“food for thought!”
Managing The Team
I have to admit…. putting together the “RIGHT TEAM” can be stressful and sometimes a hassle. However, "if you plant sunflower seeds you will eventually get sunflowers!" The basic premise being: By planting a specific type of seed inevitably grows you a specific type of vegetation. When transcribing the parts of “what it takes to create a successful garden” into what it means to “Successfully Manage A Team,” would without question translate to mean:
“Arranging your personnel to the appropriate position’s, and tracking with them in the various segments of time, till everyone in the process is capable of achieving SUCCESSFUL Results!”
When constructing a Performance or Professional Team the, “Program Director,” A.K.A “Gardener,” must provide the basic components and proper tool requirements to establish a healthy foundation. When speaking from the MOST BASIC level of preparation for vegetation this would include: a surrounding environment/a proper plot, nutrient rich soil, type of seed, water, fertilizer, sunlight, and a little nurture. Level of Preparation & Guidance (The "Tool Side" of the trade) provides the potential possibility for growth of the stunning garden. The Head Director for a “Stage Performance Based Program,” band, percussion, color guard, choir, theatre, orchestra, & dance, all share identical developmental needs and job reference criteria to that of a Stunning Garden and Professional Gardener!
Both the garden and the human being exist as an organic item. From my observations of the world around me, I believe that the majority of us recognize that MOST organic items start off as something and are guided to eventually grow into something else. That growing into something else is dependent on a natural setup, the types of outside help provided along the way, and a mystic energy point that we’ve named persona/character to guide our way. Those basic approaches of constructing a "Team," performance based or professional, have EVERYTHING in common with starting and nurturing a garden. 5 Points that will help to ensure success to any type of “Program Head” are:
1.) – Own a clear picture to the "Standard of Director" you desire to be. To be viewed as a “Respected Program Head” one is expected to convey ALL curriculum, as well as critique, with respect, confidence, and the attitude of I believe in your ability to succeed through a challenge or trying time to each participant. To be considered the "Beloved Program Head" not only must one masterfully displays the earlier mentioned characteristics but in addition, allow the open visibility of personal reverence, humility & guidance from a limitation. As the old saying goes, "never bite off more than you can chew!"
Believe you me, experienced or not, a person can always see when you’ve taken TOO BIG of a bite! As Program Head, it is your primary responsibility to Clearly DEFINE appropriate and attainable levels of demand as well as their consequence for disrespect of the prescribed "Approach, Methodology or Pedagogy." You should keep an excited, and observing eye on selecting potential membership partly based on that individuals’ free willingness to base considerations from logical or clearly definable alternate viewpoint:
NOTE – “The main objective for construction, then successful management of any Performance Based Team, is the Successful Achievement In Being Capable of Manifesting Product EXCELLENCE!”
2.) – Once selections for the prospective “Team Members” are finalized, make sure to always engage the team with Timely & Encouraging yet Constructive Critique. The successful conveyance of this approach will present to the group a "Trustworthy & Competent Leader." Through out the years many "Head Directors & Instructors” have made the mistake, not only with the professionals but also with the students and parents, of “Directing” with too friendly or a too overly sociable nature.
Approaching the younger or less experienced team with an overly friendly demeanor only secures the view to a participating individual of “ME” rather than “WE” mentality in the ensemble
To cultivate a healthy progression in the growth of a “Stage Performance Organization,” the leader should consistently communicate ANY & ALL curriculum, instructions, and reactions of encouragement or critiques with a "Respectful & Straight Forward Demeanor;” and should imply a Truthful and Empathetic Tone to the participants at whenever.
Blurring the lines of "Team Member Role," at any time, is a bomb waiting to take a team OUT!! Please keep in mind, that even though the experienced emotion is So SIGNIFICANTLY IMPORTANT to a human being, only Unified Approach & Implementation of The Approach, yield the reality of “Successful Achievement” with “EXCELLENCE” when working to receive credit as a group. Successful Results rarely come to fruition unless a prescribed process is successfully followed through with. The NEEDS of the process, will ALWAYS out way the personal NEEDS of the individual. This is a common truth that anyone who chooses to be or is selected to be part of a group MUST accept!
3.) – Track with your professionals by keeping a daily communication on what is going on. It would benefit the working relationship to offer variety in how you pose your communication. Sometimes the head should be first in volunteering how they are approaching a specific part of a process and sometimes the head should ask a “Team Member” how they are approaching a specific part of the process. The “Head” should be extra watchful of enacting this approach with staff members who successfully demonstrate efficient and effective results from how they are approaching a process. Interacting this way conveys to your professional that their knowledge & perspective has value. This will ensure a sense of loyalty and allegiance to the “Team” and you as the “Head of The Program.” It will also motivate greater productivity when engaged in problem solving or brainstorming sessions.
4.) – Even after I said, "keep it Professional," schedule a few social events through out the year. You should look at these moments as team building or bonding events, and a time where your “Team Members” have the opportunity to infuse their unique personas into their professional identity. Offering another healthy way of ensuring the want for longevity with the team.
&
5.) – Always remember, whenever earned, to show “Appreciation” for the time, conviction, and efforts presented by the “Team Members!” This point is CRITICAL! It is the fertilizer that motivates the professional to be better!
“Appreciation is a wonderful thing: It makes what is excellent in others belong to us as well!”
--- Voltaire
Author – Randy Phillips