Some teams make it a pleasure to leap out of bed and start the workweek each Monday morning. Operations run like a well-oiled machine and your sales team stays busy and makes the sales happen. On the surface, it would seem as though there’s little left to do in the way of coaching. But beneath the surface, that’s where coaching dynamic teams can move them to the realm of the extraordinary.
Potential issues in dynamic teams
If you’re coaching dynamic teams, there’s a great chance you’re dealing with multiple strong personalities. When people with strong personalities – even those who seemingly get along – spend enough time together, there’s always the potential for conflict. What’s worse, these conflicts may often stay under your radar.
To avoid potentially letting tensions simmer unchecked, you can do a bit of preemptive coaching. A solid first step involves giving your team a personality test or profile to help you identify their communication style and how they prefer to deal with conflict. But don’t stop there. Take it a step further by holding a meeting for everyone to discuss their profile results and how their individual results mesh as a team.
Divisions in dynamic teams
Depending on your company’s design, you may be responsible for coaching dynamic teams with multiple parts. This could encompass sales and operations or customer service and back office, to name a few combinations. Remember, each team can be excellent at working together within their unit, yet fall short when the different departments must interface.
An easy way to combat this clear separation in your team environment is to give your departments a reason to get to know each other. Some companies accomplish this through all-company meetings, while others actively cross-train staff between departments. If you don’t have time to let everyone mingle during the workday, hosting an informal after hours event could get people connecting.
Valuing individuals in dynamic teams
When coaching dynamic teams, it’s easy to slip into the pattern of only focusing on how the team is doing as a whole. This is important, but so is the individuality and growth of each employee. While you could focus your efforts on individual coaching and development, too much can detract from the team environment you’ve worked so hard to create.
Instead, consider giving everyone on the team a role in coaching and development. Obviously, it’s bad form to involve everyone in sensitive employee improvement issues, but there are other areas – like sales coaching – where it’s beneficial to empower employees to offer assistance to each other. For instance, you may not be available to help a struggling employee through a difficult sales call, but a teammate might.
Remember, coaching dynamic teams to the next level can be a rewarding challenge – for you, your staff and the company’s bottom line.