporates in a company’s culture, how decisions are made, how much the teams are diversified; all these things play a role here.
Strong teams have members that complement one another and are able to incorporate business synergy. They operate more efficiently, reduce churn and better satisfy consumer needs. However, creating such teams is not an easy task. This is why we decided to write about how to assemble a successful team for your business.
There are three distinct styles for managing and leading team members. The first one is authority style that puts the team manager at the center of all activities, emphasizes their authority and diminishes the impact and role of employees. The manager decides about everything alone without consulting their workers and doesn’t inform them about future plans. The benefits of this style lie in faster decision-making and execution and are more suited for simpler but more frequent tasks and operations.
Cooperation style is based on more cooperative relations between the manager and employees. Employees have a bigger say in decision-making and their thoughts and opinions are valued more. The manager consults with them and asks for their suggestions and opinions about possible problem solutions.
This doesn’t mean that every decision is discussed, but that employees’ opinions are welcomed whenever possible. Here, employees execute decisions faster and get groomed for leadership positions, positive attitude is promoted and overall satisfaction is improved. It is most suited for businesses that have multiple standalone teams.
The last one, liberal style, includes full liberty and involvement of employees in the decision-making process. In its core, managers believe in their employees and let them discuss any question, make their own decisions and realize them themselves. The manager decides with the help of workers and lets them execute decisions to the best of their abilities.
The key benefits of this style are the development of informal leaders in the workforce and the elimination of employee supervision. It is most suited for enterprises with numerous teams and workgroups that execute complex tasks which require highly educated, highly experienced workers, or projects and businesses that mostly deal with innovation and research.
A diversified team
The people who constitute your team represent a foundation for the future success of your business. Although many companies today hire freelancers more and more, a well-structured and diversified team will be able to achieve much more. Optimized internal teams are able to complete complex projects more quickly and efficiently.
Team members can help one another instantly, while projects can be changed and updated more easily. When a freelancer discovers an obstacle, they have to contact you and wait for you to answer, which wastes both of your times as they wait for any minor approval.
A truly diversified team consists of people with different backgrounds, genders, religions, educations, disabilities, and race. To form such a diversified team, you will need to hire such people, either by searching and hiring them yourself or by contacting organizations that work in this field, such as disability employment services.
Companies with a diverse workforce have a broader perspective that is able to drive innovation and workers with different backgrounds, and develop better ideas to resolve problems. When finding new team members, the least expensive option may not be the best one. People that ask for bigger payroll often have better skills to back up their claims.
A different perspective
Although not without their flaws, outsiders – freelancers – can represent a valuable opportunity for a company. Everyone flaunts being objective, but no one is able to see their blind side and unconscious biases or leave their whole past behind. Sometimes, a business, no matter how innovative, will develop a stale and rigid approach when resolving its issues. This is the time to turn to experienced third parties to complete certain projects or their parts.
External organizations and experts will bring new blood to the flow of ideas, won’t come with their own baggage of issues and can help you discover things you didn’t know that you didn’t know. Even if their input is minimal, outside organizations will more objectively evaluate your business processes and projects and find gaps you have missed.
The success of a business depends on having successful teams inside it. Diversified teams resolve problems with a wider, more creative perspective, while outsiders can offer new inputs to a business and bring innovative ideas to a stale process. Choose a style for leading your employees, respect them, and they will become a foundation for your business growth.