An effective team is comprised of individuals from across the organization who bring unique skills, experiences, perspectives and networks to the table: Their distinct views allow the team to see all sides of an issue and enable the most innovative ideas to emerge; their varied roles and titles give credibility to the change effort; and their enthusiasm helps push the campaign forward with the speed and momentum necessary for success.
The team must have the same purpose which needs to be set from the beginning. You must make sure it is clear to all members and you also need to remind them of their goal every once in a while to keep them in their toes all the time
You need a reward system for your guiding team. People need some incentives to inspire them to create new ideas. I hate to say this butfor the most part you will only acquire highly effective people if the price is right.
Having a Senior employee that you can rely on is really essential. Look for someone you trust completely.
Involve as many people as you can, at many levels and across many parts of the company, to enable them to fully understand the opportunities or issues that you are dealing with and help bring a better understanding of possible ways forward.
Communication is key!
Involve all employees from top to bottom and listen to their concerns
Develop new approaches to stir interest
The members must be diverse and have a great attitude. You must avoid those that are easily distracted for they might slow down the team. You must also look out for selfish individuals that have hidden intentions. And finally, avoid naysayers for they can easily limit the creativity of the team.
The team must be focused on knowledge production, flexible creativity and scalable processes for coordinating efforts, and this must all be supported by an infrastructure that values and rewards collaboration.
Senior leaders often fail to stay actively engaged with their guiding team after they form it. This is a mistake as ongoing senior leadership participation with the guiding coalition is essential to the success of a change effort. Without this ongoing participation, the guiding coalition is unable to counter the inevitable resistance to change that will occur from various organizational stakeholders.
The members must be credible enough so that other employees will trust them. This is a sign of leadership.
There should be diversity from the team to encourage creativity. The team should come from different backgrounds.
The team should be experts in their field.
Leadership skills must be present in every member. They will serve as a driver of your company so having this attribute is vital
Before you form a guiding team you must have a clear vision on what you like to achieve. Once your goal is set you can go ahead and choose the members.
They must be small enough to be easily handled and big enough to be effective.
It is important to note that the Guiding Team is formed prior to final decisions about the scope and scale of change are made – in fact, that is one of their key initial tasks. Even at an early stage, however, often some sense of the scope and scale starts to emerge and to be discussed. If it becomes apparent that the change will likely be contentious or perhaps result in job loss, you should discuss your early thinking with the HR.
As long as you have a strong leader you don't need a guiding team
This is waste of resources. Its just a fad soon this will be out of trend.
Look for people with strong positional power, broad expertise and high credibility.
Include HR, legal, property and finance managers
Create a sense of urgency for change among the company
Create a timetable for deadlines
A vision map will be helpful to keep track of progress
Keep track of time to ensure everyone is abreast with the goals
You have to consider the personalities of the employees you are going to be teamed with, because they may not get well together.
There should be an officer that really knows how to be with the employees very well!
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