Team development

Team development in management teams

From Sabine Walter,, Head of netzwerk managementberatung | coaching

The way in which a management team works together determines whether and how trusting the cooperation at other hierarchical levels will be. In my work with various clients, I have got to know both real management teams and groups consisting only of alphas. The difference in terms of effectiveness, quality and speed of work is huge.

I therefore look at four questions in this article:

• Why is trusting cooperation in management teams fundamental to the success of a company?
• How can this trusting cooperation be established?
• How can we support you in this team development process?
• What do your employees, you as a management team and the company gain from team development?

Let's get to the why.

REASONS FOR TEAM DEVELOPMENT IN MANAGEMENT TEAMS

Why is trusting cooperation in management teams fundamental to the success of a company?

Trust is an economic factor, says Stephen M.R. Covey in his book "Speed through Trust". What is the point of his statement?

When people trust each other, they assume that what they say and do is done with integrity, i.e. for the good of the other person or the community.

What does this mean for management teams?

If the various managers trust each other, they assume that all suggestions and ideas, all decisions and measures serve the common goal and progress. In turn, the discussion is then exclusively factual in terms of finding the best possible solution for everyone. Information that serves to find a solution is shared openly. Questions, critical aspects or possible obstacles are addressed openly and with confidence in a solution. The decision to implement the solution is usually made more quickly and the resulting solution is of better quality.

Team DEVELOPMENT Procedure

How can this trusting cooperation be established?

Team development consists of three central elements.

Why are these three elements important in team development?

Covey also explains this in his trust model. The core of trusting behaviour on the various levels of our daily lives is the self-confidence of every person, or more precisely, the basic trust with which they come into this world. If this trust is weak, people find it difficult to trust other people. The urge for control and micro-management is pronounced.

Let's apply this to a management team.

If there are managers in this team who have a low level of self-confidence, these managers will find it difficult to trust the other members of the team. Distrust of suggestions, ideas, decisions and measures is always a visible or invisible part of the discussion.

How can we support you in this team development process?

What do your employees, you as a management team and the company gain from this team development?

Three levels benefit from the development of a group of managers into a management team that trusts each other and pulls in the same direction:

• every manager
• the employees
• the company

What exactly does this benefit look like?

Benefits for every manager

Increased self-confidence makes it possible to show yourself in all your facets and to contribute authentically to the joint work. This authenticity leads to more credibility and therefore more trust from those around you, i.e. your direct colleagues and employees.

Increased self-confidence also enables managers to hand over responsibility more easily, e.g. through targeted delegation. This transfer of responsibility opens up spaces for employees to develop. It also takes the pressure off the manager.

The higher the level of self-confidence, the more courageous a person will be to make decisions even when there are still uncertainties. It is easier to break new ground and be open to change. This opens up spaces for solutions that were not there before. The speed of realisation and productivity increase. Individual effectiveness increases.

Another benefit lies in the increased ability to deal with conflict. The more self-confidence a person has, the more likely they are to be able to address and resolve unpleasant situations or conflicts with confidence. This in turn has a positive effect on trusting relationships and personal well-being.

Benefits for employees

Changes in management behaviour lead to changes in employee behaviour. This opens up various opportunities:

Employees' self-confidence increases as they feel the trust that managers place in them. This encourages employees to leave their comfort zone more quickly and more often. This enables development, the willingness to change increases and the fear of new things decreases. The willingness to take on responsibility increases.

The increased self-confidence of employees is also reflected in more open and honest communication. Mistakes are seen as opportunities to learn; they are not covered up and can therefore be rectified more quickly. Critical discussions are also more successful. Openness to feedback increases.

The team climate improves. The well-being of individuals increases. This in turn implies a higher level of commitment, absenteeism decreases and employee loyalty increases.

The bottom line is that the performance of employees and teams increases.

Benefit for the company

Cooperation improves as a result of more trusting work at employee and management team level. Silo thinking decreases. Cross-team dialogue increases. This makes innovation possible.

Processes are considered holistically and therefore have the opportunity to become leaner and more efficient. Quality improves, errors decrease. The performance and competitiveness of the entire company increases.

Of course, these are not all the potential benefits. But I think you will get an idea of what is possible with a management team that works with confidence.

Conclusion: Team development IN LEADERSHIP TEAMS

Team development in management teams pays off

Trusting management teams have a direct influence on the competitiveness and profitability of companies. Team development in management teams is an investment that pays off.

If you would like us to moderate your team development process, please contact us.