High Performing Teams Analysis Report

Leadership- should reflect the team’s stage of development. Leaders should motivate, facilitate goal setting, educate and evaluate achievements.

Teams have become very common and effective since they have proven to be effective in areas as cost reduction, developing new and innovative products, and improving quality (Effective Human relation, 2008). Team development is supported, in fact, required by almost all managements today, but still it may take quite a long time for the members to learn the task and activities and to fit themselves in the particular environment. Team work may vary as the organization or company varies. Team work involves a lot of important aspects such as relationships, cooperation, learning, leadership etc. since a team works together in

Every group, team, or organization has a leader. That leader has to have certain qualities to be well respected and followed by his or her following. Not only does the leader have qualities and responsibilities to maintain but also the group’s members. Both the leader and individuals in the group must have respect, fear, and honesty among each other to be a productive group.

Leadership by the team leader, who has responsibility for the team, is critical for team

Leaders are most effective when they are able to attain cooperation among all the members and make them feel the purpose of doing their tasks. It is important for them to research on the characteristics of high performance teams so that they also have it as their standards in leading their people. Some of the important activities that a leader should be good at are persuading, communicating, and motivating people (Tracy, n.d.).

The features of effective team performance are set out in Brian Tuckman’s phases of team development theory, ‘Forming, Storming, Norming, Performing.’ This outlines the phases that a team will go through in order to become effective and reach maturity. At the ‘Forming’ stage of team development individual roles and responsibilities are unclear and each member of the team is concerned to avoid conflict with each other. From this point the team will go through the ‘Storming’ phase which is when they start to conflict as individuals put forward ideas which will be challenged by others in a bid to gain power and position over others. After this the ‘Norming’ phase follows and it is at this point that individual roles are defined and accepted

During the group work in the course it was apparent that a few traits stood out that would help a leader effectively lead the team. First, the leader must understand the project and be able to communicate that to the team members to improve commitment and ensure quality. Second, the team should have common goals as we set forth in our team charter. This provides measurable metrics which will help identify if the team is effective. Third, accountability is a priority from the very beginning. Everyone needs to know their part and the consequences if they are unable to meet the expectations set out by the group. Lastly, the leader must be able to create an environment of open communication to enable team members to give and receive feedback that will enhance the quality of the project.

Part of being a manager for a company is managing teams. These teams can be created for many different reasons and can have various goals put upon them. Companies want managers that are capable of constructing teams that can effectively meet goals and set standards. The four types of work teams most commonly found in organizations are: problem-solving, self-managed, cross-functional, and virtual. In completing the simulation for this course, I will use cross-functional work teams as a foundation for my investigation of effective team management.

The selection of a team leader is of key decision that can have a great impact on the overall success of a team. A good team leader should be able to build and maintain team morale, instilling confidence and trusting in other team members allowing them to work together to achieve the teams goals (Llopis, 2014). The ability to understand the stages of a team and provide the guidance to all members is essential. The stages of forming, storming, norming, performing and adjourning (Abudi, 2010) are a helpful framework for recognizing patterns during team conversations and the understanding that team development may not always be linear. The aptitude to walk the team through these stages and ensuring they understand the development of the team and why things are happening in certain ways is an important part of the self evaluation process. Having ways to identify when certain behavioral patterns are occurring and a way to then cause changes to the team behavior can help the team maximize its productivity.

Abstract: There are numerous definitions of leadership, all of which contain elements related to people (the leader and the follower(s)), communicating in person or by the written word, actions (organizing, directing, coaching, and/or motivating), and for a purpose (meeting a goal(s) or accomplishing a task(s)) (ADP 6-22) (Fisher 2015) (Bolden 2013) (Hogan 2005). Additionally, everything done occurs within a given context. Effective leaders are poised, proficient, pertinent, and practical in the application of the art of leadership. This means leaders are ready to engage the group with effective methods and

are key elements for success, openness and candor are tools, but must be done in a manner that

Team members who perform above expectations can also boost the performance of a team in a positive way. These team members can motivate others to increase there efforts also. This results in

The performance of a team depends not only on the motivation and skills of members, but also on how members are organized to use their skills. The design of work roles and the assignment of people to them determine how efficiently the team carries out its work. Performance will suffer if a team has talented people but they are given tasks for which their skills are irrelevant, or if the team uses a performance strategy that is not consistent with member skills.

Schools, organizations, and even family reunion forms teams. Children are taught at a young age to be team players and many parents engage their children in sports activity to learn this skill. Even children shows through the years consist of teams from Ninja Turtles, Avengers to the old school children shows such as Scooby Doo and Super Friends. These children shows typically provide kids lessons and hidden messages about team work and their victory against the villains. Organizations may not necessarily have to battle “villains” in order to be successful, but they do have obstacles to overcome to be able to work together. It is also important to have an initial understanding of the types of issues that a team face that prevents them from performing as a cohesive group. It starts with identifying the organizational vision, its goals before leaders identify the right employees for the job. Recruiting, attracting and retaining the right players may pose a challenge of its own; however, all can be done with the right planning. Socializing the team through the right team building activities will enhance the team’s relationship and understanding towards a cohesive relationship. Most importantly is to align the vision and employees’ objectives to provide employees the appropriate feedback for growth and success of the team. Feedback and performance measurement will also allow the leader to reward and recognize the team’s top performers. Appropriate reward and recognition

Building and leading a high performing team takes planning. In order to develop a successful team, a good leader must first have a reasonable and concrete expectation of the end goal as well as a solid understanding of the teams components. Once the team is formed, in order for the leader to successfully successfully guide his or her team, an environment of trust must be built, adequate resources must be supplied, timely feedback supplied, and positive reinforcement paired with recognition distributed. These are things that I learned along the way in my experiences as a manager in my various careers. I saw what worked for my managers, and what backfired. I tried to apply those in practice, and made many mistakes along the way. The keys are to determine what defines a high performing team, and to lead rather than direct.