8 ways to maximize Clarity within a team
Let's kick off with some mind blowing stats on teams:
Almost 6/10 teams are underperforming
75% of cross-functional teams are underperforming
90% of teams claimed to be high performing, but only 17% met the high-performance criteria
Imagine all that represents. The missed goals, the poor outcomes, the dissatisfaction, the employee turnover.
Woof. 🤯
Last week I introduced you to the 3Cs - the proven Conditions for Success to create high performing teams in complex workplaces:
As promised, we now begin a weekly deep dive into each C. On deck for today with Clarity:
What is Clarity
Why it’s important
8 ways to maximize it
Ok, let’s get this party started!
What is Clarity
Simply put, Clarity is knowing what you’re doing, why you’re doing it, and understanding how you’re going to get there.
It’s simple, not to be confused with easy.
High functioning Clarity encompasses:
Having a clear goal
Believing the goal is achievable
Feeling connected to the purpose
Knowing how to measure success
Understanding one’s own & each person’s role
Having clarity on how to work with their team members
Viewed this way, Clarity is farther reaching than we tend to give it credit.
Why Clarity Is Important
Simply stated, without Clarity, teams can not be their best.
Toes get stepped on. Inefficiencies exist. Commitments aren’t met. Buy in isn’t there.
And ultimately, you’re likely facing an engagement and retention problem for folks within the squad.
But how do you provide Clarity when things are in flux?
There’s Clarity to be had even in the most chaotic situations.
First, name what’s not clear and what is.
Next, invite the team to participate in creating the Clarity.
In times of change, there is an element of self-determination. What micro goals can the team create? Can they layout a plan to hit those short term milestones?
Or maybe there’s shifting responsibilities?
You can still pull folks in and boost Clarity by naming the multiple hats they’re currently wearing and involving them in contributing to the next iteration of their role’s responsibilities.
But here’s the key: we can’t let tumultuous times let us become complacent with Clarity.
My personal rule: assume no one is going to give me Clarity, so how can I create Clarity with my team?
8 Ways to Maximize Clarity
Below are some simple ideas that I see leaders regularly implementing to ensure they’re creating conditions for Clarity.
Steal as many of these as you like!
Visible Project Tracker
Clearly show actions, owners, and timelines.
Update weekly with color coding for easy visibility to what’s on track, in progress, off track.
Proactively add comments for what’s being done to get back on track (minimizes inbound questions and boosts trust that things are under control).
Team Weekly Priorities doc
Have each team member clearly identify their monthly goals, and then each week, zero in on the priorities that will service the goal.
Accountability for the status helps dramatically with ownership and clarity.
This sample can help.
RACI Matrix
Create, and meet to discuss, who is Responsible, Accountable, Consulted, vs Informed at each stage.
Templates like this can help.
Makes Goals Visible
Add each person’s current goal(s) to the top of their recurring 1:1 agenda doc.
Add the team’s goal(s) to the top of any shared team meeting agenda doc.
Add your goal to your Slack profile for further visibility.
Share Goals
Provide regular updates to cross functional peers and partners on the team’s goals and priorities.
Meet regularly to discuss synergies and what ways the teams can work together even better.
Change Management Messaging
Ensure that your change management messaging includes context, addresses emotions, and names tradeoffs.
Here is sample change messaging to help.
Team Meetings/Stand Ups
Make it a standing agenda item at regularly scheduled team meetings to go around the horn and sharing their current work/challenge.
Increases visibility and enables the leader to better connect folks who have synergies or could help coach/mentor.
Weekly Announcement Email
Consolidate all the news/updates/insights you get as a manager into 1 weekly, digestible email to your team.
Cascade to inform and connect people more clearly to what’s happening within the business.
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That’s it for this week on Clarity! I hope it was helpful for you!
Comment below and let me know what's on your mind!
*PS - here are the sources for the stats listed above:
59% teams underperforming - Thinkwise impact of team performance survey 2015
75% cross-functional teams are dysfunctional: HBR 2015
Contagious success, Susan Annunzio (over estimated performance)
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