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5 Elements of a Resilient Team Culture

Team resilience means a group culture of responding innovatively to business change and disruption. Know the 5 elements it takes to achieve that.

Communicate in a two-way dialogue

Your everyday road typically works two ways. Communication does, as well. Managers can demonstrate that they appreciate the value of real communication by having channels to allow for ideas to flow in multiple directions across the organization. One such tool with which you can communicate is MultiCall, an app dedicated to let you call many as easily as calling one.

In the process, superior and subordinate work to build a genuinely conversational culture within a company, creating resilience in the process. Meeting regularly over a MultiCall, be it for a weekly review or the start of a project can help with this. The Call Monitoring System allows you to maintain check-ins with the entire team, and they can report on progress, plans, and challenges together with you.

Related: Using MultiCall – Everything You Need To Know

 

Believe in effectively completing tasks together

It’s one that that each individual has a level of confidence in their ability to be successful. But it can be completely another where an entire team collectively believe that they can effectively complete tasks. A collective belief in completion can create a far greater synergy in getting tasks clearly allocated and done.

But at the same time, these kinds of teams also manage their confidence. Too much, and they become complacent and don’t look for signs of issues or challenges is ahead. Excess diffidence, and they may not take important and necessary risks to push ahead.

Related: 9 Tips to Better Task Allocation

Share a common teamwork model

Working as a team means that all team members need to be in sync regarding each person’s roles, responsibilities, and interactions in case of any unforeseen circumstances. To any intent and purpose, this is a mental model of teamwork. It helps members coordinate effectively, predict behaviors, and make decisions collectively on the go. In order to be an effective model, two elements will be required:

Being accurate: Everyone doing the right thing at the right time

Being shared: All agreeing on what they are supposed to be doing

Only one or the other is not good enough. It’s possible that team members might agree on what actions to take, but even so end up take the wrong set of actions. It’s also possible that team members might know the right course of actions but disagreements cause delays in their responses.

Be able to improvise

Things don’t always go according to plan. We know this personally. Why would it be any different professionally? Teams need to be ready to improvise and develop new ideas or ways of handling adversity.

Improvising comes down to adapting quickly to changing circumstances. Doing so effectively requires teams to access knowledge from past experiences and creatively innovating with it to develop new ideas when facing challenges.

Familiar with one another’s knowledge, skills, and abilities creates a resilient team culture, letting them draw upon the right expertise at just the right time.

Trust one another and feel safe

Doesn’t your trust in someone break when you feel that they do not treat you fairly? The same would happen in the case of a team as well. It is essential to treat everyone the same way, but more so to explain why when this isn’t possible.

To put into context, someone may have care for a sick family member, others may have kids demanding their attention. Establishing norms are crucial, and having one that encourages conflict to be communicated directly to those involved.

Team resilience is augmented when members share the belief that they can safely take interpersonal risks in their team. Known as team psychological safety, this consists of ideas such as offering unusual or creative ideas without fear of being criticized or belittled by fellow team members. This feeling of safety lets your team transparently voice ideas and opinions. This will also leads to a greater variety of perspectives and ideas being discussed on the table.

Resilient teams are just as significant as resilient individuals in a business context. Individual resilience can be nurtured independently, but team resiliency can only be cultivated by leadership.  Leadership isn’t just position; it is action; it is a strategy. And both are built on trust, and an eye for the vision.  Ensuring that your team members fare well and recognizing them for their work in the aspects previously mentioned are key to this resilience, which is essential in having a business thrive even at a time like this.

 

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