Assignment

Build the Team

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Build the Team

Introduction

As established, the need to digitalize services in my organization is apparent. With the heightened sense of urgency linked to this change, building a team will make significant contributions. However, various factors ought to be considered to ascertain that the team built is effective and efficient (Kotter & Cohen, 2012). In correlation with the required change in my organization, this essay will establish how I intend to build my team by addressing ways to show enthusiasm and commitment so as to attract the right team players. It will also define significant ways to build trust and encourage teamwork within the team. Attributed to the significance of team structures and high engagement levels, these two aspects will also be addressed.

Discussion

How to build your team to address change in your organization?

In relation to the need to address change in my organization, I would ascertain that the team I build is diverse and inclusive. Through this, every staff member within the organization will be represented, and thus, it will be easier to convince everyone of the importance of implementing the defined change. With need to communicate the changes, I would also consider persons with effective communication skills. Including change leaders and managers within the team would also be beneficial throughout the transitioning process (Kotter & Cohen, 2012).

Additionally, I would analyze and assess everyone to screen and find the best fit for the team, which will include evaluating competencies significant for change practitioners. Upon the selection of qualified team members, I would identify the strengths and weaknesses of the team as a whole and work towards mitigating the weaknesses and using the strengths to facilitate the success of the team. Clearly defining roles and responsibilities of every team member with an aspect of dependency on each other will promote the formation of an effective team (Thirasak, 2019).

How to show enthusiasm and commitment to draw in the right team players

It is undeniable that communication plays a critical role in an organizational setting, particularly in attracting the right team players (Figgers, 2020). In correlation to this, I would show enthusiasm and commitment by respectfully, sincerely, and considerably communicating my ideas and expectations with everyone. Incorporating body language and silent messages when communicating will also be significant. In addition to this, making time for prospective team members will promote a sense of belonging within the organization (Engelland, 2018), through which everyone will want to be a part of team. I would also make the team’s vision clear, through which I would promote a sense of honesty and transparency.

Avoiding to get complacent will help establish a platform of commitment and engagement (Kotter & Cohen, 2012). Furthermore, properly interacting with employees will help build strong relationships and make relevant connections which will attract the right kinds of people to join the team. In this same context, it is important to connect with people’s interest to their work and incorporate their work goals and objectives to the team’s vision. It is critical to celebrate victories and appreciate persons who contributed toward the completion of a project (Figgers, 2020), including that of change implementation.

How to model trust and teamwork?

Trust and teamwork are strongly intertwined with the success and productivity of any team. While there are various ways to model trust and teamwork, I find leading by example to yield significant outcomes. It promotes a feeling of involvement among the team players, which is relevant for the organization (Engelland, 2018). Creating opportunities for social interactions by organizing training and team building activities will yield significant benefits in terms of promoting teamwork and enhancing team members’ skills (Thirasak, 2019). It is also beneficial to hold regular meetings and hold check-in rounds during the said meetings to check on the team members and how they are faring on in relation to meeting the team’s goals and objectives.

Another way I would model trust and teamwork is by emphasizing on the need to communicate openly, through which strong relationships will be established and team members will trust each other and compliantly work together. Giving team members autonomy is centrally placed in promoting teamwork and skill enhancement. With various factors affecting the performance of a team, it is imperative to address issues and conflicts within the team, which will not only promote teamwork and enhance trust, but will also mitigate problems. Besides, engaging team members in the decision-making and problem-solving processes ascertain that team members work together and trust each other (Engelland, 2018).

How to structure the team?

Structuring a team is essential as it promotes clarity and guidance concerning the contributions of the team members. Certain aspects of a team ought to be considered to facilitate the selection of an appropriate structure, including the quantity of team members and the sole purpose of the established team (Thirasak, 2019). In correlation with the development of the team to address change in my organization, I would structure the team by emphasizing on equality and self-governance. In this sense, every team member will be given the opportunity to participate and make contributions in making the team successful. Besides, this structure will enhance coordination and teamwork, through which the speed level for implementation of change will increase. While it creates a balance of leadership and management authority, this team structure promotes some level of confusion, which is not appropriate for change implementation. In this regard, I would ascertain that one team member has an authoritative position, which will help in providing guidance and shaping the path for the entire team.

How to inject energy into the group?

Energy within a group is defined by the engagement levels of each member and that of a team as a whole. In this regard, strategizing on ways that increase the engagement levels will be beneficial. One significant strategy is promoting a sense of competition among the team members (Figgers, 2020). Through this, every person will take part in activities since no one wants to be on the losing end. Giving team members the opportunity to take up positions and a voice in relation to the team activities and procedures will also enhance their engagement levels, and as such spruce up energy levels. Training and team building activities will not only help the team to come together as a unit, but will also promote increased energy levels (Engelland, 2018). Teamwork support the “divide and conquer” technique, through which team members will have to match the energy levels of top performers within the team. Providing essential tools and resources as well as incorporating technology will also yield significant benefits in relation to reviving a team and enhancing the energy levels of the team members.

Conclusion

It is undeniable that building an effective team requires a lot of work and is hectic. With the consideration of the need to digitalize services in my organization, building a team facilitates the implementation of change. While various strategies can be incorporated, effective communication skills and team building activities are centrally placed in team formation, particularly since they promote success. Regardless, there are other ways to significantly enhance the team’s performance, ranging from connecting with and building relationships with team players to integrating training and promoting leadership within the team.

References

Engelland, B. T. (2018). Team Building, Virtue, and Personal Flourishing in Organizations. In Personal Flourishing in Organizations (pp. 171-189). Springer, Cham.

Figgers, M. S. (2020). Characteristics of an Effective Team Player: Effective Team Players Make Winning Teams!. WestBow Press.

Kotter, J.P. & Cohen, D. S. (2012). The Heart of Change: Real-Life Stories of How People Change Their Organizations. Harvard Business Review.

Thirasak, V. (2019). Building an effective startup team. In International Conference on Advances in Business and Law (ICABL) (Vol. 3, No. 1, pp. 18-27).