How To Grow A Self Managing Team

Growing a Self-Managing Team requires a unique set of skills not normally possessed by conventional team leaders. So what does it take to grow a Self-Managing Team?

Self-Managing Teams require considerable expertise from their leaders.

Six areas of capability are required:

• Belief and Commitment
• Continuous Improvement
• Team Empowerment
• Commercial Awareness
• Team Motivation
• Growth and Development

I shall examine each in turn below.

Beliefs and Commitment

Those that grow self-managing teams are almost ‘evangelical’ in their beliefs of the benefits of self-managing teams and their commitment to these beliefs. Why? The reason is that they have worked with the conventional ‘hands-on’ style of management and seen that it simply does not produce the best results. They have seen the blockages that this style of management creates for the organisation amongst which are:

– Managers operating too much in the day to day detail as ‘super technicians’.

– Insecure managers who won’t let go of control over everything their teams do.

– Managers failing to grow themselves into bigger thinkers who can make a difference to the business.

– Managers failing to engage all the talents of the organisation’s people to continuously improve results.

– Managers failing to grow their people to realise their potential and thus achieve the organisation’s potential.

– Managers standing in the way of change.

Realising the risks of conventional approaches to the management of people those that grow self-managed teams have become convinced that there must be a better way.

A way in which:

– The full potential of team members is released.

– Freedom to act replaces frustration with management control.

– Teams are equipped to make decisions and solve problems at their level to be more accountable, and visible for the achievement of results (with resultant increase in their job satisfaction and personal motivation).
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– Personal growth and development is an everyday reality.

– Insecure managers obsessed with transactional leadership are replaced with transformational managers committed to step change.

– Managers are forced to grow out of their jobs to take on more responsibility giving room for others to move up.

Because of the difference they see in this way of working they will never go back. The personal rewards and the rewards of seeing others grow are too great. That is why their beliefs and commitment to self-managing teams is so strong.