Managers starting in their new dream job face an extra challenge for their work: they inherit a team (http://www NULL.mindtools NULL.com/pages/article/newTMM_84 NULL.htm) who have already been working together for a period of time. These people accomplish stuff. They are getting things done.
You just don’t know how well they are doing all that.
Managers must determine team effectiveness
Unless you’ve been specifically told the group you are inheriting in your dream job is doing poorly and have some facts that would back that claim up, determining team effectiveness (http://workplaceculture NULL.suite101 NULL.com/article NULL.cfm/measures_of_team_effectiveness), not just individual effectiveness, is critical in the first thirty days of starting the job. What is important is quickly determining a baseline of performance so that you can validate that baseline over time.
Who does the work? How does the group make decisions? What kinds of conflict are there? How does the team interact with each other (http://ami-consultancy NULL.blogspot NULL.com/2010/03/essential-actions-for-effective-virtual NULL.html)?
All of these characteristics will change as you inject your leadership into the team and start to delegate tasks and projects. Knowing how the group is working together will help you figure out what effect your presence has meant to team performance. But without the baseline, you won’t really know.
For managers, the first rule is this: do no harm
In addition to determining how effectively your reports are operating, you need to ensure that what you do does not harm the performance in the workplace. Think of it this way: the team produced work before you got there and will produce work after you leave. That work, however good, is valuable to some customer. So it doesn’t make sense to simply come in and blow all that up by changing everything.
Some will contend that changing the configuration of the team makes a great deal of sense. It could even be true. But it could just as easily be true that what they are advocating will hurt the team’s performance — and help the person advocating the change. Listening here makes great sense and so does making your own judgments about the team’s performance. You have your metrics. You have your standards of performance. You know where your team needs to be performing.
Listen. Watch. Do no harm. Then, once you understand where your team’s performance is, you can start to make changes.
How do you evaluate the effectiveness of your team?