Building Effective Teams And Teamwork, And Leading Positive Change

Assess the effectiveness of own organisation in measuring team performance against organisation goals and objectives

The four core competencies utilized in my group enabled a smooth outcome. My group applied communication giving each participant a moment to discuss his or her individual ideas to the group. I felt this gave each person a chance to share his or her thoughts while the rest of the group listened. This enabled an efficient

In team leadership, the Hill Model is stated by Northouse (2016) as “to simplify and clarify the complex nature of team leadership and to aid leadership decision making for team leaders and members” (p. 366). This model has several key concepts and practices that this paper will look at and exploit the aspect of influence and processes that people in a groups or teams interact and the force within the group acting to unit all the members or leadership functions. Whether traditional leadership of teams or groups with a formal leader or a self-directed group with no specific leader all benefit from an shared leadership with the attention and focus of all members on the groups process dynamics. This is more so the case in virtual teams benefiting from shared leadership. Team-based structures in organizations have several positive characteristics and are capable of increasing production, allocation and use of resources, effective on making decisions and problem solving, increased quality and services as well as, fluent innovation and creativity, as listed by Parker (as cited in Northhouse, 2016, p. 364).

1.1 Explain the importance of the team having a common sense of propose that supports the overall vision and strategy of the organisation

A team is a type of organizational group with independent members. They share common goals and work together to meet these goals (Northouse, 2016). The organization where I work has teams at various levels for maximizing the success. These teams include, core teams, coordinating teams, patient aligned care team (PACT), contingency teams, ancillary teams, support and administration teams (Veterans Health Administration [VHA], 2015). Some of these teams have interdepartmental members while others have intradepartmental staff. Successful teams have a concrete blueprint and that contributes to their effective functioning. There are several factors that affect these teams irrespective of the level. The factors comprise the presence of a clear task, separation from non-team members, authority, and stability. The factors like working conditions, team process and bridging the gaps are concerns for the executive level. The complexity of the task, individual skills and their diverse specializations affect the selection of the team members. The team’s meaningful interactions decide their success. Independent teams can help promote friendly competition within the organization and lead to better staff performance. An efficient leader can design and launch an effective team through careful planning and selection of the right members. He/she keeps the factors that affect the success of the team in mind when designing the teams. The patient care units

Reflecting on experience is an important capability for an individual to be able to move forward. As (SOURCE) said, “(CONTEXT”). Moreover, individuals ought to be able to work not only individually, but also to work together in a group. Working with other people, especially whom you have not known is not as easy as it seems. In fact, it is quite difficult to develop an effective team. Through this reflection essay on the group presentation that I did last Monday, I have become more aware of useful strategies to deal with issues and understand what could be improved for future presentations. Developing teamwork skills is am important benefit for me as future professional workers.

The single most important component associated with managing a successful organization, entails the empowerment of employees. People that are empowered are able to make smart decisions without always having to rely on authority, to point them in the right direction. Creating an empowered organization involves interest in the workplace; minimal absence from work, high retention rates; loyal and motivated team members; as well as efficient results and effective communication amongst team members. In the book, The Wonderful Wizard of Oz

Empowerment is a process that increases organizational power by including team working, sharing and solidarity. This relationship is based on trust which is considered as an output of empowerment. Empowerment deals with employees’ cognitive growth which enables them to control their fundamental behaviour towards their work environment. Implementation of empowerment is a holistic reorganization of the way a business thinks and does things (Page,

I chose Harvey for the linker/producer because of his capacity to be a “jack of all trades”. His prior experience in manufacturing and production made him an obvious candidate. Did my personal preference create an unconstructive outcome for the team?

In his article on the five big leadership ideas that he has summed over the years, Allio (2010) raises a few points that are relevant to a culturally diverse workplace when it comes to leadership, collaboration and team work.

Empowerment Coaching SOC 123 is quite the educational journey, I did not realize existed and thoroughly enjoyed taking. Reading Leadership Coaching by Tony Stoltzfus and Coaching Based Ministry by Tim Crosby and Mike McGervey taught me about coaching and what it means to really listen to others. There are many aspects involved in the coaching process. As I studied, both these books, I was learning foundational principles I would apply to my life now and carry throughout my life as building blocks to develop my coaching skills. In this paper, I will discuss my six foundational principles I would integrate into my own coaching practice.

284). Before an employee can begin to feel empowered, an open and safe environment must already be established. Employees must be given the freedom to make accountable decisions and encouragement to make these decisions. Some types of encouragement that can be provided to the employees are recognition, assured feedback, and guidance/support (Yoder-Wise, 2015). Empowered staff strive to obtain goals and provide quality service.

Empowerment is the best way to promote a good long-lasting employee-customer relationship (Fragoso, 1999). Empowerment can also bring certain benefits to employees of an organization. It makes the employees give more input to company improvements; it promotes higher productivity, and is a good balance between their personal and professional lives. It exercises employees’ minds to find better solutions to problems on the job and increases the employees’ potential for promotions and job satisfaction. It results in personal growth, feelings of confidence and control in themselves and their companies. It makes workers utilize their potentials and it enables them to stand behind their decisions, assume risks, participate and take actions. It is a win-win-win situation: customers benefit from employees, organization benefit from the employees and the customers, and employees benefit from higher confidence and self-esteem (Fragoso, 1999).

The retreat worked well for building teamwork and trust, but not on the practical side of business. They needed to learn how to address issues when they arise as well as

How do these strategies apply to a team that you are or have been a participating member?