Implementing Woodward’s Teamship Model in the workplace.
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Last week was all about the concept of Woodwards’s model…as promised, this week is about how to implement in the workplace.
Woodward’s model of Teamship focuses on creating an environment where team members work together effectively to achieve organisational goals. Below are the key steps and considerations for implementing this approach:
Define Clear Team Objectives: Establish clear, measurable goals for the team aligned with organisational objectives. Everyone should understand the team’s purpose and the specific outcomes they are working towards. Break down larger organisational goals into smaller, more manageable tasks for teams to work on.
Develop a Collaborative Culture: Promote open communication where team members feel comfortable sharing ideas, providing feedback, and solving problems together. Encourage mutual respect among team members, recognising the value of each person’s contribution. Create a space for constructive conflict, where differing viewpoints can be expressed and debated in a healthy, solution-focused manner.
Establish Roles and Responsibilities: Clearly define the roles and responsibilities of each team member to avoid ambiguity and overlapping duties. Balance the distribution of work so that each member can contribute to their full potential. Ensure that roles are adaptable and flexible to accommodate changing needs within the team.
Provide Support and Resources: Equip teams with the necessary tools, training, and resources to succeed. This might include improved software, access to information, or L&D programmes. Foster continuous learning and provide opportunities for team members to grow their skills, both individually and collectively.
Encourage Team Autonomy: Allow teams to have the autonomy to make decisions on how they approach tasks and projects, while still holding them accountable for results. Trust the team to manage their own work processes, which can boost their sense of ownership and motivation.
Foster Team Leadership: Appoint team leaders or facilitators who guide the team towards its objectives without micromanaging. A good leader should inspire, motivate, and empower team members to take initiative. Encourage leaders to act as coaches who support the growth and development of their teams, rather than simply giving orders.
Create Opportunities for Feedback: Implement regular feedback sessions to review progress, discuss challenges, and adjust goals, as necessary. Provide both peer-to-peer and manager-to-team feedback, focusing on improvement and learning rather than blame. Use feedback as a tool for continuous improvement and not just performance evaluation.
Promote Diversity and Inclusion: Emphasise the importance of diversity within teams. A mix of perspectives, backgrounds, and skills can lead to more innovative problem-solving and better decision-making. Implement inclusion initiatives to ensure all voices are heard and respected within the team dynamic.
Measure Team Success: Develop metrics to measure the effectiveness of Teamship. These might include team productivity, individual satisfaction, and overall performance. Regularly evaluate how well the team is functioning and adjust strategies accordingly to ensure ongoing growth and improvement.
Celebrate Team Successes: Recognise and celebrate team achievements, big or small, to foster a positive and motivating work environment.
Acknowledge individual contributions as well, reinforcing the idea that each person’s work contributes to the team’s success.
With the above guidance, Woodward’s teamship model can create a more engaged, productive, and harmonious workplace. The emphasis on collaboration, clear roles, mutual respect, and empowerment leads to more effective teams that can adapt, innovate, and achieve their goals. Time to get started! Why not ask us to help you?
“Establishing a winning behaviour is the essence of moulding a world beating team.”
Sir Clive Woodward
