Leading with Team Onboard

 Supervisor's Dilemma - How to Sail Through with Team onboard.

Study of Management as a faculty commences with the Concept of Scientific Management - published by Mr F W Taylor in 1911. Briefly speaking, the concept involve, rigorous analysis of input, output and cost. Taylor, demonstrated the efficacy of his ideas at Bethlehem Steel Company, by enhancing worker's productivity from 12 tons to 48 tones per person per day. 

Bedrock of such stupendous enhancement was four stage process:

a) Selection of Men

b) Finding out the best possible method of doing the job,

c) designing appropriate tools

d) training and motivating the personnel

Stopwatch was the key measuring equipment for process reengineering. Despite the success of the program, the workers developed antipathy towards , stopwatch. Anybody with stopwatch on the shopfloor, was considered to be most hated person. Ultimately, Mr Taylor lost his job. American Govt was forced to appoint two commissions to investigate the ill effects of "Taylorism". Use of Stop watch was banned in defense factories.

Despite tragic result, the concept gathered momentum and with further refurbishment in different Avatars, it is still valid today. It is one of the cult concepts.

Cut to 2021....

110 years have passed. Teams are no more the steel workers of last Century. Major menial and repetitive jobs are being taken over by robotics. Workforce consists of higher percentage of knowledge professionals. Measurement of Work and Process Optimisation is being undertaken with Artificial Intelligence on the job. Still the moot question remains - How to motivate the teams for super performance - how much to supervise- or not to supervise..

Come what may, emotions play important role in performance of team. Teams exhibit superlative performance, once the goals set in such a way, that, the team members relate with the goal with their emotional self. Teams that, consider the goal adding to the self worth of members move to achieve the targets in unison.

Few thoughts -

1. Involve the team in ideating - What is to come formally, should be placed on the coffee table discussions. The concepts, discussed threadbare with the team mates by supervisor at informal setting does not load any one with taking the position - "for "or "against".  Nobody appreciates targets thrown from the roof.  Civilian teams do not behave in regimented pattern, where word from the Boss is the cardinal truth that can not be challenged. Contra views often add to the quality of decisions. Contra views however are not expressed in Formal Meetings- thereby ideating with team is utmost important. 

2. Mentor the thought process- Thought process modulation of the team is very important. Monitor the stray incidents. Keep the herd together with timely intervention. Thought leaders of sub teams should be identified. Leaders and followers plotted. Group Dynamics visualisation in the mind of the Boss helps in setting the  tiny markers of corrective measures for teams to adhere to performance goals..

3. Provide Space for Creativity- High performers require space for creativity. Leader has to see, how much is to be permitted- whether the creative suggestions will change the set course of progress. Balance between creativity and mundane monitoring of the intermediate goals is important.  More so when the team members are stationed in different locations, setting the course of progress is the challenge.

5. Eye for the excellence -  Work culture should promote Excellence. Mediocre performances are generally weeded out by counselling.  What you reward, is that, is reinforced. Team members understand the intents and mend the ways. Principle of Reward  with Reason helps to nurture the work culture of equity in the team.

6. Raise the bar - Performance Bar should be raised incrementally.  Challenges are stimulating. Adrenaline flow in the striving for goal and onwards dopamine flow post achievement of a tough task - there is nothing more cool in the human experience.  So, Boss should Challenge the Capabilities- not often but yes sometimes as a planned intervention. 

7. Nothing is granted - Ultimately, the team members should keep in mind, as nothing is to taken for granted. Dissent is accepted in discussions, once the decision is firmed up,  all have to follow the set path.

8. Big Boys work Hard and Party Hard - Post accomplishment of Major  Targets to Match with Major Events- which team members cherish.

I may be reached on my mail - manojwcl@gmail.com. Appreciate comments.