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This is the second part of a series examining the application of Peter Hawkins 5 Components of Teams. In each of the articles, I will look at each of the following.
• Commission: Why are we here and who cares?
• Clarifying: So what exactly is this team? …
• Co-creation: How are we going to work together to make this happen?
• Connecting: Spreading enthusiasm and message beyond the island of the team.
• Core Learning: How doe we grow and learn collectively?
Part 4: Connecting – Spreading Enthusiasm and Message Beyond the Island of the Team
In Peter Hawkins’ model of systemic team coaching, Connecting refers to how teams extend their influence and message beyond their immediate boundaries. It’s not enough for a team to operate well internally—they also need to spread their ideas, enthusiasm, and impact to the broader organization and beyond. How effectively a team connects with external stakeholders, other teams, and departments determines how well their efforts contribute to the larger system they are part of.
Understanding Connecting
Connecting is about building relationships, communicating effectively, and ensuring that the team’s message resonates beyond the team itself. High-performing teams don’t operate in isolation—they actively engage with other parts of the organization, ensuring alignment and shared understanding. This component emphasizes the importance of cross-functional collaboration, stakeholder engagement, and external influence.
Tools & Reflections for Effective Connection
1. StrengthsFinder or Insights Discovery
Understanding each team member’s unique strengths and communication styles is essential for connecting both within the team and with external stakeholders. Tools like StrengthsFinder or Insights Discovery can help uncover how individuals contribute to the team and how their communication styles impact others. This self-awareness helps the team leverage each member’s strengths for external engagement, ensuring that the right people are communicating with the right audiences.
2. Action Learning
Action Learning is a collaborative problem-solving approach that encourages teams to continuously learn and adapt while solving real challenges. By integrating learning into their everyday interactions, teams become more agile and better equipped to handle complex problems involving external stakeholders. This tool helps teams maintain momentum and enthusiasm when engaging with other parts of the organization.
3. Stakeholder Engagement
Teams often have multiple external stakeholders with varying needs and expectations. One effective tool is to symbolically use a “stakeholder chair” during discussions, ensuring that the perspectives of important external parties are always considered. This practice reminds the team to step outside their immediate focus and think about the broader impact of their work on clients, partners, and other departments.
4. Communications Tree
A Communications Tree is a visual map that outlines how information will flow from the team to other parts of the organization and external stakeholders. It helps ensure that messages are communicated clearly, consistently, and to the right audiences. This tool is particularly useful in complex organizations where multiple departments and stakeholders need to stay informed.
Challenges in Connecting
As valuable as connecting is, teams often face several hurdles when trying to communicate beyond their own “island.” Some of the common challenges include:
1. Silos and Fragmented Communication
One of the biggest barriers to effective connection is the existence of silos—when departments or teams operate independently and fail to share critical information. This can result in fragmented communication and a lack of alignment between the team and the broader organization.
Suggested Approach: Teams can use cross-functional working groups or set up regular inter-departmental meetings to break down silos. Clear communication plans should be developed to ensure consistent messaging and to keep all stakeholders informed.
2. Diverse Stakeholder Needs
Teams often struggle to balance the different priorities and expectations of their external stakeholders. What’s important to one stakeholder group may not be relevant to another, leading to confusion or misalignment.
Suggested Approach: Stakeholder mapping is a useful tool for identifying the key players and their priorities. It helps the team develop tailored communication strategies that address the specific concerns of each group while maintaining the team’s overall message. Regular check-ins with stakeholders ensure that the team remains aligned with their needs.
3. Partial Engagement
Not all team members may be equally enthusiastic or coachable, which can create friction when the team needs to spread its message. Lack of engagement from some members can undermine the team’s external communication efforts, leading to inconsistent or fragmented messaging.
Suggested Approach: Teams can combat this by encouraging a culture of open dialogue and inclusion. Use appreciative inquiry to focus on what each team member does well and how they can contribute to the external messaging process. Teams should also use psychological safety tools to create an environment where all members feel comfortable expressing their thoughts and participating in the team’s communication efforts.
Suggested Approaches to Enhance Connecting
Regular Stakeholder Touchpoints: Establish regular meetings or communication loops with key stakeholders to ensure they are consistently informed and aligned with the team’s direction. These meetings should be structured around key updates, feedback, and addressing any emerging issues.
Cross-Team Collaboration: Encourage collaboration between departments through joint initiatives, task forces, or shared projects. This fosters better communication and reduces the risk of working in silos. Cross-functional teams also increase the team’s visibility and engagement across the organization.
Storytelling Workshops: Training teams in storytelling can significantly enhance how they connect with external audiences. Storytelling humanizes the team’s work, making it easier for others to relate to their mission and goals. Stories can create a stronger emotional connection, making the team’s message more memorable and impactful.
Final Thoughts
Connecting the team to the wider organization and external stakeholders is critical for sustained success. By leveraging tools like StrengthsFinder, stakeholder engagement, and action learning, teams can ensure their message resonates beyond their own confines. However, challenges such as silos, diverse stakeholder needs, and partial engagement must be addressed through clear communication strategies, regular touchpoints, and a focus on inclusion and participation.
Ultimately, connection is about building relationships, spreading enthusiasm, and aligning with broader organizational goals. When teams can effectively connect, they become stronger advocates for their own mission and more valuable contributors to the organization as a whole.
Stay tuned for the final article in this series, where we explore Core Learning: How teams grow and learn collectively for sustained success.
#leadership #teamwork #teamcoaching #peterhawkins #organizationaldevelopment #communication #stakeholderengagement #systemicteamcoaching
