Page 17 - MetalForming March 2013

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MetalForming/March 2013 15
Human Capital
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individual behaviors that optimize the team’s work. I gather data from subordinates that reveal the impact of great team- work; it also demonstrates when the team is not working together effectively. Ask what this team is like at peak per- formance, and how the group can clone that behavior. You want to gain a clear picture of what great teamwork looks like for each specific group.
This is not a question you ask only once. Building great teams takes time and effort, a constant dialogue and a per- sonal commitment to change. Otherwise, the team will remain stagnant. You want real movement, not just good intentions. To keep team-building efforts alive, you must fol- low up on the initial efforts, offer coaching and reinforce behavioral changes.
Help the group attain real experience working together to build for the future, understand the new behaviors required and practice the new behaviors regularly. Create an environment in which the team can give each other feed- back. Foster honest communication, which requires regu- lar and consistent discussions. And, as HR leader, be a role model for good communication and feedback. Finally, measure progress at the team and individual levels to ensure accountability. MF
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