When Using A Self Managed Team A Manager Should

When Using a Self-Managed Team, a Manager Should…

Self-managed teams (SMTs) are becoming increasingly popular in today's dynamic business landscape. These teams operate with a high degree of autonomy, empowering team members to make decisions and manage their own work. While the concept of a self-managed team suggests a hands-off approach from managers, this couldn't be further from the truth. A manager's role transforms significantly, demanding a different skill set and approach. Instead of directing, they become facilitators, mentors, and advocates. So, what exactly should a manager do when leading a self-managed team?

The Evolving Role of the Manager in a Self-Managed Team

The traditional managerial role of command-and-control becomes obsolete in a self-managed team environment. The manager shifts from a taskmaster to a strategic partner and coach. This requires a significant change in mindset and approach. Instead of micromanaging tasks, the focus shifts towards enabling the team's success by providing the necessary support, resources, and guidance.

1. Cultivate a Culture of Trust and Psychological Safety

This is arguably the most crucial aspect of managing a self-managed team. Trust is the bedrock upon which autonomy thrives. Team members need to feel safe to take risks, experiment, and even fail without fear of retribution. This requires:

• Open and Honest Communication: Foster a culture where open dialogue is encouraged. Regularly solicit feedback, address concerns promptly, and ensure transparency in decision-making processes.
• Active Listening: Truly hear and understand your team members' perspectives. Avoid interrupting and demonstrate genuine empathy.
• Leading by Example: Demonstrate vulnerability and trust in your own interactions with the team. Show that it’s okay to make mistakes and learn from them.
• Empowering Decision-Making: Give the team ownership of their work and the authority to make decisions within defined parameters.

2. Provide Clear Goals and Expectations

While autonomy is key, it’s equally important to ensure the team understands the overall objectives. This includes:

• Defining Measurable Goals: Set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals that align with the organization's strategic objectives. Involve the team in setting these goals to foster buy-in and ownership.
• Establishing Clear Roles and Responsibilities: Although the team manages itself, roles and responsibilities should be defined. This clarifies individual contributions and prevents confusion. Encourage the team to define their own roles based on their skills and preferences, within the overall team structure.
• Regular Check-ins: Conduct regular check-in meetings, not to micromanage, but to ensure progress is on track, address roadblocks, and celebrate successes. Focus on progress towards goals, not minute details of daily tasks.

3. Facilitate Collaboration and Conflict Resolution

Even in self-managed teams, conflicts can arise. The manager's role here is to:

• Teach Conflict Resolution Skills: Equip the team with the skills to navigate disagreements constructively. This may involve training in mediation techniques or providing resources on effective communication.
• Facilitate Team Meetings: Guide team meetings to ensure productive discussions, efficient problem-solving, and collaborative decision-making. The manager should act as a facilitator, not a dictator, during these meetings.
• Mediate Disputes: If internal conflict resolution fails, the manager should step in to mediate and help the team find a resolution. The goal is to empower the team to solve their own problems but offer support when needed.

4. Remove Roadblocks and Provide Resources

Self-managed teams still rely on the organization's resources and support. The manager's role is to:

• Advocate for the Team: Act as a liaison between the team and other departments, securing necessary resources, approvals, and support.
• Identify and Remove Obstacles: Proactively identify potential roadblocks that could hinder the team's progress and work to remove them. This could involve addressing resource constraints, navigating bureaucratic processes, or securing additional support.
• Provide Training and Development: Invest in the team's professional development by providing opportunities for training, mentorship, and skill enhancement. This empowers them to take on more challenging tasks and expand their capabilities.

5. Measure and Celebrate Successes

Tracking progress and celebrating achievements is crucial for maintaining motivation and morale. The manager should:

• Establish Key Performance Indicators (KPIs): Work with the team to identify relevant KPIs that align with the team's goals. These KPIs should be tracked regularly to monitor progress.
• Recognize and Reward Achievements: Publicly acknowledge and celebrate the team's successes, both big and small. This reinforces positive behavior and motivates the team to continue striving for excellence.
• Conduct Performance Reviews: Conduct regular performance reviews, focusing on both individual and team accomplishments. This provides an opportunity for feedback, recognition, and goal setting. The focus should be on collaborative achievement and continuous improvement.

6. Promote Continuous Improvement and Learning

Self-managed teams should be constantly striving to improve their processes and performance. The manager can facilitate this by:

• Encouraging Feedback: Create a culture where feedback is actively solicited and valued. This can be done through regular team retrospectives, surveys, or one-on-one conversations.
• Implementing Lean Principles: Introduce Lean methodologies to streamline workflows, reduce waste, and enhance efficiency.
• Facilitating Experimentation: Encourage experimentation and innovation by providing a safe space for trying new approaches and learning from mistakes.
• Providing Access to Information and Knowledge: Ensure that the team has access to the information and resources they need to continually improve their performance.

7. Maintain External Relationships and Communication

While the team manages itself internally, the manager plays a crucial role in maintaining external relationships and communication. This involves:

• Representing the Team: Acting as a spokesperson for the team in meetings with senior management, clients, or other stakeholders.
• Communicating Progress Updates: Regularly communicating the team's progress and achievements to relevant stakeholders.
• Building and Maintaining Relationships: Developing and maintaining positive relationships with other departments and stakeholders to ensure smooth collaboration and access to necessary resources.

Challenges in Managing Self-Managed Teams

While the benefits of self-managed teams are significant, managers should be aware of potential challenges:

• Resistance to Change: Some team members or managers may resist the shift in roles and responsibilities. Addressing this requires clear communication, training, and demonstrating the benefits of the self-managed approach.
• Initial Inefficiency: It may take time for the team to find its rhythm and become fully self-sufficient. Patience and support are crucial during this transition phase.
• Conflict and Disagreements: Disagreements and conflicts are inevitable, even in well-functioning teams. Having clear processes for conflict resolution is essential.
• Lack of Accountability: If accountability is not clearly defined, some team members might shirk their responsibilities. This needs careful consideration during role definition and performance management.
• Overburdening Team Members: Team members might feel overwhelmed with additional responsibilities if the transition is not managed properly. This requires careful planning and potentially additional resources.

Conclusion: The Manager as a Catalyst for Success

Managing a self-managed team is not about relinquishing control; it's about empowering the team to take control. The manager's role evolves from a director to a facilitator, coach, and mentor. By fostering trust, providing clear direction, removing obstacles, and promoting continuous improvement, the manager acts as a catalyst for the team's success. The transition requires a shift in mindset and a commitment to developing new skills, but the rewards—increased team engagement, improved productivity, and enhanced innovation—are well worth the effort. A successful self-managed team is not a hands-off approach; it's a carefully orchestrated and supported environment where individuals thrive and contribute their best to collective success.