Management_Part 4

The most common kind of team is set up by management; for example, a work team with specific responsibilities and accountabilities for a specific function (say production or finance), a project work team set up to complete a specific project (and then disbanded), or a management team established to plan, implement, control and monitor progress and achievements across the organization.

An effective team leader encourages and supports team members to take responsibility for their own work.

Every team should have a short, clear team goal to enable team members to understand clearly the team’s reason for being.

Every team should know its key result areas as these are the activities that contribute most to team and organizational performance.

The purpose of a team performance plan is to determine goals and objectives that are clearly linked to organizational goals and objectives.

Expectation enables team leaders to establish a common understanding of the team’s purpose, roles, responsibilities and accountabilities.

If you do not feel committed or valuable to your team, or feel unable to change the team, you may be working in a negative communication climate or creating one yourself. In such a case, it may be a better option to leave the team.

Team cohesiveness is the level of common purpose and performance among members.

Listening, attending, reflecting and encouraging skills are used to increase understanding and focus on tasks, and maintain positive interactions and processes between the team and other stakeholders.

There are three general roles that help a team achieve its goals – task-related roles, maintenance-related roles, and functional roles.