Being in Self-Managed Teams
We prepare people to perform well in self-managed teams by developing their:
For each team member to be able to contribute to the wider team effort, they each need to be aware of, and manage, their own psychological preferences in terms of the how they communicate, make decisions, deal with conflict, defend themselves etc. We enable team members to develop this awareness through three stages: self-awareness, reflective awareness and mindfulness.
Being aware of, and managing, self is the first half of interpersonal sensitivity. The second half is to be aware of other people. This awareness takes the form of being aware of how your behaviour impacts on other people and how their behaviour is impacting on you. This is often called ‘Emotional Intelligence’. When we work with self-managed teams we seek to develop the emotional intelligence of the team members and make visible the key interpersonal dynamics that will exist in the team.
Within self-managed team leadership is distributed and emergent. Self-managed teams enable the best person to lead in the situation has the space to come forward and take the lead. Everyone in the team is simultaneously a leader and a follower. On our leadership development programmes we enable people to find their own leadership whilst giving space for other people to lead.
Self-manged teams required management processes that have been created and agreed by the team members. These include decision making, dealing with conflict, performance management, etc. Once team members have developed the capability to perform well in a self-managed team, we facilitate them to create these processes. In ecosystem organisations we encourage the team members to take inspiration and learning from the processes in natural ecosystems.
Contact us to chat with one of our consultants about building teams in your organisation.