Final Powerpoint
rhoemo
team_development_model.pptxTEAM-DEVELOPMENT MODEL
Horace Dillard
HRM345: Building Effective Teams
Colorado Technical
July 25, 2015
Preparing the team to work together
Train the members on how to work together as a team
Design activities that will bring the team members together and help them know each other.
Build good relationship and trust among the team members.
Teach the team members about different styles of working together and conflict resolution skills.
Every team goes through a series of developmental stages as they set out to accomplish a particular task. Working in a team needs good planning and a lot of preparation in order to successfully accomplish a particular project or task . As a team leader, it is very important to prepare the team to work together before they embark on a particular task. The first thing I will do is to train the team members on the importance of teamwork and how to work together as a group. I will start by explaining the task ahead of them and make it clear to each team member that they are expected to work together to successfully finish the task. I will design and put in place activities that will help them to get to know each other so that they can learn to accommodate each other before they start working. I will build trust and good relationship among the team members by organizing in-person meetings and activities which will bring the members together and warm up their relationships. I will coach the team members about the various work styles that applies to team work and how resolve any conflicts that may arise in the course of work so as to prepare them to work and face any challenge together as a team (Maginn, 2004).
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Training and development activities that build trust and productivity
Encourage open communication among the team members.
Hold trust building exercises to enhance team spirit.
Ensure the team has a shared goal and commitment.
Encourage regular interaction among the members.
Institute training programs to build competence of the members.
Trust is a driving force for the cooperation of members of any given team and therefore building trust between the team members is the first step to ensuring good performance the team. In order to ensure there is trust among the team members, I will encourage them to communicate openly and be willing to share ideas and information amongst themselves so that they can empower each other to work together as a team. I will hold trust building exercises to enhance team spirit which is a very important ingredient for the good performance of a team. I will make sure that every team member shares the common goal of the team and establish total commitment towards achievement of the goal. I will ensure that everybody in the team understands what is expected of them and what needs to be done at both team and personal levels. I will also encourage regular interaction between the members which will encourage them to share their experiences and have respect for each other. I will institute training programs to improve on the competence of the members so that they can trust each others ability to perform any given task (Information Resources Management Association, 2012)
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How to measure trust within the team
Levels of interaction among the members.
How open and freely do they communicate.
Ability and readiness to accept change.
Degree of identification with the group.
Trust within a team can be measured by a number of factors and issues. For instance, a team with high levels of trust among the members will have high interaction tendencies among the members. The members exhibit a mutual respective behavior for each other and able to share their experiences amongst themselves. There is open communication in the team and the members freely express their opinions and arguments without fear or intimidation. Greater readiness and ability to accept change is also a measure of high trust levels in a team because when members trust each others ability to perform, they can be ready to embrace any change that comes their way as a team. When trust exists within a team, the members show a high concern for each other by caring, tolerating and empathizing with each other. Degree of identification with the team can also be used to measure trust. When members are willing and ready to identify with the team shows existence of trust but any unwillingness to identify themselves with the group signals lack of trust (Spitzer, 2007).
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How to measure effectiveness of the team in the three stages
Careful selection of the team leader by the members.
Willingness to freely communicate and share information.
Learn to listen to each other and accept their differences.
Team leader defines the roles and responsibilities and provides direction for everyone in the team.
High concerns for timelines and quality work.
Effectiveness of a team can be measured by a number of factors at each stage of development. There are various characteristics that can be used to measure whether a team is effective or dysfunctional. In the early stages of a team, that is within the first three months, effectiveness of a team can be measured by how careful the members select their team leader. In the early stages, an effective team will have its members freely and willing to share information about their experiences and interests and getting to know each other well before they start working together but an ineffective team will lack the aspect of honesty and openness among he members. An effective team will have its leader clarifying the goals of the team providing direction of the project and defining the roles and responsibilities of every team member. The members learn to listen to each other, accept their differences and are able to welcome different opinions and ideas on how to carry out the task before them. For an effective team, there will be clear communication, consensus among the members, commitment to the project and regular team meetings with high concerns for timelines and work quality. The members ensure timely hand off to others to ensure the project does not stagnate but keeps on moving in the right direction (Subrahmaniyam, 2009).
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Next stage…
High conflict resolution skills.
High level of trust among the team members.
Members make decisions and solve problems effectively.
Work well without oversight from the team leader.
Good coordination.
In the next stage, within six months after the team is formed, effectiveness is measured by how the team carries out the project, the processes and procedures put in place, how they resolve conflicts, the level of trust and general progress of the project. An effective team will have in place clear procedures, processes and tools to get the job done. They will also be able to resolve any conflicts in the team and seek each other for assistance towards the common goal. In the final stage within the last three months, an effective team is highly motivated to reach their goal, the levels of trust are very high, members are able to solve problems and make decisions quickly and effectively. An effective team will be able to make decisions for the team without depending on the team leader and they can change and improve the working processes to complete the project well. The members are able to work very well without oversight from the team leader and submit their reports in good time. Effectiveness of the team will be also be measured by how well the members are able to coordinate the project on their own to ensure its continued success (Subrahmaniyam, 2009).
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References
Hass, K. B., Vander, H. R., & Ziemski, K. (2008). From analyst to leader: Elevating the role of the business analyst. Vienna, VA: Management Concepts.
Information Resources Management Association. (2012). Human resources management: Concepts, methodologies, tools and applications. Hershey, PA: Business Science Reference.
Lucas, J., & Moeller, B. (2004). The effective incident response team. Boston: Addison-Wesley.
Spitzer, D. R. (2007). Transforming performance measurement: Rethinking the way we measure and drive organizational success. New York: AMACOM.
Subrahmaniyam, M. M. (2009). Performance management: Measure and improve the effectiveness of your employees. New Delhi: Global India Publications.
