Vous êtes à la tête d’une équipe aux personnalités diverses. Comment pouvez-vous vous assurer que tout le monde travaille ensemble efficacement ?

It is necessary and most important that a leader communicates with his or her team on a regular basis in order to understand the members. Each member has unique strengths and area for improvement. It always helps a leader to know his team well. Most of the time, team members contribute a variety of skills that complement one another. Once the leader is aware of the team, he or she may align project expectations and assign roles appropriately. A smart leader knows which assignments are best handled by whom.

Spend some time understanding each person's strengths, how they like to work (do they prefer solo brainstorming or bouncing ideas off others?), and what motivates them. This will help you delegate tasks that everyone can shine in and feel excited about.

Work to understand the strengths of each member of your team. Learn to like them as individuals and build relationships as much as the time together allows. Align the individuals skills and responsibilities with the project requirements and let them work. Track progress and challenges and comment only if needed. Make sure every accomplishment is acknowledged.

Frequent meetings are crucial for understanding each team member. It's essential to come prepared for these meetings and engage in open-ended conversations. Clearly communicate individual and team goals and expectations. Maintain openness and provide continuous, honest feedback while also being receptive to feedback to adapt your leadership style. Take the time to understand each team member's perspective, encourage constructive dialogue, and ensure everyone has a chance to voice their opinions. This approach fosters trust and respect within the team.

Every member of your team matters just as much as, if not more than, your project plan and structure. Place people in roles where they can excel, and identify clear standards to hold them accountable to those positions. By doing so, you will end up not only with better products but also a company and team that substantially improves with each new project. Each member should be flexible and capable of contributing in many ways to help get the team closer to their primary goals. The development team needs to be able to self-organize so they can come up with decisions to get things done quickly.

You can have Iverson, Shaq, Kobe, Jordan and Curry as your starting 5 but it won't mean anything if the team doesn't know what the goal is and how everyone plays a part in reaching that goal. You gotta define a scope, establish communication, assign roles and give everyone space to do their thing

Establishing clear goals and expectations involves defining specific objectives, communicating roles and responsibilities, providing context, setting milestones and deadlines, and monitoring progress regularly to ensure alignment and accountability within

One of the most standard ways to establish clear goals and expectations for a team is to create team agreements. The team agreements can include everything from how the team is expected to behave in meetings, how to ask questions/raise roadblocks, what communication channels are acceptable to the team, what values will the team adhere to, what is the chain of escalation etc. The team agreements should be drafted with input from the entire team and should be revisited and updated periodically to ensure that they are still relevant.

Solid goals help the team understand what they are working towards and provide them with a sense of purpose and direction. Additionally, it's important to regularly review and adjust goals as needed, to ensure that they are still relevant and achievable. For leadership, setting and managing clear expectations means communicating what your team can expect from you, what level of support they'll have, and what their goals are. In agile ways of working, Setting expectations is an ongoing process, because both customer and employee situations are always fluctuating.

Clear goals and expectations can be set once we get the awareness and understanding of the team members so that it will be easier to align with the project expectations and alignment. Communicate the vision, mission principles and values of the organization to the team. Values are the belief, and are non-negotiable. Practice are the steps incorporated to achieve the values and are concrete activities. Principles are the activities that guide how practices will be and how to achieve the values.

Diversity adds flavour to the team.A team with diverse personalities means there is an opportunity within the team to learn from each other.The team needs to create a culture of openness and trust so that these diverse members can beautifully compliment each other and learn from each other .

In my experience trust and respect are the basis of any performing team. As Patrick Lencioni says in 5 Dysfunctions of a Team, there are 5 basic functions that a team has to have to be named a team: Trust -> Healthy conflict -> Commitment -> Accountability -> Attention to results. It also has to be built in this order, so to expect high performance, there needs to be all other 4 present. Trust is the basis. It's easy to lose trust, it's difficult to gain it back. My approach is to trust first and this culture spreads. It may be, that sometimes this trust is misused, but overall it's still worth it to trust rather than to miss the opportunity to have a high-performing team.

In my opinion diversity is utmost important to build cross-functional teams where each team member has a different skill set and together they work on a product that adds value to the customer. And values such as Courage, Focus commitment, openness, Respect makes them work together towards common goals.

Psychological safety can only be created through trust and absolute transparency and openness. Promoting this should be the central task of the Scrum Master. There are now a number of instruments and tools available online to measure psychological safety in teams.

Fostering a culture of trust and respect involves creating an environment where team members feel valued, supported, and empowered. It requires transparent communication, active listening, empathy, and mutual appreciation for diverse perspectives and contributions. Encouraging collaboration, recognizing achievements, and handling conflicts constructively also contribute to building and maintaining trust and respect within the team.

Frequent communication means keeping everyone in the loop. Teams execute more efficiently when everyone’s on the same page. First, team members avoid duplicating their efforts when knowledge is shared. Second, while each member has a specific role within the team, those roles are interrelated, so communicating frequently about one’s role speeds up the project. Be clear, be compelling and be responsive. To communicate more effectively, it means doing these three simple things really well.

If you’re working “agile” top quality communication is key. The whole delivery depends on the team pulling together, speaking up when problems are encountered and having a culture of safety. The initial culture comes from the top but ultimately the whole team are responsible for making sure Comms are on the money. Personally I’m a fan of daily standups. But they need to be run effectively. Short sharp updates, blockers picked up outside the session and generally holding each other accountable for the delivery. Tooling wise I’ve used most and am a personal fan of Slack. It does the job and is easy to bring clients into the ‘tent’ to make sure they’re communicating effectively too

This is a very important thing to do in the team. The team should be aware about all the good and bad in the project so that the team can also improve the bad things and be ready to himself as information discussed.🌌

Effective Communication is the key. In my experience : 1. A bi weekly or a monthly 1-1 catch-up with all the team members is very effective . This helps not only the leader but also the team members to stay connected and updated at a personal level . 2. Sending out a weekly summary of the achievements and also the upcoming milestones helps the team being motivated . 3. A chat over a coffee corner or a lunch meeting proves very effective sometimes .

In my experience always trust and respect is important and also at the goals and make sure to communicate with the people and make sure goals to be completed on time. If they need extra hand lot the best way to work with them.

Changing leadership style is actually very challenging for many and I often find changing the leader is the better outcome. Think American Football with offensive and defensive coaches. The same is true in business. The person who thrives when the world is burning and it needs decisive action isn’t necessarily the same person who gives the best version of themselves when a steady BAU state is achieved. I know for myself I much prefer chaos and early stage to mature stable state. Remember use your team and enable them to give the best version of themselves. This will keep the individual engaged and provide the best outcomes for the business

Each team member should be in proactive mode so that can be lead the solutions. Leadership also come if each member work as pro actively in the team.

If you want to acheive good results from your team you also need to spend good time in the planning as a team lead you need to plan your team challanges and clear goals to everyone so that Everyone have enough things and plans to do. After goal setting the next step is Monitoring and redirecting In this you are monitoring and reviewing its helps you to catch people when they are not moving to their goals what we set for them and guide them to achieve faster

With a diverse team, one needs to acknowledge differences in culture, opinion, and values. There needs to a safe scaffolding in which honest conversations can take place without judgement and bias.

The true strength of a team is found in its differences, not its similarities. Diversity brings a variety of perspectives, while inclusion ensures these diverse perspectives collaborate effectively. This approach underscores the idea that respect can prevail even amidst disagreement, fostering richer discussions, improved decision-making, and beneficial outcomes for all involved. Viewing diversity not as a hurdle but as an asset is the key. Recognizing and embracing our diverse strengths paves the way for finding innovative and efficient methods to work together harmoniously.

I have realised that being vulnerable and accepting mistakes doesn’t make a leader weak rather it makes the leader strong ! Accepting mistakes and striking back harder the next time in case of failures is the sign of a true leader !