Here's how you can optimize your team restructuring for improved performance.

Optimizing Team Restructuring for Improved Performance Assess Skills and Roles: Evaluate team members' strengths and align roles accordingly. Clear Objectives: Set clear goals and expectations for the restructured team. Effective Communication: Maintain open lines of communication to ensure everyone is on the same page. Provide Training: Offer necessary training to support new roles and responsibilities. Monitor Progress: Regularly review performance and make adjustments as needed. By following these steps, you can optimize your team restructuring to enhance overall performance.

Reestructurar es cambiar: 1) A los participantes o 2) Los roles, las tareas o los lugares físicos. Esos cambios requieren objetivos que no están siendo alcanzados. Muchas veces se debe a un liderazgo no efectivo. Brindar capacitaciones también es una forma de reestructurar. Desde la mirada sistémica conviene tener en cuenta la antigüedad, las capacidades y las actitudes para cambiar posiciones o funciones. En caso de nuevos participantes requerirán tiempo para adaptarse a sus funciones y considerar a personas específicas para las nuevas tareas y la mentoría circunstancial. Promover la colaboración y la comunicación para un funcionamiento productivo. Pasado un período brindar los feedbacks de forma constructiva, fortaleciendo las relaciones.

When optimizing team restructuring for improved performance, the first step is to define clear, actionable goals. Establishing specific objectives provides a roadmap for the restructuring process and ensures everyone understands the desired outcomes. These goals should align with the organization's broader mission and vision, addressing both short-term and long-term needs. Setting measurable targets allows you to track progress and make necessary adjustments. Involve key stakeholders in goal-setting to foster buy-in and ensure that the goals are realistic and achievable. Clear goals give your team direction, focus, and a shared purpose, which are essential for improving performance.

Once goals are defined, the next step is strategic planning. A well-thought-out plan considers the current team dynamics, individual strengths, and potential challenges. Analyze the skills and competencies needed to achieve the set goals, and determine whether existing team members possess these or if new talent is required. Create a timeline for the restructuring process, including key milestones and deadlines. Allocate resources efficiently and ensure there is a support system in place for the transition period. A strategic plan acts as a blueprint, guiding the restructuring efforts and helping to mitigate risks, thereby setting the stage for improved team performance.

Effective communication is crucial during team restructuring. Clearly articulate the reasons behind the restructuring, the goals to be achieved, and the expected benefits. Transparency helps to build trust and reduce anxiety among team members. Regular updates on the progress and any changes to the plan keep everyone informed and engaged. Encourage open dialogue and provide channels for team members to express their concerns and suggestions. Clear communication ensures that everyone is on the same page and fosters a collaborative environment. When team members understand the vision and their role in it, they are more likely to commit to the restructuring process and work towards improved performance.

Regardless of what kind of restructuring you're doing, make sure that you analyze thoroughly before making a decision. For example, If you are shifting the hierarchy, be sure to analyze the leadership potential/skills of you senior coaches.

I believe "the right person sits in the right chair." Restructuring, then, becomes a strategic effort to ensure that fit. It's a corrective action to rearrange team members' tasks or scope of work, especially when something isn't right and needs fixing. However, to minimize disruption and foster growth, careful thoughtful considerations are crucial. Team members need sufficient time to learn, grow, and excel. Restructuring shouldn't just address problems; it should be an opportunity for employees to develop new skills and take on more challenging tasks. Provide training and support to help team members adapt to their new roles and responsibilities. By doing so, you ensure they can truly "sit in the right chair" and contribute their best.

Consider doing a team wide Job Crafting activity. This is a tool from Positive Psychology where the people on the team recognize each individuals strengths and skills as well as map the needs and essential tasks of the team. Together they craft roles that allow for each person's strengths, interests, values, and skills to shine while also being sure the work gets done. And, for those tasks no one really wants to do? At least everyone on the team appreciates whose got them and can express their value and support.