The Three Ts of Committee Management
Posted on December 25, 2013
Managing a team of people is important to maximise your reach especially when your business requires individual attention. In many professions it is impossible for one individual to deal with multiple tasks simultaneously without involving a capable team.
This by no means is meant to over simplify the work of all the literature written before this blog; however meant to share what i’ve found useful in motivating the many teams i’ve worked in and\or lead. I’d define a committee as a small – medium group of people working together toward a common goal to achieve either a long term goal or a goal with minimal immediate cash gratification. Managing a committee a slightly different in my opinion from managing a group of workers who would be working primarily for a quick cash payout daily, weekly or monthly. In committees, many times individuals work together for the “greater good”. Examples of this include committees in banks which may be set up to host the Christmas festivities, small Charity Groups and so on.
I always ask myself, why do these people not just turn around and say.. well Ken F..orget you… I’d do something else. It seems pretty plausible as sometimes tasks are frustrating and their may be little personal ‘liking’ to me or my way of doing things. I’ve found however that during team building, bonds are formed and these bonds often times transcend the personal grievances of individuals and encourages a high performance. The latter may happen solely because of pride. Reputation is quite important, so when one interacts with his or her team and then has a task, most times this individual feels the need to maintain, or create a positive reputation by accomplishing this task. Apart from this, there will be the moment when the team leader is unavailable. The more team building the more likely it is for the team to work together without too much strain to the leader.
Because efficiency. Training is essential because at times you may have an excited team member however they may be struggling with their task. Sometimes doing a task such as selling tickets may be like jumping into an unfamiliar pool of water and forced to swim. If you don’t know how to swim in the first place, even the most heartfelt movements would yield minimal results compared to an individual who has been trained on the basics of swimming. Similarly it is important to apply the appropriate training, even if its a 20-30mins.
Adjustment to trends makes all the difference. Responding to feedback and adjusting a campaign meant the difference between success and failure. This can only be done if activities are systematically tracked. Tracking will also allow the manager to quickly share his or her attention where its most needed, or motivate those who most need that extra push.
At the end of the day, i’d always say the responsibility will always lie with the manager of said committee. If the committee members are not responding, then it is the managers fault for choosing non-responsive committee members. If they are responsive and interested but just lack motivation it is still the manager’s fault if results are not delivered. Either way, the three T’s should be applied consistently for best results.
An example of a team building lime I planned for my EEEmpire team.