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10 Key Strategies for Growing Effective Teams

Discover the top 10 strategies for building effective teams in my latest article and help grow your team to their full potential

In the world of work, the strength of a team is often the factor that decides your success.

A cohesive, effective team can drive innovation, foster creativity, and above all, deliver results.

But how do you build such a team?

In this article, I set out the top 10 strategies for building effective teams. These strategies, backed by research and expert opinion, provide a solid foundation for leaders looking to cultivate a high-performing team.

Don’t feel you need to do all of these, all at once. But please do reflect on any that you’re not doing or are avoiding. Those are often the ones that have the most potential to grow your own leadership skills and understanding.

  1. Clear Communication
    • Why: Ensure that every team member understands their role, the team’s goals, and how they fit into the bigger picture.
    • How: Regular meetings and open dialogue can foster this understanding. Use clear, concise language and encourage questions to ensure everyone is on the same page.
  2. Shared Vision and Goals
    • Why: A team that shares a common vision and goals is more likely to work effectively together.
    • How: Regularly remind your team of these goals and how their work contributes to achieving them. Use team meetings or newsletters to keep the vision and goals fresh.
  3. Trust and Respect
    • Why: Building a culture of trust and respect can lead to a more collaborative and efficient team.
    • How: This can be achieved through team-building activities (but see below) and open, honest communication. Encourage team members to share their thoughts and ideas, and show appreciation for their contributions.
  4. Diversity
    • Why: A diverse team can bring a wide range of perspectives and ideas, leading to more innovative solutions.
    • How: Encourage diversity in your team not only in terms of demographics but also in skills and experiences. This could involve hiring practices, team assignments, or professional development opportunities.
  5. Regular Feedback and Recognition
    • Why: Providing regular feedback helps team members understand what they are doing well and where they can improve. Recognising and rewarding good work also increases morale and motivation.
    • How: Implement a regular feedback process, such as performance reviews or one-on-one meetings. Recognise and reward good work in team meetings, newsletters, or through a more formal program.
  6. Team Building Activities
    • Why: Regular team building activities can help to build trust, mitigate conflict, encourage communication, and increase collaboration.
    • How: Organise regular team building activities, such as workshops, retreats, or social events. Please be careful to consider the interests and preferences of your team when planning these activities. And decide how to accommodate those people who simply don’t like them or have had poor previous experiences.
  7. Work-Life Balance
    • Why: Encouraging a healthy work-life balance can lead to more productive and satisfied team members.
    • How: This can include flexible working hours, remote work options, and ensuring that workloads are manageable. Encourage team members to take breaks and time off to recharge.
  8. Avoid Perfectionism
    • Why: Perfectionism can lead to burnout and is not conducive to a healthy team environment.
    • How: Encourage a culture of learning and improvement, rather than perfection. Celebrate progress and effort, and view mistakes as opportunities for learning.
  9. Conflict Resolution
    • Why: It’s important to have a process in place for resolving conflicts that arise within the team.
    • How: This could involve open discussions, mediation, or bringing in a third party to help resolve issues. Provide training on conflict resolution skills and create a safe space for team members to express their concerns.
  10. Empowerment
    • Why: Empower team members by giving them the authority and autonomy to make decisions about their work.
    • How: Delegate tasks and responsibilities, and trust your team members to carry them out. Provide the necessary resources and support, and be open to their ideas and suggestions.

Building an effective team is continuous process of commitment, patience, and the right strategies.

By implementing the strategies I’ve set out in this post, you can grow a culture of collaboration, mutual respect, and shared vision. The strength of your team lies in its members, and as a leader, your role is to guide, support, and inspire them.

I’m also interested in hearing from you.  Share your experiences by tweeting me using the button below or by visiting my twitter feed.

What strategies have you found effective in your team-building efforts? Click To Tweet

And if you found this post valuable, please share it with your network. Together, we can all learn and grow.

Puppy Mind

What to do if you or your team member are the kind of person who loves to get distracted or unfocused at work

One of the concepts I like to work on with clients, is that some people have a Puppy Mind. That is, they’re easily distracted and love to go chasing after interesting things at the drop of a hat.

People who have a Puppy Mind can often be very critical of themselves. I hear clients say things like: “I wish I could be more focused!” Or, “I must a nightmare to work with; always chasing after the next thing!”

And people who have Puppy-Minded team members can get quite worried about or frustrated with them. Leaders are often concerned that Puppy-Minded people will get overloaded, or fail to finish a long project or will miss something boring but important in favour of something interesting but less critical.

I always say, yes those criticisms or concerns do have some truth in them. But – who doesn’t love a puppy!?

It would be a terribly boring world if everybody at work was the same as everybody else. In fact, research shows that teams with a diversity in thinking styles outperform, in the long run, teams where everybody thinks the same.

There’s also research to suggest that around 30% of people at work have a natural inclination to bob around from one thing to another, rather than go through things, step-by-step, from start to finish. Not all of those people will be Puppy-Minded, since many of them will have trained themselves to be slightly more focused and slightly more linear in their approach. But nevertheless, a significant proportion of people at work have got some puppy in them. Which is good! We need their enthusiasm and get-up-and-go and their ability to juggle a million things and their ability to sniff out something interesting.


One aspect of Buddhist Mindfulness uses the idea of Puppy Mind for meditation practice. Whenever your attention wanders, think of it like a puppy being trained to sit. And then gently but firmly lead it back to the sitting position.


If you find you’re being critical of yourself, as a leader, for having Puppy Mind, remember that your enthusiasm and interest and sheer Puppy-Appeal is probably part of what made you successful in the first place. If you need to, just notice when you’re distracted, and gently bring your attention back to where it needs to be.

Similarly, if you find yourself worried about or frustrated with a Puppy-Minded team member there are three things you should be considering:

  1. How lucky you are to have that Puppy-Loveliness around!
  2. Is now to the time to just gently and firmly point them back to the right place and the right direction; to do some Puppy Training?
  3. What needs to change in their workflow or working environment so that it’s easier for them to play to their strengths?

Above all, whether it’s you yourself or someone else who is a little Puppy-Minded, remember that shouting at and getting frustrated with puppies DOESN’T WORK – but that gentle encouragement and firm-but-kind hearted training does.

As usual, please leave me a comment if they’re still open below, or tweet me @NickRobCoach. What do you notice about your own or other people’s Puppy Mind at work?