¿Cómo puedes obtener retroalimentación sobre tus habilidades de trabajo en equipo?

Getting feedback on your teamwork skills can be a great asset when it comes to shaping your future. Therefore, it is important to start by approaching trusted colleagues or mentors you've worked with, requesting honest feedback on your collaboration style, strengths, and areas for improvement. Don't shy away from constructive criticism, embrace it as a chance to grow. Similarly, observe how others perceive your contributions in meetings or project discussions. Finally, reflect on your own experiences, analyzing specific teamwork situations where you felt successful or could have performed better.

I have found it helpful to utilize the tried and true "S.M.A.R.T." goals to initially brainstorm over identifying your goals: Specific - Make your goal specific and narrow Measurable - Make sure your goal and progress are measurable Achievable - Make sure you can accomplish your goal Relevant - Your goal should align with your values and long-term objectives Time Based - Set a realistic end date to clarify task prioritization and to motivate

Demandez des feedbacks à vos équipiers avec une question clé! Vous voulez progresser comme manager d'équipe, demandez de l'aide à vos équipiers. Posez-leur cette question "Si je devais améliorer UN seul domaine dans mon management d'équipe, et faire un petit progrès dans ce domaine, ce serait quoi ?" Vous verrez. C'est précis, pas agressif, léger et accessible à tous vos équipiers sans qu'il aient peur. Si plusieurs vous disent (par exemple) que vous pouvez - peut-être - devenir plus participatif dans la définition des tâches....c'est sans doute qu'il y a du vrai...:->

What specific tangible feedback are your targeting? Choose your target audience and brainstorm the most effective method to obtain feedback. Informal attrition level feedback from external vendors will differ from your project team, stakeholders and decision makers during and after the project lifecycle.

Simple really, ask in simple honest terms. Try not to use leading statements such as ‘what doesn’t worth for you’ as this may lead the respondent down a path they wouldn’t have typically taken. A simple ‘how is my team work working for you’? Yes, there is a supposition that it is working for them, if it turns out it’s not the respondent will tell you. Starting on a positive perspective is always preferable than a negative one.

Post project debriefs whether that be structured in-person or virtual meetings as well as online survey's are most effective when utilized appropriately. Examples: How would you rate the team's communication during the project? Can you share an example of effective teamwork you observed or participated in? Were there any conflicts, and if so, how were they resolved? What role did you play in contributing to the team's success? How well-defined were team members' roles and responsibilities? How did the team handle obstacles or challenges? What lessons did you learn about collaboration from this project?

In my experience, feedback is a selfless gift. It's an act of giving without expecting immediate returns. Understand that the person providing the feedback has taken the time to provide some level of input. Rely on facts instead or perception or emotion. These facts can be extremely helpful within a value stream - Decision making, process improvement, problem identification and resolution, transparency and accountability as well as the all important, customer satisfaction.

Use the constructive feedback to realign your approach, team dynamic, artifacts, process so that continuous improvement are constantly in play.