Tips for Open Communication to Achieve Team Alignment

When a misaligned project team succeeds, it’s an accident. Without alignment — that is, a shared understanding and commitment — team members work at cross-purposes and doom projects to failure. Unfortunately, it’s an easy trap to fall into. When project managers simply assume their team is aligned, or when they accept head-nodding and verbal confirmations as proxies for actual alignment, the risk of failure increases dramatically. When I served as a manufacturing plant manager, I put a project team together to figure out how to increase throughput on a production line. Not long after, throughput had increased by nearly 9%, but yield had decreased by nearly 4%, increasing our costs and canceling out all the gains. The words “I thought that’s what you wanted” still ring in my ears. The fact that the team had decreased overall performance was my fault. I didn’t clarify objectives to ensure a thorough understanding of acceptable trade-offs. I learned that ambiguity was always my fault and could quickly compound into further misalignment. In a world in which projects have become more emergent, project managers need to ensure alignment — not wait for a lagging indicator to reveal that the team doesn’t actually have a shared commitment and understanding. Here are five questions every project manager should periodically ask their teams to create and maintain alignment: 1. What is your understanding of the project? When you achieve shared understanding, or cognitive alignment, you reduce the unit costs of making decisions, accelerate execution, and remove unforced human error. 2. What concerns do you have? To keep the team aligned, you need to pay close attention to every form of data. Never assume that concerns will find you. Go find them. 3. How do you see your role? When team members don’t have a clear understanding of how their role contributes to the project, they get off track or disengage. Don’t assume role clarity — verify it. 4. What do you need? This question requires the individual to think through the personal, tactical, cultural, and strategic implications of any change in project requirements. 5. How would you describe your current commitment to the project? This last question gives the individual an opportunity to share their commitment as a snapshot in time, including caveats, contingencies, dependencies, concerns, and limitations.

If your environment is draining your energy, then you need to read this. Changing our environment can be challenging in many situations, like work or relationships. At work and in relationships we cannot change the people in our environment even if we want to. What if I told you that as a leader or executive, you still have the power to change your environment, and your perception and experience of it by simply changing your words and thoughts? Your words, thoughts and actions carry immense weight in shaping the environment and driving positive change. Effective communication is a potent tool to inspire and mobilize your team towards environmental sustainability. Here's few tools that you can use in communication that can help improve the environment in which you work. 🌿1. Express gratitude frequently. 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Instead of a generic "Good job," say, "Thank you for your hard work on the project, especially with the tight deadline. Your efforts made a big difference." 🌿2. Encourage open dialogue. 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Replace "We need to improve this" with "How do you think we can improve this?" This invites input and fosters a collaborative atmosphere. 🌿3. Provide constructive feedback. 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Instead of saying, "You made a mistake," try, "Here's an area we can improve. Let's review it together to see how we can avoid this in the future." 🌿4. Show empathy and support. 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Instead of "You need to finish this by tomorrow,” try, "I understand this is a tight deadline. Let's see what support you need to complete this by tomorrow." 🌿5. Acknowledge efforts publicly. 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Instead of only giving feedback privately, share successes in team meetings, e.g., "I want to highlight the excellent work Sarah did on the client presentation. Her insights were invaluable." 🌿6. Promote a growth mindset. 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Replace "You're either good at this or not" with "Skills can be developed with effort. How can we help you grow in this area?" 🌿7. Use positive reinforcement. 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Instead of "Don't do it like that," try ", I appreciate your effort, and here's another way we can approach this for better results." 🌿8. Promote accountability with encouragement. 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Instead of "This failed because of you," say, "This didn't go as planned. Let's analyze what happened and how we can improve next time." 🌿9. Highlight team efforts. 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Instead of "I completed the project," use "Our team completed the project, and everyone's contributions were crucial." 🌿10. Use inclusive language. 𝐄𝐱𝐚𝐦𝐩𝐥𝐞: Instead of saying "Hey guys," switch to "Hello everyone" or "Hi team." This small change ensures that all employees feel included and respected. By making these shifts leaders can foster inclusive, dynamic workplaces through improved communication, collaboration, innovation, and mutual respect. ➡︎Which point did you like the most? ➡︎Can you suggest any other points? #juliecore #success

The silent killer of your team efficiency: Closed communication. Closed communication loops can stifle innovation, breed resentment, and hinder progress. A 5-step plan to break out of closed communication loops: 1. Establish 'No Interruption' Zones • Set dedicated times for open discussion where all team members can share their thoughts without fear of interruption • Create a safe space by establishing ground rules, such as no judging, no interrupting, and respecting all perspectives • Encourage participation from everyone, especially quieter team members who may hesitate to speak up in typical meetings 2. Conduct Communication Audits • Regularly assess the effectiveness of your communication channels in promoting open dialogue and collaboration • Use anonymous surveys or one-on-one interviews to gather honest feedback about communication strengths and weaknesses • Analyze the data to identify patterns, bottlenecks, and areas for improvement in your communication processes 3. Implement 'Silent Meetings' • Begin meetings with a period of silent, written communication where all participants write down their ideas, questions, and concerns • This approach levels the playing field, giving everyone an equal chance to contribute without the pressure of speaking up in front of the group • Review the written feedback as a team, addressing each point and ensuring all voices are heard and valued 4. Encourage 'Active Listening' Workshops • Provide training for your team on the principles and techniques of active listening • Teach skills such as paraphrasing, asking clarifying questions, and maintaining an open, non-judgmental attitude • Practice active listening in role-playing scenarios and real-world conversations to build trust and foster two-way communication 5. Analyze Open-Door Policy Effectiveness • Gather data and feedback to evaluate the true openness and accessibility of your leadership team • Track metrics such as the frequency and duration of employee-initiated conversations, the diversity of individuals who take advantage of the open-door policy, and the outcomes of these discussions • Use this information to identify gaps between the intended and actual effectiveness of your open-door policy, and take steps to bridge those gaps Remember, breaking out of closed communication loops is an ongoing process that requires consistent effort and commitment from all levels of the organization. Start small, be patient, and lead by example. Join the 12,000+ leaders who get our weekly email newsletter. https://lnkd.in/en9vxeNk

Have you ever seen a band where every member starts playing a different song? That's because it doesn't happen. Even if the members aren't the best of friends off the stage They still trust one another to perform. This can be said about teams anywhere Although liking each member of your team is beneficial (And obviously, something we strive for) It's not entirely necessary - At least not as necessary as building trust and emotional intelligence (EQ). Let's start with the basics 👇 ✳  Why is Trust & EQ Essential? Communication ⇢ EQ leads to better understanding & (hopefully) fewer misunderstandings. ⇢ Trust promotes open communication, which helps to solve conflict & brainstorming. Collaboration ⇢ EQ increases empathy, which improves teamwork & cooperation. ⇢ Trust reduces the fear of being vulnerable. This increases overall support. Performance ⇢ EQ enhances interpersonal skills, which in turn boosts team efficiency. ⇢ Trust establishes a commitment to team goals by minimizing distractions. ✳  How Can You Build Trust & EQ within Your Team? Lead by Example ⇢ Display EQ and trust as a leader. YOU set the tone for your team. Encourage Open Communication ⇢ Utilize 1:1s and Team Meetings to encourage open discussions on important topics. Respect Feelings (And recognize them to begin with...) ⇢ LISTEN and show EMPATHY. Acknowledge your team's feelings. Provide Support & Feedback ⇢ Give your team constructive feedback in a way that reinforces trust. Create Team Experiences ⇢ Team building activities that are NOT work-related can do wonders for building trust. Take Accountability ⇢ When team members feel accountable to their peers, they are more likely to act in ways that will build trust. Be Reliable ⇢ Consistency in both your words and your actions will develop trust over time. By focusing on building, and maintaining, trust and EQ You're setting your team up to perform together. PS - How have you built or experienced trust-building within your team? --- 📣 I'm Angela, bringing you daily insights on marketing, tech, and leadership at 8 AM EST. If you like what you see, let’s connect or chat in the comments! #marketing

As a leader, one of the most crucial elements to monitor for the success of your endeavors is team alignment. As cheesy as it sounds, it truly is the glue that holds everything together, ensuring that every member is moving in sync towards shared goals. After realizing that there was opportunity for alignment, in August, I began regular check-ins with my leadership team. The group meetings, like the one in this photo, are still important. However, individual structured meetings have proven to be the cornerstone of maintaining this alignment. It provides an opportunity to assess progress, clarify objectives, and address any discrepancies before they snowball into larger issues. However, it's essential to approach these meetings with intentionality to reap their full benefits. Far too often, well-intentioned check-ins devolve into daily stand-ups that function as mere status updates, where team members recite their tasks without meaningful engagement. This not only wastes everyone's time but also fails to foster the alignment necessary for collective success. Instead, here are some tips to ensure your check-ins are effective in promoting team alignment: 1. Set a clear objective: Before each meeting, define specific objectives or topics to be discussed. This provides focus and ensures that conversations are purposeful and productive. 2. Focus on goals, not tasks: Rather than dwelling on individual tasks, steer the conversation towards broader goals and objectives. This helps contextualize individual contributions within the larger picture, promoting alignment towards overarching targets. 3. Address roadblocks proactively: Use check-ins as an opportunity to identify and address any obstacles or challenges hindering progress. By proactively tackling issues, you can prevent them from derailing the team's alignment and momentum. These strategies have helped transform "quick conversation in passing" into powerful tools for fostering team alignment and driving collective success. Effective alignment doesn't happen by chance – it requires intentional effort and consistent communication. So what does your team do to stay aligned?

Do you want to lead a top-performing team? Someone once shared with me that a true sign of a strong team is how they operate and perform when their leader is absent. This idea stuck with me, and I became curious about what it would take to build a team that could function at a high level without me. I concluded that if I wanted my team to be the best, I needed to make myself less of a factor (”zero” myself out). Not so I can disappear and play golf; I am horrible, by the way, but more so to ensure the team continues to elevate. With that, I asked myself a couple of questions: - What do I need to do differently as a team leader? - What factors should I consider as I go through this process? Here's what I landed on: 1. Empower Through Delegation: Give your team autonomy and ownership over meeting agendas, projects, and tasks while providing guidance and support when needed. Trusting your team members to make decisions fosters confidence and boosts morale. 2. Encourage Collaboration: Foster a culture of collaboration where ideas are valued, respectfully challenged, and everyone's voice is heard. Encourage open communication and teamwork to leverage the collective intelligence of your team. Collaboration not only enhances creativity but also strengthens togetherness. 3. Provide Ongoing Development: Invest in your team's growth by offering continuous learning opportunities. Whether through 1:1 connects, team calls, or training programs, prioritize their development. 4. Provide Access: Connect your team to different departments and resources within your company. To enhance their network, try to give them access to some of the leaders and decision-makers you interact with. This not only gives them valuable exposure but also allows them to gather information and influence decisions. 5. Celebrate Successes: Recognize and celebrate your team's achievements. Celebrating successes reinforces positive behavior and motivates the team to continue their collective journey. Remember: -Be present daily for your team. -Success belongs to the team; the leader owns any misses. -Tailor your approach to your team's abilities. -Enjoy watching your team grow! #Leadership #LeadershipDevelopment #TeamSuccess