Want More Progress? Build Your Influential Team

Have you ever had a time when it looked like things were going okay, but when you dug deeper, you realised that things weren’t going to plan? Everything was taking longer, and roadblocks and unexpected obstacles kept getting in the way of progress.

If so, you’re not alone.

I recently worked through an issue like this with a client, so I am sharing this story with their permission.

On the surface, the team was collegiate, and there were no obvious signs of dysfunction. However, the team wasn’t progressing as swiftly as expected on a complex matter. Something in the team wasn’t working, and the leader couldn’t quite figure out what was getting in the way.

We discussed the situation and context and examined how the team worked together.

The usual suspects that impact team dynamics were examined. For example:

• Was there ineffective communication across the team? A lack of communication can create a breeding ground for misunderstandings and misalignment.
• Was there a lack of interdependence? As Jon Katzenbach and Douglas Smith highlighted in their book ‘The Wisdom of Teams‘, successful teams have a strong interdependence, where each member knows their role in contributing to the collective success.
• Was trust low or absent? When team members doubt each other’s intentions or abilities, it creates a toxic environment that impedes collaboration. You might remember how trust is foundational in Patrick Lencioni’s Five Dysfunctions of a Team approach.
• Was there inadequate accountability and a culture of blame? When team members shirk responsibility or blame others for setbacks, it usually indicates a lack of genuine teamwork.

None of these usual issues resonated, so we then examined how the team engages with its stakeholders across the organisation.

It turns out, that’s where the issue lay.

Progress isn’t a Solo Venture

The team worked well together, but they weren’t effective at influencing the stakeholders across the organisation. As a result, the leader spent inordinate amounts of time stepping into meetings, resolving issues, and negotiating outcomes on issues that the team should have been able to manage.

The team members were great ‘technical’ experts in their roles but weren’t strong at influencing stakeholders.

The situation was a great reminder that leaders can’t make progress alone.

The less effective team members are in communicating, building constructive relationships and negotiating outcomes, the more the leader must intervene, remove roadblocks and negotiate decisions. All of this consumes time in an environment where productivity is already less than ideal, and the pressure to perform continues to rise.

Build Your Influential Team

Influential teams can cut through the noise, get traction, collectively manage change, and have a robust, sustained, healthy impact.

They do this by successfully collaborating and positively impacting those around them. They understand the influencing factors operating in the organisational system and have the nous to find the ‘back door’ and leverage informal networks to get issues addressed and decisions made. In today’s working world, being able to influence effectively is no longer just about hierarchy. Sure, there is positional authority in more senior roles, but having the skills to influence well is a capability all team members need.

The leader recognised that they needed to build their influential team. So, we built a capability plan to help the team members elevate their skills, with the leader playing a crucial role in coaching and nurturing their ability to:

• Build healthy and dynamic stakeholder relationships
• Create coalitions of support for change
• Communicate in an authentic and compelling manner
• Negotiate important decisions

With these skills, the team was better positioned to secure long-term, mutually beneficial relationships and outcomes with stakeholders.

Stand Up for What Matters

The team also spent time getting clear on what mattered and how and where they wanted to progress.

This was important.

Influential teams that strive for good outcomes do many things differently, and one of them is that they know how to stand out without making it all about them. They acknowledge the efforts of others and don’t take the glory for successes that were not theirs or theirs alone. Instead, they recognise and value their colleagues, stakeholders and business partners.

They treat everyone they meet respectfully, valuing each interaction and seeing every opportunity to deepen the connection. In doing this, they welcome different thoughts, ideas and opinions as they know they don’t have all the answers.

At the same time, they are not afraid to take a stand and speak up on important matters—not just for themselves but also for others.

Influence matters. But not influence that is self-serving; instead, influence that achieves change that benefits all.

Read more articles on change here.

Change Requires Influence

We all know we live in a changing world, where your ability to progress is dictated by your response to change (initiated by others) and your capacity to motivate others to respond to change (initiated by you).

However, making change happen is challenging. The antidote to this dilemma is being ready, willing, and able to influence. As leaders, you want your team equipped to play their role, too.

Take a moment to think about your team members and how they influence at work. Are there gaps that need to be closed, and if so, what steps will you take to address them?

This was first published on michellegibbings.com