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Blog 12: The 5 steps to get the most out of your team
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Blog 12: The 5 steps to get the most out of your team

It’s Monday morning. The chain meeting is scheduled again. As chain owner, you lead this meeting. The chain meetings have been going on for a while and the team is getting into a rhythm. The structure is in place and you follow the agreed agenda together. You also notice that the composition of the chain team is new and that team members still need to get used to each other. Like in sports, the team is not yet in sync and you are convinced that more can be achieved. How do you ensure that your team performs optimally?

In the blog post “Do you also steer at 3 levels?” you could read about how to structure meetings to stimulate collaboration in the chain. Steering at 3 levels also means there are leaders at these 3 levels, who have the opportunity to encourage their teams to deliver the best performance. It is important for leaders to align with the needs and maturity of the team and help them further to grow in their team development.

With our self-developed iPM program, we assist you and your teams in becoming aware of where they stand in their development.

Peter Geelen

With our self-developed iPM program, we help you and your teams become aware of where they are in their development and what it takes to grow a step further. This requires something of the team and its leader. Important here is that the leader adapts his or her leadership style to the stage of development in which the team is. We help leaders to become aware of this and provide the right tools to deal with it. After all, we all know the different types of leadership styles (coaching, directive, serving, …). But when do you use which style? Is it helpful to use a coaching leadership style when a team needs direction and frameworks. Or what happens when you use a directive leadership style with a team that is ready to fly by itself?

Roadmap to move forward together

It is about stimulating the desired behavior that brings us closer to our common ambitions. Where do we want to go together? And how do we help each other get there? The following 5 steps will help you further on the way.

  • Step 1. Start the conversation with your team about shared ambitions. The KPI tree that was prepared earlier provides direction for this.
  • Step 2. Name the growth you have made as a team and determine the next development step together. Discuss the mutual needs between team and leader.
  • Step 3. Match your leadership style to the stage the team is in and the shared ambition.
  • Step 4. Encourage the talents in the team that are necessary to continue growing together, and set clear boundaries within which they can also take initiative.
  • Step 5. Stimulate a learning environment in which experiments are allowed to take place and are also allowed to fail in order to learn with and from each other.

Teams can make or break performance. Teams at all levels ensure that customers are well served and organizational (and personal) ambitions are achieved. Teams that are connected to each other through the linking pin principles of iPM, thereby strengthening each other. This achieves a double effect in performance improvement.

The iPM implementation approach

In the coming weeks, we would like to take you through the questions and changes we encounter in practice during the implementation of iPM at our clients. Questions about the set-up and design of iPM, but also about the best implementation approach. Topics will include:

Introduction of iPM

  1. From planning & control to iPM
  2. Ready for take-off
  3. Setting the right targets
  4. Which customer chains does my organization have?
  5. Division of roles: hierarchy versus chain
  6. Tactics of the chain in focus
  7. Customer journey versus customer chains
  8. How to determine the right KPIs
  9. Getting your KPIs right in 10 days
  10. Consultation structure in iPM organization
  11. Effective performance dialogue and the usefulness of BRV
  12. Leader and team development
  13. Encouragement as a style to get more out of teams
  14. iPM in complex organizations
  15. Tips for implementation

Curious? Get in touch with us!

We outline what we often see in the traditionally driven organization and outline what that looks like when you apply iPM. Want to know more about healthy performance management? We lard that with situations and examples we find in practice. Contact us and we will help your organization move forward!

Back to the overview

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