The document provides 7 tips for managing high-impact teams: 1) Establish the purpose and importance of the team's work, not just the objectives and methods. 2) Model the behaviors and attitudes expected of the team. 3) Communicate directly with the team and keep team dynamics internal. 4) Hold short check-ins before team meetings to discuss well-being and stress. 5) Celebrate both team wins and individual contributions. 6) Clearly communicate incentives and rewards from the start. 7) Get the team away from the office to better connect on a personal level.

1. 7 Tips For Managing
High-Impact Teams
Brazil
Business Strategist Roberto Lico
licoreis@licoreis.com.br

2. Most business leaders can agree that teamwork is important for
getting anything done. But the agreement usually stops there. In
many cases, the company’s immediate needs take over, and
there’s seldom enough time for deep thought about how to
actually develop an effective team.

3. Groups of people are often thrown together and told to get to
work. And while many organizations do well when it comes to a
team’s technical aspects, like bringing in people with the right
expertise and establishing deadlines, the less quantifiable,
“people-building” element tends to get lost.

4. ESTABLISH THE “WHY,” NOT JUST THE “WHAT” AND “HOW”
We tend not to put maximum effort into things we see as
unimportant. When a team is assigned a certain project but
doesn’t have a clear sense for why it matters for the company,
it’s likely that members will work merely to pull it off
adequately.

5. MODEL THE BEHAVIORS YOU WANT TO SEE
In order to develop trust and cohesion among team members,
leaders need to demonstrate the attitude and habits they want
their teams to abide by themselves.

6. KEEP COMMUNICATION DIRECT AND WITHIN THE GROUP
While your superiors may require updates on what’s going on,
leaders should only share progress reports with upper
management and keep team dynamics out of it. Team members
will lose trust if they feel you’re reporting back on everything
that goes on. If issues arise with any individual members, it’s
your job to pull them aside and have a conversation.

7. HOLD SHORT CHECK-INS BEFORE EVERY MEETING
Kick off each status meeting with a brief check-in to see how
everyone’s feeling and how well they’re handling the work.
Limit the time for this and be clear it isn’t a personal therapy
session but a way to get grounded before tackling the work that
needs to be done. It’s still a good reminder that your team
members are individuals who experience stress and pressure,
and it’s important for sustaining trust.

8. CELEBRATE WINS AND INDIVIDUAL CONTRIBUTIONS
Celebrate successful steps along the way. For example, finishing
a report that was well received could call for buying a round of
lattes or going out for a drink after work. It’s important to
balance recognizing group achievements with individuals’
unique contributions. Various personalities all bring different
things to the team and impact how members work together.

9. OFFER THE RIGHT INCENTIVES AND REWARDS
Communicate from the very outset what the potential rewards
are for successfully carrying out the project. These shouldn’t
only be monetary, perhaps it’s increased visibility with upper
management and chances for promotion in the future.

10. GET OUT OF THE OFFICE
The best way to get to know people you work with is to get
them away from the office to spend some time together.
Buckling down on a big project day in and day out can create
superficial barriers that prevent people from working together
as openly as they could.

12. LRCL – Business Services Consulting
Roberto Lico – licoreis@licoreis.com.br

13. LRCL – Business Services Consulting
Information – licoreis@licoreis.com.br
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