My Team Isn’t Performing, And I’m Not The Leader!

We all operate in teams from the time we are very young. Recent Thrive research shows that nearly everyone works in a team environment in some fashion, and many of us work in teams on a regular basis (there is plenty of other research available on the subject as well). As we advance in our particular discipline or career, we often have the opportunity to lead these teams. There is a lot of material out there on becoming an effective team leader, but that’s not what this is about. Though many of us have opportunities to lead teams as we become high performers, we also continue to be team members. In fact, unless you are a 100% owner of a private business, you probably are on at least one team. Though Thrive research found that we all work on teams, it also found something else a bit more interesting:

Though 94% of respondents to our study agreed that they knew what was required for effective team work, only 67% agreed that their teams are actually effective.

Basically, we all claim to know how to work on a team but our teams don’t tell that story of success. If 94% of us really knew how to work on a team I guarantee that 43% of our teams wouldn’t be failing to produce. Here is the frustration point though for many high performing members: we know our teams aren’t performing well but we aren’t “in charge”. Have you been there – or maybe you are there? You are thinking to yourself, “If John would just pull his weight, we could get so much more done”. Or maybe you’re thinking, “if we could just get Sally to stop talking and going off topic, we’d get more accomplished.” Maybe it even goes much deeper than this for your team. Your team my flat out have incompetent members or, even worse, team members who just don’t seem to care about success. Yuck!

As leaders and high performers, this can be such a frustrating and disillusioning situation. Here are a few tips for increasing the performance of your team when you aren’t officially empowered as the leader:

1. Leadership is NOT strictly positional: Leadership is much more than having the title “manager” or “team leader”. You don’t have to have the title to help move the team forward to success. Always remember that you can lead without the position. Serve the people around you, help others succeed, and provide thought leadership on topics of discussion. You see the team problems, so what can you do in a one-to-one situation to help?

2. Success is about the team: When it comes to a team, you won’t be successful until you buy into the fact the success of the team is more important than your own. If you’re concerned about your own well being and success then you’re damaging the team just as much as those that are under-performing. If you want to help, check your ego at the door and buy into success as a unit.

3. Teams develop as People Develop: Teams will never grow and develop without the people within them growing. If you’re a high performer, you can probably pick out the issues in your team. You have two options: you can complain about it, or you can fix it. Complaining will simply get your team into a downward cycle. Instead, choose to be a leader by helping other members develop.

With these realities in hand it might be a bit easier to understand how we can be a leader without being the leader. A leader and team member understands that they can engage with others and help them learn and development. High performers may simply look around the team and point out the weak links. Even if your opinion about those who are under performing is 100% correct, it doesn’t matter. Complaining about it doesn’t do any good. Leaders, on the other hand, see the weak links and come to their aid for the sake of the team. It’s a thankless job, but if you are truly focused on team success (which is the focus that you need), then it doesn’t matter who gets the credit.

High performers and leaders are often asked to work on teams that they aren’t leading. You will most certainly come into contact with teams that are not performing well. In these instances, you have options: complain and withdraw, or lead and support from behind the scenes. Always remembers that you don’t have to be the leader to be a leader.

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