What are the benefits and challenges of having a rotating team leader role in your team building activities?

Rotating team leaders to allow them to shine on their particular areas of expertise is a great motivator of the team members. Plus the team hears from a different voice than the normal leader. It sounds new and fresh -- it may be the same message they have heard before but all of a sudden is new cause it's coming from a PEER.

There is an argument to sharing leadership for growth. Another time is when one member’s strengths match the needs of that leadership outcome. However, in aviation there is research to show that intact teams of flight crews deliver better in emergency situations. So depending on the job function it might be better to leave the structure as is.

When it comes to Team building activities, having co-workers take turns organizing the events is a wonderful idea. That way, everyone has an opportunity to step up and show initiative! If the Team building activity is more on the “light side” such as bowling or going out to a baseball game, co-workers can certainly take the lead on that. However, if your activity involves deep discussions or has a leadership development component, it’s best to hire or work with a professional team building company. If you assign this task to someone who has never facilitated, they could feel discouraged or overwhelmed. Another tip… do your research. Make sure you hire a team building company that has reputable, trained facilitators.

A challenge of rotating team leaders is the potential for inconsistent leadership styles and decision-making processes. Each leader brings a unique approach and perspective, which can lead to confusion and lack of clarity within the team. Communication can become a challenge when team leaders are rotated. Effective communication is vital for any team to function smoothly, and when leadership roles change frequently, it has disrupt the flow of information. Maintaining accountability and a sense of responsibility can be challenging in a rotating team leadership structure. It has been challenging to establish clear ownership of tasks and ensure that everyone is held accountable for their responsibilities.

My experience has been that assigning parts of a meeting to a team member has been much more effective than assigning an entire meeting. It becomes more colloborative when team members work together on the meeting or event and less overwhelming with their regular duties. They feel empowered but not overwhelmed.

It was crucial to establish clear communication channels and expectations from the outset. Regular team meetings and open dialogue helped align everyone's understanding of leadership transitions and communicate information effectively. It is also essential to establish common team goals and values that transcend individual leadership styles, promoting unity and shared purpose. Additionally, creating a framework for task ownership and accountability, such as documenting roles and responsibilities, can help mitigate ambiguity and ensure that work is completed efficiently.

I often look to strengths based leadership to choose leaders. By assessing the roles and functions of the team ahead of intake. You can often have a more effective leader with this tool. The lynch pin is the assessment of the team function prior to choosing the leader - so you can match the strengths

Begin by defining the key leadership qualities and skills required for the team's success. These may include communication skills, decision-making abilities, problem-solving capabilities, and the ability to motivate and inspire others. Evaluate team members: Assess each team member's skills and strengths to identify those with leadership potential. Consider their past experiences, performance, and interpersonal skills. Look for individuals willing to take the initiative, collaborate effectively, and exhibit a positive attitude. It is essential to select team members who can handle the responsibilities and challenges of a leadership role.

As a coach, I support rotating leaders in several ways. Firstly, I provide guidance and mentorship to help them develop their leadership skills and navigate team challenges. I offer personalized coaching sessions to explore their strengths, areas for growth and strategies for effective leadership. Additionally, I facilitate team-building exercises and workshops to foster collaboration and enhance communication within the team. By providing ongoing support, feedback, and resources, I empower rotating leaders to excel in their roles, cultivate their leadership potential, and drive the team towards success.