Leadership skills#55: Recognizing What Stage Your Team or Organization Is In - Learn Leadership skills

People are ironic.Have you ever grumbled about the way things are and wallowed misery? Were you always willing to make the changes needed to get what you truly wanted ... or did the pain of staying the same seem less terrible than the pain of going through change?

If you are the leader of a team or organization, you've probably held off major changes because you KNOW how much work the changes will be, not only for you, but for your entire crew. One day you realize that changes MUST be made or everyone will suffer more than whatever suffering they may go through by learning new ways of doing their work.

You've done your research, you've appointed your implementation team, you have a master plan and a schedule. You announce the change, assign tasks and ... the nightmare begins.

I have heard change sabbotage stories that would make any leader have bad dreams for an entire quarter! People do not like change, no matter HOW GOOD it is for them or HOW MUCH EASIER their life will be once they change.

What did these leaders do wrong?

They did not recognize the development stage of their organization or team. 

It's like telling a toddler to do the grocery shopping.

Think of your team as a very multi-dimensional person. 

1. The team starts as a baby team: You are the parent. You are all knowing, in control, looking out for their best interests and forging a successful and inspiring path for them. You are the visionary and they are trying to align themselves with your vision ... or at least figure out how they fit into that picture. They need coaching and mentoring. They need to understand the company's norms, beliefs, values, mission, vision and its' expectations of them. Your team cannot survive without your constant presence, decision making and action.
2. Your baby team grows into an infant team: They have "bought into" the company's ideals, but they haven't done the hard work of putting those ideals into action. They still need you telling them what to do and they need constant positive reinforcement when they do the right things, even if those right things have not been done perfectly. They need you to help them make the connection of what they are doing to the ideals they've "bought into". Otherwise they will have no idea why they are doing what they are doing, and will not grow as fast. Just like you would not leave an infant alone, you cannot leave this team alone. Turn your back on them for a second and you can expect bad things to happen... or they will simply "get stuck" and do nothing until you're there. Don't be mad at them. Technically, it's your fault.
3. Your infant team grows into a youth team. Your people are capable of learning new things and are "doing". You are respected and looked to for guidance, but need to be less hands on. This team wants to work. It feels capable and while it makes some mistakes, it has fresh eyes and innovation to offer in return for your patience and mentoring.
4. The next stage is that awkward teenage team stage. Transitions must be made so that you are less involved in being there for guidance and more involved in working on the big picture, paving the way for larger scale success. Your team must be trusted to make the ship run without you. By now they should know how to manage systems, make good decisions on behalf of the company and take of the business the same way you would. This is the stage where expectations clash and tempers flare. Without going through this stage fully, your team will not learn enough to move past adolescence. In this stage - stage 4 - the company becomes a "Leadership Organization". It still needs you to maintain reasonable boundaries but be open to changing those should they turn out to be unnecessary.
5. The final stage is what we all hope for - the mature, thriving team. This is where all the lessons of the teenage stage come together and click. The team is able to correct their own course as long as they have a vision and a mission statement, values and the freedom to do what is right. They are involved in planning (consulting activities), and are able to anticipate and prepare for future trends.They learn from all feedback, both positive and negative, adjust and forge ahead through their own sense of purpose. Remember always to give timely and honest feedback and CELEBRATE the positives!!! Too often we figure this stage does not need all the pats on the back. Tell me, do you like a little recognition for a job well done? ... So does your team.

TODAY's Leadership Challenge: Gauge what stage your team is currently at overall, or with any specific changes you've had them make as a group. Look above for what you should be doing as their leader at this stage, and try offering THAT help, using the best practices you've learned over the past 54 leadership skills you've absorbed from this blog!

WOW! Seems like a lot, but if you've been following the skills, you should find you are able to give your team EXACTLY what it needs right now!

 Doesn't that feel great?!

Bring Carol Carter to speak to your team. 

CLICK Carol's head to send her a message today, or visit her website http://getthrival.com .