No matter how brilliant those on your team are, they will fail without someone on the team accepting a "doctor" role—identifying and removing each team-player's pains—all obstacles to their success.
Kevin said to me last week...
"At first, I was a little concerned about these monthly one-on-ones you have with your staff. I thought having an open-door policy was enough. If someone had something to say, they would let management know. We shouldn't have to ask.
However, considering the good our new break room has brought, I've changed my mind. Maybe one-on-ones do improve communication. Maybe they are not a waste of time after all."
If everyone had outgoing personalities, Kevin's original perspective would have been dead on. The problem lies with those folks who keep their pains to themselves.
Those pains will eventually hurt enough to prompt them to look for another job—or to share the pain only with peers, causing a decrease in team morale.
If a manager identifies the pains early, he make me able to correct the problem, and that person will continue to support the team.
My friend, Lisa Haneberg, touched on this in her blog today...
"I have a pal who is very conservative when it comes to being assertive about her hopes, dreams, and wishes. She does not want to be a bother and feels a bit selfish to ask (I am not putting words in her mouth, we have talked about this).
Every now and then, I put myself in her shoes and share what I think she would ask if she had the courage. I have been right, I offer the help, she says "yes" and things surge forward for her a bit. You have a friend like this too and you can do the same."
Give those on your team a forum to describe obstacles privately, as well as in a team environment.
If your team is happy, your team will be more productive, and team happiness begins with the happiness of the individuals on your team.
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