Aligned on When and How to Get There

Four Dynamics of Highly Effective Teams

Dynamic #4: Aligned on when and how we get there

In large part because of the challenges that COVID-19 has brought to the workplace, teams have become more important than ever in determining the success of organizations. 

Over the past four months we have been taking a deep dive into four dynamics evident in highly effective teams and help them thrive. These dynamics are:  

• Centered around a unifying purpose
• Connected through relationship
• Agreed & Accountable on desired outcomes
• Aligned on when & how to get there

We conclude this series by taking a good look at Dynamic #4 – Aligned on when and how to get there as a team.

The above chart also represents how the process approach can impact the work of your team!

Dynamic #4: Aligned on when and how to get there

About two years ago, I began working with four founders.

Yes, you heard that right…not one founder, four founders. Ten years ago, four women started a Montessori school in a large mid-western city because of their passion for the Montessori approach to education and the void they saw within their community for high-quality private educational opportunities for children. 

This four-member team approached me to help them design their founder transition and succession plan so that they can make the hand-off to the next generation of Montessori leaders in their community. (As many of you know, I’ve helped leaders with the process for years, but never four founders. But new has never stopped me before, so why would it now? Especially for something as important as this!)

An important part of any transition and succession plan is identifying the timeframes and activities (what a process consultant calls the when’s and the how’s) that once implemented help an organization achieve their plan. As the team began to outline these elements it became very clear that there was alignment on when and how to implement their transition plan. There was unison and clarity on which step would come first, second, third and so on. There was also clarity on who was responsible for each step! It was clear to me that this wasn’t their first rodeo together.

As we went further and further into the planning, one of the founders and the current head of school, began to get a little shaky on several of the timeframes. It became clear that she wanted to slow the process down a little. So, we circled the wagons to give her the opportunity to share with the other founders her perspective and concerns. Immediately there was support from the three other founders to slow the process down. This gave the team the additional time needed to gain clarity and sequence the planning correctly so that the head of school’s succession plan would be a success.

This story is an example of the relational elements that impact every team. When there is openness and vulnerability present, trust takes root and has the chance to build. Communication can flow quickly because team members understand what makes each other tick, what motivates them, and what challenges them. They understand each other’s strengths, weaknesses, and most importantly they embrace what the other person is bringing to the table and where they add value to the team. (To read more about strong teams, please read my colleague Deanna Rolffs’ blog on the secret to developing them.)

As they rounded the corner and approved their founder transition and succession plan, the four founders (along with their new board of directors) took the opportunity to celebrate the ten-year run they had in leading a school that touched the lives of hundreds of children and their families. Well done!

If you would like to talk about how to help your team thrive, please feel free to schedule a high-value 30-minute discovery call with me. I'd be honored to listen.

As always, please feel free to call me at 616.516.9870 or email me at lons@designgroupintl.com.

Walking alongside you,

Lon L. Swartzentruber
CEO, Design Group International
Senior Design Partner