Self-Directed Team: Part IV – The tools

If you are going to implement a change initiative that includes self-directed teams, you cannot ignore the training process that will be required. Now that you have selected those who are able to be self-directed, you must tell them what is expected. You can't just flip a switch and expect that these employees who have had someone telling them what to do will now be able to work independently. This requires training.

Training must include education on what the company considers the proper decision-making process. The decision-making process will differ from department to department, and from company to company. The decision-making processes that they used in other companies may not apply to the department or company that they are now part of. It is management's job to create clarity so that there is no misunderstanding about the expected results.

Your training must also include an explanation of the overall goals of the company, education on interpersonal relationship development, how to recognize and participate in a team, self-assessment of job performance, and problem solving processes.

In my next article I will discuss the other two tools that are necessary for a manager to develop to properly implement this type of change initiative. These tools are coaching and scaleable management. Should you need further information on any of the materials that I have presented, please feel free to post your request in the discussions area of my column.

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