{"id":2809,"date":"2017-07-05T09:17:43","date_gmt":"2017-07-05T07:17:43","guid":{"rendered":"https:\/\/teamdeck.io\/?p=2809"},"modified":"2022-07-12T11:56:19","modified_gmt":"2022-07-12T09:56:19","slug":"putting-team-unexpected-recipe-teams-success","status":"publish","type":"post","link":"https:\/\/teamdeck.io\/sv\/ledarskap\/satta-team-ovantat-recept-team-framgang\/","title":{"rendered":"Att s\u00e4tta THEM i TEAM. Ett ov\u00e4ntat recept f\u00f6r att ditt team ska lyckas"},"content":{"rendered":"
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Hej Team Leader,\u00a0<\/strong>Dynamiken inom ditt team \u00e4r perfekt. Ni gillar att arbeta tillsammans, ni umg\u00e5s (g\u00e4rna) efter jobbet och ni \u00e4r fast beslutna att bygga upp fantastiska saker. Men det \u00e4r ni inte.<\/p>\n

Det g\u00f6r du inte, f\u00f6r \u00e4ven om allt verkar vara bra internt kan du sakna en viktig ingrediens:\u00a0det finns ingen THEM i ditt TEAM, och det kan s\u00e4nka dina projekt.<\/strong>\u00a0Vilka \u00e4r DEM? Vi pratar om kunder, h\u00f6gre chefer och alla externa parter som \u00e4r en del av det projekt som ditt team f\u00f6r n\u00e4rvarande arbetar med.<\/p>\n

(Om s\u00e5 inte \u00e4r fallet och ditt team f\u00f6rst\u00e5r vikten av att behandla de externa parterna som om de vore en del av k\u00e4rnteamet - ber\u00f6m till dig, teamledare. Jag h\u00e4lsar dig och uppmuntrar dig att l\u00e4mna dina r\u00e5d i kommentarsf\u00e4ltet).<\/p>\n

Jag har lett team i \u00f6ver 8 \u00e5r - som chefsutvecklare, produkt\u00e4gare och VD. Jag har ocks\u00e5 letts av m\u00e5nga producenter och projektledare. En sak som jag har m\u00e4rkt? G<\/strong>En bra ledare bryr sig om b\u00e5de insidan och utsidan av teamet.<\/strong><\/span><\/p>\n

Undvik \"vi mot dem\"-f\u00e4llan<\/h1>\n

Vi-mot-dem-attityden var en normal sak n\u00e4r vi v\u00e4xte upp.<\/p>\n

Vi har alla gjort det<\/strong>Det kunde handla om att g\u00f6mma serietidningar under b\u00e4nken p\u00e5 lektionerna eller att fnissa n\u00e4r en f\u00f6r\u00e4lder inte var med p\u00e5 ett sk\u00e4mt. De vuxna hade fortfarande makten, men lite bus fick oss att k\u00e4nna oss h\u00e4rligt rebelliska.<\/p>\n

Den h\u00e4r typen av beteende \u00f6vers\u00e4tts ofta till arbetsdynamik. Har du aldrig sett helt vuxna m\u00e4nniskor som \u00e4r glada \u00f6ver att inte f\u00e5 en bugg avsl\u00f6jad under en kunddemo? Jag f\u00f6rst\u00e5r att det \u00e4r en kortsiktig bel\u00f6ning (som i \"puh, vi undvek den negativa feedbacken\"), men p\u00e5 l\u00e5ng sikt p\u00e5verkar det transparensen, produktiviteten och lagandan negativt. N\u00e4r frustrationen s\u00e4tter in f\u00f6rsvinner den busiga sp\u00e4nningen. Och, hej, den\u00a0Projekt verkar inte bli klara snabbare n\u00e4r du inte trivs med kunderna.<\/strong><\/p>\n

Skulle du kunna se mig i \u00f6gonen och s\u00e4ga att du aldrig har sett oss-mot-dem-dynamiken p\u00e5 jobbet? Oavsett om det \u00e4r kunden eller ledningen som m\u00e4nniskor trotsar, \u00e4r det en relation som p\u00e5g\u00e5r i m\u00e5nga f\u00f6retag. Oroa dig inte, det finns flera saker du kan g\u00f6ra f\u00f6r att reparera st\u00e4ngslen och fr\u00e4mja ett \"theam\"-koncept (jag vet, eller hur?).<\/p>\n

Sn\u00e4lla, ljug inte f\u00f6r dina kunder<\/h1>\n

Det \u00e4r den enkla delen, \u00e5tminstone i teorin. Tricket \u00e4r att f\u00e5 ditt team att tro p\u00e5 (och uppskatta) att kunden \u00e4r en del av gruppen.<\/p>\n

1. Fokusera p\u00e5 varf\u00f6r, inte p\u00e5 vad.<\/h2>\n

M\u00e4nniskor fattar beslut baserat p\u00e5 den information de f\u00e5r, helt enkelt. Ett av dessa beslut (medvetet eller omedvetet) \u00e4r om man ska vara helt dedikerad till det projekt man f\u00f6r n\u00e4rvarande arbetar med. N\u00e4r du introducerar nya projekt eller nya funktioner ska du komma ih\u00e5g att f\u00f6rst och fr\u00e4mst beskriva anledningen till \u00e5tg\u00e4rden. En s\u00e5dan process \u00f6kar inte bara engagemanget utan uppmuntrar ocks\u00e5 till kritiskt t\u00e4nkande; du kanske kan optimera projektet och komma p\u00e5 en b\u00e4ttre l\u00f6sning n\u00e4r alla i teamet \u00e4r fokuserade p\u00e5 samma m\u00e5l.\u00a0Fr\u00e4mja \u00e4garskap framf\u00f6r ansvar.<\/strong><\/span><\/p>\n

2. Ta ansvar f\u00f6r processen.<\/h2>\n

Min erfarenhet \u00e4r att det som ofta leder till konflikter mellan teamet och kunden \u00e4r ett process\u00f6vertagande. Det s\u00e4ger sig sj\u00e4lvt att en v\u00e4l genomt\u00e4nkt och optimerad process bidrar till att projektet l\u00f6per smidigt. Men det fungerar bara om alla k\u00e4nner till processen (och logiken bakom den) - och det g\u00e4ller \u00e4ven kunden. Mitt r\u00e5d \u00e4r att inleda varje projekt med kunden och ge en tydlig \u00f6versikt \u00f6ver:
\n- vilka som \u00e4r med i teamet (det \u00e4r ett utm\u00e4rkt tillf\u00e4lle f\u00f6r alla att s\u00e4tta namn p\u00e5 ansikten och skapa en mer meningsfull relation),
\n- Vad \u00e4r den dagliga\/veckovisa processen - ett m\u00f6tesschema, n\u00e4r (och hur) uppdateringarna kommer att presenteras,<\/p>\n

- verktyg som kommer att anv\u00e4ndas f\u00f6r kommunikation, projektledning eller resurshantering (alla kommer inte att vara tillg\u00e4ngliga f\u00f6r kunden, men jag anser att det beh\u00f6vs en transparent \u00f6versikt).<\/p>\n

3. Inr\u00e4tta ett f\u00f6rfarande f\u00f6r \u00e5terkoppling.<\/h2>\n

Feedback \u00e4r viktigt f\u00f6r projektets utveckling och om du f\u00f6ljer Agile-principerna \u00e4r det s\u00e4kert en del av din process. Vissa kunder och chefer gillar att ge en \"l\u00f6pande kommentar\" som, \u00e4ven om den \u00e4r v\u00e4lmenande, tenderar att vara f\u00f6rvirrande och till och med nedsl\u00e5ende. Det betyder inte att du ska undvika feedback! G\u00f6r det ist\u00e4llet,\u00a0se till att alla ber\u00f6rda parter vet n\u00e4r deras feedback f\u00f6rv\u00e4ntas och uppskattas.<\/strong><\/p>\n

P\u00e5 tal om feedback,\u00a0l\u00e5t ditt team veta hur det g\u00e5r f\u00f6r dem.<\/strong>\u00a0Studier visar att m\u00e4nniskor presterar b\u00e4ttre n\u00e4r de f\u00f6rv\u00e4ntar sig snabb \u00e5terkoppling. Jag har nyligen deltagit i\u00a0v\u00e4rldens st\u00f6rsta hackathon<\/a>\u00a0och tillsammans med mitt team utvecklade vi\u00a0en experimentell app f\u00f6r 360 feedback<\/a>. Det visade sig att vi kom fram till\u00a0toppen av t\u00e4vlingen<\/a>och slog 1,2 tusen andra id\u00e9er. Jag tar det som ett tecken p\u00e5 att kollegial utv\u00e4rdering \u00e4r en v\u00e4lbeh\u00f6vlig process i f\u00f6retagen.<\/p>\n

4. G\u00f6r cheferna till en del av ditt teams framg\u00e5ng.<\/h2>\n

Ju st\u00f6rre f\u00f6retaget \u00e4r, desto sv\u00e5rare verkar det vara att bli uppm\u00e4rksammad av ledningen. Situationen blir \u00e4nnu v\u00e4rre n\u00e4r allt ditt team h\u00f6r fr\u00e5n cheferna \u00e4r antingen klagom\u00e5l om att n\u00e5got gick fel eller ett enstaka ber\u00f6m i slutet av projektet. Du som teamledare kan \u00e4ndra p\u00e5 detta genom att:<\/p>\n

- regelbundna uppdateringar. Jag pratar inte om veckorapporter och tidrapporter - hur datasp\u00e4ckade de \u00e4n kan vara, s\u00e5 \u00e4r de ocks\u00e5 extremt opersonliga och sv\u00e5ra att l\u00e4sa med en snabb blick. Eftersom jag sj\u00e4lv \u00e4r chef kan jag s\u00e4ga att man kommer l\u00e5ngt med visuella element. Berika dina uppdateringar med meningsfulla diagram och skicka kortfattade memon som beskriver de senaste h\u00e4ndelserna,<\/p>\n

- L\u00e4gga lite personlighet till ditt teams insats. N\u00e4mn lagandan n\u00e4r du rapporterar till din chef. Om ditt team har ett smeknamn, en logotyp eller ovanliga ritualer, se till att andra p\u00e5 f\u00f6retaget k\u00e4nner till det. De element som du har anv\u00e4nt f\u00f6r att bygga upp en bra teamkultur b\u00f6r vara synliga f\u00f6r andra anst\u00e4llda, s\u00e4rskilt cheferna. Det hj\u00e4lper inte bara till att sprida de goda rutinerna utan kan ocks\u00e5 st\u00e4rka teamets k\u00e4nsla av att ha \u00e5stadkommit n\u00e5got.<\/p>\n

- be om feedback, inte bara v\u00e4nta p\u00e5 den. Schemalagda avst\u00e4mningsm\u00f6ten \u00e4r viktiga, men du ska inte vara r\u00e4dd f\u00f6r att be om r\u00e5d och feedback. Visserligen \u00e4r dina chefer upptagna m\u00e4nniskor, men du b\u00f6r kunna r\u00e4kna med att f\u00e5 lite v\u00e4gledning.<\/p>\n

5. Och, \u00e5terigen,\u00a0Sn\u00e4lla, ljug inte f\u00f6r folk!\u00a0<\/strong><\/h2>\n

Om n\u00e5got g\u00e5r fel \u00e4r det upp till dig att f\u00f6rmedla nyheten till ditt team eller din kund. Det \u00e4r frestande att undanh\u00e5lla information fr\u00e5n andra, s\u00e4rskilt n\u00e4r krisen snabbt kunde l\u00f6sas, men \u00f6ppenhet gentemot ditt team och dina kunder g\u00f6r att alla k\u00e4nner att de arbetar mot samma m\u00e5l.<\/p>\n

Detta \u00e4r dock vad du inte b\u00f6r g\u00f6ra<\/h1>\n

Jag tror verkligen att vi-mot-dem-attityden mellan ditt team och kunden\/ledningen kan skada dig p\u00e5 ett stort s\u00e4tt. I slut\u00e4ndan \u00e4r det dock du som \u00e4r teamledare, s\u00e5 du m\u00e5ste st\u00f6dja dina medarbetare. Det h\u00e4nder ofta att fientligheten mellan ditt team och externa parter beror p\u00e5 saker som irrationell kritik, \u00f6verdrivna krav eller allm\u00e4nt oprofessionellt beteende.<\/p>\n

A\u00a0en sund teamkultur inneb\u00e4r att m\u00e4nniskor inte ska vara r\u00e4dda f\u00f6r att utmana status quo n\u00e4r n\u00e5got inte fungerar<\/strong>- odla den inst\u00e4llningen och var inte r\u00e4dd f\u00f6r att utmana ledningen eller kunderna n\u00e4r du tycker att det \u00e4r rimligt.<\/p>\n

TEAM + THEM = THEAM (och k\u00e4rlek, framg\u00e5ng och lycka)<\/h1>\n

Tillsammans med mitt team har vi nyligen lanserat v\u00e5r f\u00f6rsta egna produkt - den programvara f\u00f6r resurshantering<\/a> - och att vara i rollen som \"kund\" fick mig att inse vikten av denna regel \u00e4nnu mer. Att vi var \u00f6ppna med varandra och fokuserade p\u00e5 samma m\u00e5l gjorde oss snabba, effektiva och genuint n\u00f6jda med vad vi \u00e5stadkommit.<\/strong><\/p>\n

Hoppas att du kommer att kunna \u00f6vers\u00e4tta anti-vi-mot-dem-strategierna till ditt teams relationer med kunder och h\u00f6gre ledning. Hitta en plats f\u00f6r dem i ditt team. Tekniskt sett kommer du att skapa en \"theam\" d\u00e5, men se det som en uppgradering fr\u00e5n standardversionen.\u00a0Lycka till!<\/strong><\/p>\n\n\t\t<\/div>\n\t<\/div>\n<\/div><\/div><\/div><\/div>

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Planera och hantera ditt teams arbete p\u00e5 ett enkelt s\u00e4tt - prova programvara f\u00f6r resurshantering<\/a> utvald av Hill-Knowlton och Stormind Games<\/h2>\n\n\t\t<\/div>\n\t<\/div>\nF\u00e5 en 30-dagars GRATIS provperiod<\/a>
<\/span><\/div>\n<\/div><\/div><\/div><\/div>","protected":false},"excerpt":{"rendered":"L\u00e4gger du in DEM i ditt TEAM? H\u00e4r \u00e4r min syn p\u00e5 varf\u00f6r det \u00e4r viktigt att ta h\u00e4nsyn till de externa personerna n\u00e4r man arbetar med ett projekt.","protected":false},"author":4,"featured_media":8708,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[23],"tags":[35,28],"class_list":["post-2809","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-leadership","tag-pm-tips","tag-project-manager"],"yoast_head":"\nPutting THEM in TEAM. An unexpected recipe for your team\u2019s success<\/title>\n<meta name=\"description\" content=\"Do you put THEM in your TEAM? 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