Effective team leadership based on data – how it works

Selbstorganisierte Teams

What are data and analyses are used in team management needed?

Various problems can arise during teamwork. The causes of ineffective teamwork and low team performance are not easy to pinpoint. In addition to their own work, managers often have little time to devote to the development of the team. Trying out different leadership approaches can be time-consuming and frustrating. There is often a lack of an objective basis for decision-making. This leads to management measures being taken on instinct. Team and personnel development budgets are not used in a targeted manner where they can have an impact. The desired changes and results often fail to materialize, leading to great frustration.

Data and analyses provide answers to the following questions:

  • What drives my team members and what is important to them?
  • What kind of leadership does my team need?
  • What roles can everyone in the team play best?
  • How effective is the collaboration?
  • What works well? Where are there challenges?
  • What are the causes of the problems in collaboration?
  • What specific measures will best support my team in this challenge?

Team management software can act as a “translator for the team” and make important insights clear and usable for the manager. This strengthens personal responsibility and ensures that managers know what to do next at all times.

What are the top 3 effectiveness factors?

It is known from scientific literature that trust, empathy and the personal handling of conflicts have a major influence on team performance. Findings from our team database with data from over 1,100 teams confirm this: The higher the positive levels of the factors sensitivity, conflict and trust, the better the team performance.

As these three factors can significantly predict average team effectiveness, we would like to give you some examples of how you can work on the three effectiveness factors with your team.
with your team.

We will show you

  • which causes for a low level of the factors occur most frequently
  • which proven measures you can best use to strengthen the individual factors in your team

Top 3 effectiveness factors: Example trust

Strengthening trust in the team
Teams with a low level of trust are often characterized by the prevailing feeling that they cannot rely on each other. There is a lack of confidence in being able to say and ask anything that is important to the individual and to be who you are.

The three most common causes of low trust in a team (based on findings from the MONDAY.ROCKS team database):

  1. There are unresolved conflicts.
  2. There is a lack of information transparency.
  3. There is a lack of connection to others.

Here’s what you can do about it:

Encourage open communication. Encourage team members to speak up and talk openly about their thoughts, ideas and feelings. Make sure that everyone feels heard and respected. Create an atmosphere where everyone feels comfortable and can express their opinions without fear of judgment.

As a manager, it is important to set clear and consistent expectations for your team. Make sure everyone knows what they are responsible for and that they understand the steps they need to take to accomplish their tasks. This helps build trust as team members know they can rely on each other to get the job done.

Give regular and constructive feedback. This helps to create a culture of learning and development. It also boosts the morale and confidence of your team.

Top 3 effectiveness factors: Example conflict

Resolving conflicts in the team
Teams with a low level of the “conflict” factor have difficulties in resolving them constructively. Differences of opinion and displeasure are not discussed openly. The team does not always talk to each other, but sometimes also about each other.

The three most common causes of a challenge with conflict (based on findings from the MONDAY.ROCKS team database):

  1. Lack of practice in formulating criticism.
  2. Criticism is taken too personally.
  3. Resignation/ lack of belief that anything will change in conflict situations.

Here’s what you can do about it:

Have your team members agree to follow a set of rules when it comes to discussing difficult topics. This will help keep conversations constructive and focused on the issue at hand.

Encourage honest communication. Ask employees to express their opinions, feelings and needs clearly without attacking each other or holding back.

Practice active listening. When someone is speaking, make sure everyone else is really listening.

It is important to establish clear procedures and instructions so that everyone knows what to do in a given situation. This helps to avoid misunderstandings and creates a sense of accountability within the team.

Be aware of cultural differences. Respect the diversity of your team members and their different backgrounds. Make sure everyone feels comfortable and respected in the workplace.

Encourage feedback – preferably on a regular basis. This will help to identify and resolve potential issues before they become major conflicts.

Top 3 effectiveness factors: Example sensitivity

Strengthen the sensitivity of the team
Teams with a low level of sensitivity should work on their sensitivity to the wishes and concerns of various stakeholders and network partners. They do not always succeed in adapting optimally to the respective partners.

The three most common causes of low sensitivity (based on findings from the MONDAY.ROCKS team database):

  1. There is no time to systematically query stakeholder wishes and concerns.
  2. There is a lack of knowledge of your own stakeholders.
  3. There is a lack of variability in dealing with different characters.

Here’s what you can do about it:

It’s important to make sure all team members understand the instructions and procedures they are expected to follow when making decisions or resolving conflicts. Take the time to explain expectations in detail and provide examples.

Proactively develop a relationship with stakeholders by offering solutions or initiating conversations about potential problems.

Make sure you understand the needs and wants of your stakeholders. Be prepared to adapt your approach depending on who you are dealing with.

Delegate tasks: Assign each person an appropriate task based on their individual strengths and weaknesses. This allows for greater efficiency among team members.

Using data-based insights to make fast and reliable management decisions

Managers need meaningful data to better understand the individual needs of their teams. Team management software helps you to quickly and easily identify the potential of your employees and provides you with important leadership impulses so that you can react to challenges and opportunities at an early stage.

Wollen Sie mehr erfahren? Starten Sie jetzt Ihre kostenlose Demo.

Gerne bringen wir Ihnen MONDAY.ROCKS in einer persönlichen Demo näher, führen Sie durch die Funktionen der App und beantworten Ihre Fragen. Das dauert nur 25 Min. und ist völlig unverbindlich und kostenlos. Wir freuen uns darauf, Sie kennenzulernen!

Weitere Inhalte
Praxisnahe Tipps für Führungskräfte und HR-Professionals
Kostenlos anmelden
Shared Leadership PDF MONDAY.ROCKS
Die Power von Shared Leadership – Von geteilter Führung profitieren
Beitrag lesen


Praxisnahe Tipps für Führungskräfte und HR-Professionals

Jetzt anmelden


Die Power von Shared Leadership – Von geteilter Führung profitieren
Beitrag lesen →