As working professionals, we would be hard pressed to find jobs that don’t require some form of teamwork. Instead, working on teams — both large and small — has become an integral part of workplace culture. And while some of us find it easy to be a strong team member, for others — such as introverts — it can be a struggle. Thankfully, being a strong team member just takes practice. Here are a few ways to stand out as a valued member of any team.
Join the Team
You’ll never become a strong team member if you’re not actually on a team. To gain some experience, volunteer to join a team that’s looking for new members. If you are placed on a team, look at it as an opportunity instead of something to dread. In addition to learning a lot, by working on a team you can connect with colleagues you might not work with otherwise. Be positive about joining any team, and your team members will see your enthusiasm and respond in kind.
Listen, Listen, Listen
Listening sounds easy, but are you actively listening when other team members talk? Actively listening allows you to show your colleagues that you are invested and interested in hearing their perspectives. Make sure that you are focusing on what your team members are saying, and allowing them to fully express themselves before adding your own thoughts. Active listening may be easier for introverts, as many prefer to sit back and let others talk while they formulate their own thoughts.
Communicate
Strong team members are good communicators. That doesn’t mean you need to keep talking — it means that you bring thoughtful, productive ideas and suggestions to meetings. Communicating outside meetings is also important. Follow up with team members when you say you will, ask for clarification or help when you need it, and provide updates for the work you are responsible for so team members don’t need to ask about your progress. Because there are so many different means of communication, this is another area where introverts can excel. Introverts are typically more comfortable with written communications, so sending progress emails, communicating via interoffice apps like Slack and WebEx Team, and providing written work are all ways that introverts can be strong communicators, and strong team members.
Connect With Team Members Beyond the Work
While you should always remain professional, you may find it helpful to connect with your team members on subjects beyond specific assigned tasks. Getting to know individuals as people can be hugely beneficial in forging strong relationships that make working together much smoother. Introverts can excel in this space as well, since most prefer one-on-one interactions to large group settings. Get coffee with one or two team members at a time, find common ground, and share more about who you are. Ask your colleagues to do the same. These exchanges will create the foundation for a strong working relationship, making everyone more comfortable and willing to work together.
Ask for Feedback
We’re always learning, so don’t be afraid to ask your team members for feedback. Is what you are doing helpful? Is there something you could be doing differently? While this conversation may be uncomfortable, your teammates will appreciate that you value their opinion and want to be more effective. It will also provide you with feedback you can use to become a strong(er) team member.
Being (or becoming) a strong team member is something that takes both time and a willingness on your part to step up. As you spend more time on various teams, you’ll have the opportunity to sit in different roles and hone different skills. Even if teamwork isn’t your forte, it’s an opportunity to connect with colleagues, strengthen existing skills, and develop new ones. Being a strong team member requires dedication and practice. If you commit to really being involved with the team and are excited about what you can learn and contribute, there’s a good chance you’ll be a strong team member before you know it!
Alexa Panza
On Topic
Adam Leggett is the Alaska Native Program Manager for Stantec. He is Dena’ina Athabascan and an enrolled member of the Native Village of Eklutna (NVE), where he serves as treasurer on the Tribal Council. Leggett is a U.S. Navy veteran and has more than 14 years of experience working for a variety of Alaska businesses, including oil and gas companies and Alaska Native businesses. Leggett serves on several other government and non-profit boards, including the AISES Corporate Advisory Council.
What makes an effective team?
An effective team is made up of individuals all working toward a shared goal. Successful teams have members who bring diverse knowledge, skills, and abilities, but also work collaboratively toward a unified vision. Team members should have clearly defined roles supplemented with strong and dependable leadership. Establishing an environment that permits clear communication and trust among team members is crucial for working through any issues that may arise.
What are the key characteristics of a great team player?
Great team players understand their strengths and weaknesses and adapt accordingly based on their team role. Great team players can put the team’s needs above their own self-interests and go the extra mile to ensure team success. Great listening and communication skills are a necessity, and strong team members actively participate in discussions, share information openly, and encourage others to do the same. These team players are reliable, flexible, and focused on group success over individual accolades.
How can team members best promote their strengths within a team?
Individuals promote their strengths by openly communicating (not only about their own successes but about their own weaknesses as well), while providing mentorship and guidance to other team members. From a tactical standpoint, team members can identify their strengths through assessment tools or informal discussions by answering the fundamental question, “What excites or energizes me when performing tasks?”
Why is it important to show appreciation for a colleague’s work?
It’s imperative to show appreciation to ensure that colleagues feel recognized for the effort they put into daily tasks. While each individual team member takes feedback differently, showing appreciation is often most effective when done face-to-face and in front of other team members (making it feel personal). Sharing appreciation builds a culture of trust, hard work, and camaraderie, while providing guidance on what is most effective.
How should a team member provide constructive feedback?
Providing constructive feedback requires the right tone and right location. It’s healthy to provide face-to-face feedback (as situations permit) and to remain optimistic. Simply pointing out flaws — without identifying areas of strength or growth — can be dejecting to certain team members, leading to defensiveness. It’s imperative to be clear and specific as it relates to feedback and to focus on tangible behavior rather than implicit personality traits. Great leaders help team members grow personally and provide digestible feedback that can be measured.
All team members have the same objective, but experience, time, and other factors can waylay progress. When should you go beyond your designated role?
When you notice that another team member may be struggling with a task and could use mentorship and guidance, it’s time to step in. Great leaders approach the situation with a collaborative mindset, partnering with individuals to enrich their efforts, rather than taking over the task entirely.
What’s the best approach for helping a team member meet a goal?
Regular communication is essential. Having a clear understanding of goals and breaking those goals into smaller tasks (with measurable performance indicators), is a great way to gauge progress. Once tasks have been identified, effective team leaders check in regularly and develop a system for reporting regularly on progress.
How often should a team check in?
There is no defined standard. Team meetings should be dictated by the urgency, scope, and magnitude of the project, as well as project deadlines. Projects with very tight turnaround times may require daily check-ins, while projects with multiyear deadlines may require check-ins on a weekly or even monthly basis. Meeting times should be established often enough to keep the team’s rhythm moving forward at a steady pace but not so often that productivity is impeded.
What’s the downside when a team member operates in a silo?
Having a team member living in a silo can be very damaging. When members operate in a silo, they often are performing redundant and unneeded work that could have been accomplished much more efficiently and effectively in collaboration with partners. Siloed work often slows down the overall work of the team and leads to poor decision making and a lower team morale.
