Our last post discussed the difference between feeling connected to the mission of a teamand really performing well as an effective team.  While feeling connected might be a component of creating a focused, motivated team it does guarantee that individuals are going to work together well.  This may lead one to ask what this actually looks like in the workplace.  One tangible example is the existence of accountability partners.

Like an adult “buddy system”, accountability partners help each other develop and achieve work-place goals.  The key is that the partners are workplace peers.  This is different then a manager-performed performance review.  The partners should be workplace peers who commit to following up with each other regularly and sharing honestly about their progress. 

Because this system operates best through what may be considered “small” goals, this system works well both for employees who are naturally goal oriented and those who are not.  An employee who has already set their sights high can benefit by taking their “stretch” goal, perhaps to be salesperson of the year, and breaking it down into a series of attainable steps (ie. make five extra sales calls each day) that will ultimately contribute to that success.  On the flip side, an employee who may be struggling to stay motivated simply to do their required tasks will gain confidence and a renewed sense of purpose in seeing those tasks as goals rather than as unappealing chores.

 At each scheduled follow-up, accountability partners will discuss progress and the reasons for one’s success or failure.  Together, they can decide whether a particular goal was too easy or too hard and what adjustments to make for the next time period.  The result is a more relationship oriented and goal focused team. 

A professional teambuilding facilitator can aid the formation of this program in several ways.  They can explain how to create an attainable goal and guide a group through goal-setting practice.  Then they will help facilitate peer-selection and set up system of checks and balances.  Finally, the facilitator will explain the system to managers, letting them know how they can support the program and make sure it happens while keeping enough distance to ensure the employees retain ownership.