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Leading a team involves more than just managing tasks; it's about fostering a collaborative environment where everyone feels valued and heard. Your first team meeting sets the tone for this journey, making it crucial to strike a balance between professionalism and authenticity. Here's a comprehensive guide to structuring an impactful first team meeting:
Before diving into the nitty-gritty of work-related discussions, take a moment to introduce yourself on a personal level. Share what makes you tick, and what you enjoy doing, and don't be afraid to sprinkle in a little humor.
For instance, you might say, "I have this WALL-E Lego figure on my desk. It reminds me of the beauty of good stories and the incredible creativity that places like PIXAR can unlock." This not only humanizes you but also opens the door for your team to share their passions.
Transparently communicate what your team can and should expect from you. Specify areas where they should hold you accountable and where you might need some leeway initially.
You might say, "Hold me accountable for actively listening to your concerns. Please be patient with my ability to make quick decisions early on, as I will lack important context to make good decisions."
The relationship with your team must be based on trust that goes both ways. If you want to successfully hold them accountable you must also give them the power to hold you accountable for your work.
Before suggesting changes, inquire about existing rituals that have worked well for the team. Consider incorporating successful practices into your leadership approach to maintain continuity and respect established routines.
Your management style must be flexible and rituals that worked great for one team in the past might be counter-productive in your current team. Adjust your rituals to the current context.
Rituals are there to sustain good practices and should work like the heartbeat of your team. They function as useful checkpoints to check and adjust alignment.
Propose rituals that may be missing but can contribute to a cohesive team dynamic. Ideas include regular one-on-ones every 1-2 weeks, weekly team meetings, regular retrospectives about the processes in place, and career development meetings.
If rituals are your team's heartbeat, then habits are the immune system. They are conventions and behaviors that the team lives throughout the workday. They are guidelines more than rules and become part of the company and team culture. They guide their small interactions and decisions.
Ask the team about their current habits and acknowledge the importance of their existence. (Make sure you are actively searching for habits moving forward. Often habits will be unspoken yet implied learned behaviours.)
Suggest some habits you found useful and explain their value. Some examples here may include:
Outline your initial 2-week plan during the meeting. Explain your strategy for onboarding, team interactions, and any specific goals you aim to achieve during this period. This not only sets clear expectations but also invites feedback.
Encourage team members to provide insights on aspects you might have missed in your plan. This collaborative approach shows your willingness to adapt and learn from their expertise. You will have a much easier time providing feedback to your team, if you first request and open yourself up for feedback.
Examples: Allocate time in the first week for brief individual meetings, aiming to learn about each team member's role and contributions; Ask for suggestions on specific internal knowledge areas that would expedite your onboarding process.
Open the floor for team members to express any pressing concerns that require immediate attention. Emphasize your commitment to actively addressing these concerns promptly.
Inquire, "Is there anything you believe I should know and act on right now?" and follow through promptly on any identified issues.
Very important: Should you get a response to this question, then this should promptly become your number one priority. You do not have to solve the issue immediately if it is not solvable. However, you must address it, understand it, and suggest a plan to deal with it.
A successful first team meeting blends authenticity with strategic planning. By creating an environment where team members feel heard, understood, and valued, you set the stage for a collaborative and successful journey ahead.
This is an important opportunity to establish the right relationship with your team. Purposefully open yourself up to feedback, and to being held accountable. Never ask your direct reports to do something you are not willing to do yourself.
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