How to Build an Achieving Team

By Eiman Raouf, EAS Senior Regulatory Consultant

Upon entering various organizations, scenarios often unfold where operational efficiency falls short. Quality lapses in production, a surge in customer grievances, or perpetual crisis management seem to be the norm rather than the exception. Conversations with technical teams unveil a paradox: highly knowledgeable individuals in food science grappling with persistent challenges. Yet, amidst these hurdles, lay simple solutions to alleviate their burdens and ensure smoother operations.

Throughout the career journey, encounters with leaders of varying calibers yield valuable lessons. Through extensive reading and formal education in management consulting, fundamental principles have been distilled that underscore effective leadership. The first principle emphasizes a leader’s legacy—ensuring a thriving business that evolves and improves even in their absence. The second principle underscores the importance of understanding one’s team—recognizing their backgrounds, passions, and limitations, and providing an environment conducive to their success and growth.

Delving deeper into the second principle, it becomes evident that many Food Scientist Managers/Directors ascend the ranks based on technical prowess rather than managerial acumen. Often, they inherit an authoritarian management style, characterized by a “do as they say” mentality. While this approach may yield short-term gains, its long-term repercussions include disengagement, eroded trust, and heightened turnover rates. Over time, these issues manifest into the persistent challenges mentioned earlier.

So, how do better leaders cultivate high-achieving teams? Trust emerges as a cornerstone; teams must rely on each other, free from the shackles of blame, to address challenges collaboratively. Blame, often a coping mechanism to evade personal accountability, corrodes trust and stifles innovation. However, accountability remains vital within a trusting environment—embracing mistakes and missed deadlines and proactively rectifying them fosters a culture of growth and resilience. Trust breeds reliability, honesty, and fortifies team dynamics, enabling them to navigate challenges with confidence.

Effective communication is indispensable for building an achieving team. Leaders should foster open and transparent communication channels, ensuring team members feel heard and understood. Regular team meetings, one-on-one check-ins, and constructive feedback sessions facilitate healthy communication within the team. Moreover, leaders should possess the acumen to navigate interpersonal dynamics effectively, resolve conflicts, and inspire trust and collaboration within the team. Encouraging the development of these skills among leaders and team members contributes to a more cohesive and resilient team.

Adam Grant’s “Give and Take” offers valuable insights into trust-building, advocating for a culture of generosity and reciprocity within organizations. By embodying these principles, leaders can cultivate environments where individuals thrive, collaboration flourishes, and teams achieve remarkable feats.

In essence, building an achieving team transcends technical prowess—it demands astute leadership grounded in empathy, trust, and accountability. By championing these principles, organizations can empower their teams to overcome obstacles, driving sustained success and fostering a culture of excellence.