Collaborative Climate

Mending the communication systems in the individual and team levels is crucial to averting escalation of conflicts (McLaughlin, Pearce, & Trenoweth, 2013). Furthermore, an active, two-way communication rhythm is essential to building trust-worthy relationships, avoiding and resolving conflicts, and cultivating a sense of teamwork. In the case, when both teams decided that they are willing to actively listen and take note of each other’s apprehensions, the floodgates to therapeutic communication were opened, which facilitated for a respectful and productive exchange of ideas. According to Yoder-Wise (2011), “trust is the basis by which leaders/managers facilitate the activities and the progress of the team” (p. 357). Effective communication and mutual trust also generate a better working environment, which successively result in staff retention and satisfaction. Therefore, if there is a clear and substantial communication among team members, then building and maintaining trust will more feasible, which will consequently lead to the realization of the team’s mission and

In Chapter 2, “Put it Together: Building Collaborative Teams,” the main topic is how teams are expected to produce results. When team members do not work well together the performance is hindered. Collaborative team’s environment is important for the team’s success in order to create a positive collaborative environment. Having a common purpose and goals by working together. Without a common goal, there is no team or ideas. The team discuss what goals are attainable and why the team exists. Each team member must express their commitment and come up with ideas to add to the individualized transition plan. Making sure to clarify the responsibly when action planning and learn what others do on the team. Figuring out ways to help each other

In collaboration, all parts of the team are working together to achieve the same mission. Collaboration builds espirit de corps, which is directly connected to mutual trust. Research shows that teams with a higher sense of espirit de corps trust each other more. They have a sense of comradeship. These teams know that each individual is going to pull their own weight and do what they need to do in order to accomplish a mission. This heightens teamwork, as team members are more inclined to collaborate with each other. A leader must also get to know their subordinates individually. When each person feels like their leader has their best interest in mind, this fosters a climate that develops mutual trust and shared understanding. Through all these concepts, the leader may establish a climate which continues the development of trust and understanding between leaders and subordinates produced through the distributive and collaborative leadership process.

All with differing skills and levels of experience, to allow a service to be provided efficiently and effectively. Each member of the team has a purpose and a function within that team, so the overall success depends on a functional interdependency. There is usually not as much room for conflict when working as a team. The team also does not rely on groupthink to arrive at its conclusions.

This fable was a great way to promote the importance of a team and its functions. This book had many highlights throughout the context and I would highly recommend it to leaders of a corporation or of that of a team like setting. This book offered many great implications of the model and how to use it in many diverse settings when trying to build and manage successful teams.

Strype et al (2014) have investigated how professionals in a collaborative team perceive collaboration. Through confirmatory factor analysis their work revealed a three-factor model of how interprofessional collaboration is perceived among team members. The factors in the study include: group climate, influence, and personal motivation. Their results show that the development of an interprofessional team should emphasize supportive group communications, an equal distribution of group influence, and finally, a personal value gained from being part of a collaborative team. Similar to the Readiness to Collaborate Scale, these authors have

While team dynamics and cohesion play a great role in the success of any team, we believe that external factors (situation, system) can profoundly affect behavior and performance. The importance of creating an environment that supports great people and encourages them to support one another so the whole is far greater than the sum of the parts is undermined by this statement. Even a great team can’t be guaranteed to fix a mediocre idea or come up with good ones every time. The system/environment have a big role in the success of a team.

Important team building strategies to consider are focused on giving team members a chance to get to know one another. Through understanding team member’s perceptions, differences, and priorities, insight can be gained to improve conflict resolutions (Moore et

Effective team’s consist of understanding perceptions of others and help motivate each other to continually work towards the common goal. Working towards a goal in a team usually does not run a straight course. In order to offset these issues that can come into play one may need to optimistically receive suggestions, abstain from narrow perceptions and outlook and trust on the team. Trust helps to

Communication is the key to success. A team without communication could never be successful. Communication is important because the group needs a clear goal and also they need to have shared objectives. For example, in football a defense needs to be on the same page; if two players on the defense are on different pages then the defense will not be successful. You need everyone to share the same objective in order to succeed, not just a few people but all as one. To ensure a team’s success, everyone on the team has to be accountable. Everyone has a job on the team to contribute to becoming successful as a whole. Also you need trust in order to become successful; you have to be able to trust in your team that they will give their all for the team.

Thirdly, our communication skills were better enhanced and we were able to build up on our synergy levels. In such an environment where communication is open and free-flowing, people were able to bring in new ideas, concepts and attitudes which benefitted the entire group. The problem with ineffective communication, especially where diverse groups are involved is that issues such as stereotyping are bound to crop up. This, in turn, caused team members to become increasingly self-conscious and often kept to themselves for fear of being judged. Much to it, the aspect of self-disclosure becomes almost elusive because no one is willing to step out of their comfort zone and steer a relevant discussion to the project at hand. In a scenario whereby team members are free to talk and express their ideas and feelings without being judged, the fear of revealing one’s true self is diminished tremendously (Peri et al., 2000). This is because such an environment fosters trust, values and ethics. Contrary to this, an environment that is characterized by prejudices and presumptions about others disintegrates this trust and often results to reduced productivity among the members. Cooperation and trust are two aspects that often determine the overall performance of a group. Where there is trust, team players become

Group climate consists of the overall sentiment that is displayed within a group. This includes the aspects of honesty, openness, consistency and respect according to “Teamwork” by Lefasto and Larson. When evaluating the characteristics of group climate in a team, the most prevalent component to examine is trust. Trust yields respect, acknowledgement, cohesiveness, a bridge between cultural differences and above all else, sensitivity to ideas being expressed so a consensus can be reached. However, as pointed out by “Teamwork”, trust is extremely fragile. If trust can be maintained and not breached, a team has defeated one of the few obstacles that inhibit the team from attaining their ultimate goal. This is because trust

In today’s complex and ever changing environment, organization continue to experiment with new forms of team development. Some of the most successful teams bring together employees with different talents and perspectives. In this research report, my aim is to have a clear and deep research on teamwork and how it affects businesses so that I can help Tina and Frank who is coming back from overseas to start their own business. Before could anybody start their business, it is very important to learn certain aspects. Team work is one among them. I have included some of the important information I collected through my research in order to help Tina and Frank succeed in their business.

Teamwork cannot be demanded. Everyone involved must discuss and understand what the goal is and what is required of them. Teams should have traits such as goals and objectives, empowerment, trust, authentic participation, innovation, creativity, risk taking and leadership. (Temme and Katzel, 1995)

Team-based organizations do not just happen naturally. In fact, many leaders struggle with building an effective team environment (Thiel, 2009). Therefore, it is important for leaders to explore the characteristics of successful team-based organizations. Gore’s most notable characteristics that contribute to achieving an effective team-based environment include shared leadership, empowerment, team commitments, a flat organizational structure, trust, and sponsors.