The quarterly publication of the International Legal Technology Association
Issue link: https://epubs.iltanet.org/i/43128
BEST PRACTICES could be improved in that area. Be sure each team member has a chance to be heard; your team's effectiveness will benefit from diverse opinions and ideas. Your efforts to build consensus for the chosen path will develop good ideas into great action plans, and you will gain buy-in and commitment from the members of the team. • Don't be an obstacle. As the leader, you already have a full plate, so don't be overly hands-on, and focus on your leadership role. You won't be able to deliver in a timely manner if you take on too many of the team's tasks yourself — and you will likely inhibit your team's ability to complete projects, as well as their opportunities for growth, development, and pride in ownership. • Deal with conflict on the team head-on. Avoid at all costs allowing you direct every detail of how they complete their duties? How will they stay engaged and satisfied in their work if they have no say in how it's done? If they believe you will second-guess and criticize every step they take, they will become paralyzed, afraid to move forward. Do coach, offer advice, share your good ideas — but make clear whenever possible that, while you are responsible for setting direction and determining the results that need to be achieved, the final decision about how to achieve those results is up to each personally accountable member of your team. WHAT? NO ROCK CLIMBING? You may be wondering why an article about teambuilding "personality conflicts" to develop into back-stabbing or talking behind backs — unresolved conflicts will ultimately destroy a team and its effectiveness. If one team member complains to you about another, offer coaching for how she might take responsibility for addressing the issue. DOE is a great tool to offer when you coach conflict resolution. It stands for: Describe the event. Own your feelings. Encourage discussion. For example, "This morning when we were trouble-shooting the software problem, you took the mouse right out of my hand and started doing things; I had no idea what they were. I felt disrespected and as if my expertise had been discounted. Another time, would you be willing to explain to me why you think I'm going the wrong direction, and why you think a different approach would be better?" If the problem continues, help the team members reach "Your efforts to build consensus for the chosen path will develop good ideas into great action plans." doesn't mention the usual team-building activities, such as rock climbing and tug-of- war. I have been a member of excellent teams, both as leader and follower. While we've shared a meal from time to time and an occasional outing for bowling or pool, those events work because we've already bonded as a team — and we didn't get there by building a boat out of toothpicks. When a good leader sets the proper tone, the greatest teams build themselves organically. In my own experience, excellent teamwork is marvelously circular: Teambuilding occurs when a group of people work together to achieve a common goal, and we can do that because we have built a highly effective team. ILTA a resolution together by facilitating a direct discussion. You will be the mediator, but they will be accountable for solving the problem. It's certin the situation won't improve if you react to someone's accusation without considering that there are two sides to every story. • Do NOT micromanage. You may know how to do the task for which a team member is responsible. You may have held the same job at one time, and you may have done it really well. But how will the members of your team become personally accountable if 12 www.iltanet.org Peer to Peer region of the year Shirley Crow is the Chief Information Officer at Farella Braun & Martel LLP. She has been involved in legal technology management since 1989 and an active ILTA volunteer since 1999. Shirley was elected to ILTA's Board of Directors in 2011 and served as Regional Vice President for the South Pacific Region (winner of ILTA's 2010 and 2011 Region of the Year award) from 2005 to 2011. She can be reached at scrow@fbm.com.