Developing Teams And Teamwork In The Real World

Developing Teams And Teamwork In The Real World

One of the following five categories can be applied to teams:

A group of people
An embryonic team
A growing team
A well-established team
High-performance teams
How can you make a group of people into a high-performing team?

Step 1 – Organizational alignment

Organizational alignment is the first step. First, align the enterprise before you can align people. This means that the enterprise must be able to match the needs of the market with the capabilities of its employees. An organizational goal is also necessary – one that all employees can relate to. This will allow you to begin aligning your employees. This will make you a success.

Everyone will be able to see where the organization is right now
Everybody will be able to understand the destination as well as the journey
Everyone will be able to see their part in reaching that goal.
It is challenging to expect teams to align if the organization isn’t aligned at a macro-level.

Step 2 – Teams serve a purpose, but not the end in and of themselves.

After the Second World War ended, research focused on teams. Their primary purpose was to improve the work-life of their members. The result was improved organizational performance. It’s now the reverse. Groups are primarily viewed as having an improved organizational performance. The spin-off is a better quality of work-life. Below is the changing emphasis on teams. This is a continuation of the one from Lawrence Holpp’s “Managing Teams”:

The shift in emphasis on teams:

Argument: From – To themselves and their quality of work-life – to – To an end and the organizational performance
The focus: Operational – to Strategic and Operational
Scope: To help employees and get along better, to improve organizational alignment and work performance.
Measuring effectiveness: How do we feel? – To – Are we achieving our goals?
Training: From team building, interpersonal skills, personal development – to – Team skills, quality tools, and problem-solving tools, communication skills, and process skills
Performance appraisal: Individual, team, and individual
Lifespan: Temporary to Permanent
Culture: From Elitist to – How we do things around here
It is crucial that you believe that your team is the key to meeting performance challenges in your organization.

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Step 3: Start with the basics, team purpose, and goals.

Eight major headings can be used to categorize the effectiveness of teams:

Goals and team purpose
Structure of a team
Team accountability
Team development
Interpersonal relationships
Team culture
Relationships with external parties
Organizational culture
These eight factors are organized in a hierarchy. The first six factors measure the effectiveness of the team’s internal functioning, while the seventh examines the relationship between the group and other units. The final examines the organization’s culture towards team development. Is executive management supportive of team development by its actions, or is it just lip-service to the idea?

The essential requirement for team building is that all members agree on a common goal – what has the team been created to accomplish? This could be customer service, new product development, or managing a supply network. Whatever the purpose, it is an activity. The goal, on the other hand, is an outcome – it’s the way to measure how effective the purpose of the group has been achieved. The purpose of the team and the goal must be aligned with the purpose and intent of the organization.

Step 4 – Team structure and accountability.

Next is team structure. Each member must be able to clearly understand their role and that of others. It is essential that the ground rules of the team are established. These must include who does what, how often meetings will be held, and what the members should expect.

Every team should have a leader, who should be a member of the team. Just like the rest of the group, the leader should be doing “real” work and not acting as a supervisor. They are not allowed to play in sports teams, and they don’t work in-office ones.

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Team development is more about technical, process, and communications skills than interpersonal skills or personal growth.

While interpersonal skills and creating a positive culture in the team are essential, it is necessary to establish and foster the foundations of team performance. How can interpersonal skills be developed in the proper context?

Step 5: Embed your teams in your organization.

If team development is viewed as a separate program that is conducted in tandem with the main program for implementing organizational strategies, it will always remain vulnerable to budgetary constraints and organizational changes. This program is seen as an end-all and not a necessity. When teams are created to achieve clear performance goals, and when they become the building blocks of an organizational structure, there is a convergence where team and organization goals meet. Teamwork and teams are accepted as the “way we do things around here” because they are considered a means to an end.

Step 6 – Assess team effectiveness.

How long does it take for a group of people to become a high-performing team? It is unlikely that you will ever be part of a high-performance team that meets all criteria. This is the bad news. The good news is that almost all sections should be capable of achieving “high-performance team” status. This should allow the team to reach its performance goals and create a pleasant environment to work in. You have to put in the effort by following the “plan, implement. measure. adapt” cycle. The old saying “You cannot manage what is not measured” applies to teamwork and development as well as to other aspects of life.

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