Working in a team within an organisation brings challenges. How do you make decisions in a group, how do you get rid of all that bureaucracy and hierarchy within teams and organisations? Can and is the strategy optimally implemented within the team in the current situation?
The transition from the current way of working to working with autonomy is often a complicated process, we can help you with that.
Employees’ ways of working are changing, organisations are changing and old structures no longer work as well as they used to. Employees want more freedom and less control by others in the performance of their duties. This may be exciting for a manager. How can employees work together effectively in a team without a clear leader? Exactly: by creating self-managing or autonomous teams.
Human Insight has developed best practices and practical tools for organisations, leaders and employees. These help them to work with the insights the autonomous team approach has to offer.
Based on our success with other organisations, we have found that our approach helps to uncover the behavioural aspects at team level. These aspects need to be addressed to be successful in strategy execution, self-direction development and overall team performance. This is done through:
An autonomous team sails its own course, often without a manager or supervisor. What is expected of you as a supervisor or manager? How do you improve autonomy in the workplace?
In self-steering, the team is responsible and an autonomous working environment is created. This does not mean that you as a manager are not needed anymore: Leadership within autonomous teams needs a different approach. Let go of micro-managing and let your team learn and make mistakes: this is how you can develop autonomous teams at work.
So how do you efficiently create more autonomy in the workplace? It starts with a clear goal: a dot on the horizon. Furthermore, you need to know which elements influence human behaviour, how routines are formed that help or hinder performance.
Would you like help with that? Then give us a call!
Improving team dynamics directly affects the self-management within a team. As soon as the dynamics within a team are not good, the whole team runs into problems. People communicate less and do not work well together. There is also often a lack of psychological safety.
Therefore, individual contribution to team dynamics is one of the most important aspects within an organisational environment. Provided they are well coordinated, this leads to great success. However, teams often struggle to perform due to a large number of factors.
What can you as a senior leader or team member do to influence the team dynamics of high-performing and autonomous teams?
By improving team dynamics, structuring roles and tasks and ensuring psychological safety within teams, self-management can be achieved. This leads to:
This approach helps you, senior leaders and teams to increase self-management. It provides insight into where which people are needed to enable the required changes in specific areas of the business.
Specifically, it helps to create a clear talent development plan. You also gain insight into the development areas of your team, team dynamics and individual (leadership) development. The application of this framework and its tools will help your people to perform better in their jobs and to work better together.
Schedule a meeting with Human Insight to discuss the challenges in your organisation and how Human Insight can help you.
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