How to Turn Around Your Team: Step 1

Let Everyone Know What You Are Doing

OK, you are ready to launch your plan to turnaround your team. The first step is to, “Let Everyone Know What You Are Doing.” 

Who is “Everyone”?

• Your Boss- You want to be sure you don’t surprise the person who has the most power over you and your career. You want to ensure their buy-in and follow any advice they might have for you. Building trust and support is absolutely essential here.
• Your Peers- Those other people who report to your boss, particularly if their people talk with the people on your team. Again, the fewer surprises, the better, to build trust and gain their support. They may also have advice, which you may or may not choose to follow, but at least you’ve listened to them. 
• Your Team- The group whose turnaround you are initiating. 

How do you talk with your team about the turnaround? 

Change is hard. Even for people who are looking forward to the change.

Here are a few keys to gaining as much buy-in as possible among your team members. 

• The better the people on your team understand the reason for the change, as specifically as possible, the more likely they are to support your efforts. Explain the challenges of the current situation clearly. They may push back. That’s OK. You may tweak your plan based on what you hear, but make it clear that not changing is not an option. 
• Do ask for feedback from your people. Take notes. Thank them for their thoughts and let them know that you will think about what they have to say. You can do this step individually or as a group, depending on your specific situation. 
• Explain the process at a high level – major steps, anticipated timeline, key stakeholders to be involved. This is best in a group meeting so everyone hears it at the same time. It’s best to follow this with a written summary - in an email or newsletter - to minimize the risk of misunderstandings. 

Then get started. We’ll talk about next steps in the next post.