Building high performance teame module (03) team management

Module (03)

TEAM MANAGEMENT

Building High Performance Team

3.1 Establishing Team Rules

3.2 SWOT Analysis

3.3 Importance of 3 C’s

3.4 Trust, Commitment & Loyalty

3.5 Introduce Change

3.6 Team Expectation

Module (03) Team Management

3.1 Establishing Team Rules:

If not all team members participate in the team-building

process, it may not be effective. Setting rules at the beginning of

the process ensures that all team members know what is

expected of them.

Guidelines guide team members on how to interact to ensure

the process is successful. If the team-building process will take

place over a series of sessions, require that team members

attend all sessions.

Require that all team members show respect toward one

another during team-building sessions and define what it means

to show respect.

A consensus on behavioral norms and team processes increases

a team’s ability to stay focused on objectives. This helps teams

develop and agree on rules and procedures that will help the

team function efficiently and productively.

Avoid or resolve Conflict among team members.

Establish norms of Behavior of the TEAM.

Encourage Listening and Brainstorming.

Achieve consensus on Work Processes and Flow Control.

Lay the foundation for Self-management and Facilitation.

3.2 SWOT Analysis :

Strength

Weakness

Opportunity

Threats

SWOT Analysis

Oppurtunity

Threats

Strengths

Weakness

Planning Tool used to understand

Strengths, Weaknesses, Opportunities,

& Threats involved in any

Organization to utlize their abilities.

Technique that enables a Team /

Individual to move from Everyday

Problems / Traditional Strategies to

a Fresh Perspective.

How to conduct SWOT Analysis?

7. Carry your findings forward - Make sure that the SWOT

analysis is used in subsequent planning. Revisit your

findings at suitable time intervals.

4. Create a workshop environment -

Encourage an atmosphere conducive

to the free flow of information.

3. Allocate research & information gathering tasks -

Background preparation can be carried out in two

stages – Exploratory and Detailed. Information on

Strengths & Weaknesses should focus on the

internal factors & information on Opportunities &

Threats should focus on the external factors.

2. Select contributors -

Expert opinion may be

required for SWOT

1. Establish the Objectives - Purpose of

conducting a SWOT may be wide / narrow,

general / specific.

6. Evaluate listed ideas against Objectives -

With the lists compiled, sort and group

facts and ideas in relation to the objectives.

5. List Strengths, Weaknesses,

Opportunities, & threats

3.3 Importance of 3 C’s:

You know the importance of getting along with you and your

workers and making sure they get along with each other as a

TEAM.

You are doing your best to maintain Good and Strong

Relations with your boss, Subordinates and Colleagues.

Important as these Human Relations Jobs are, there is one

more that is every bit as important and never work without it.

Communication:

– Exchange of Information among Organizations

– Better understanding of each Other.

Coordination:

– Working together to achieve a Goal (Efficiently)

– Decreases Overlap, Redundancy, and/or Separation

Cooperation:

– Work side-by-side with the group (be a “Team Player”)

– To make a contribution, either money or time and effort

3.4 Trust, Commitment & Loyalty:

The value of building Team Trust, Commitment, and Loyalty

can't be overestimated. Reduced turnover costs are one benefit,

but the ongoing benefit of retaining reliable, experienced

employees on your team is invaluable.

Management experts concede that success in building team

trust, commitment, and loyalty has eroded due to corporate

restructuring, mergers and acquisitions, and the increasing pace

of change. The research shows that trust is such a basic

requirement that without it a company's other benefits and

programs will not significantly raise employee commitment.

Effectiveness & Productivity

Improvement and Change

Culture and Moral

Employee Retention/Turnover

Down Time of Equipments

Customer Satisfaction

Reliability Improved

Common Organizational Trust Based Practices:

3.5 Introduce Change

Any change even a minor one, is

almost certain to have opposition, and

when you make a change in area

layout or work procedures there's

bound to be resistance because people

usually agree .

The most important rule in

introducing any kind of change is to

discuss it with those affected as early as

possible.

Self-Interest

Lack of Trust

Uncertainty Different

Perspectives and Goals

Cultures that

Value Tradition

Resistance to Change

If you merely confirm that new equipment is coming, you do

nothing to reduce employees' anxiety and confusion.

Before you make an announcement of this type, be sure you

know enough about it to answer the likely immediate

questions.

Here are five things you should be prepared to tell your

employees:

Four W’s and an H:

What the change is ………….?

Why it is being made ………?

Who will be affected ………?

When it will go into effect ………….?

How it will be implemented ……….?

3.6 Team Expectation

Leaders then can’t rely exclusively on pressure, rules, and

punishments to inspire a coordinated work team. Rather they

must become principled leaders who set performance

expectations that allow the team to take responsibility for

achieving success.

Below are five expectation guidelines to channel the

relationship between the team leader and team members:

1. Expect Team Members to be Contributors:

This means that the leader will have

to nurture a team environment that

builds the confidence and trust levels

of team members.

Team members must believe that

they can express diverse opinions

without reprisal; that they can make

mistakes without feeling diminished;

and that they will be valued for their

achievements.

Team members must first learn that

open communication is valued and

then they must be given a forum for

constructive communication.

They need to understand that they

must take the responsibility to

communicate to get things done,

improve procedures, work out

issues, and deal with changing

conditions.

2. Expect team members to communicate with One Another:

3. Expect team members to Cooperate:

Leaders must help employees appreciate

what a team is and what it can achieve

when it works.

Team members need to realize that

coordinated work is more productive than

a string of individual actions.

Leaders should help team members

generate working agreements amongst

themselves.

4. Expect team members to Problem Solving:

Team members must learn that

they are active players who focus

on getting things done correctly

and efficiently.

This means that leaders must help

the team articulate issues; stay

focused on the problem, not

personalities; and find a common

language to deal with change.

5. Expect team members to be Learners:

Leaders need to create a work culture where Team Members

share expertise, train new hires, cross train, and, ultimately,

understand that continuous learning is an organizational value.

Keep in mind that the development of an Effective Team

Required a Positive Attitude and Commitment toward

TEAMWORK, coupled with an understanding of what

teamwork involves. Secondly, it requires practicing teamwork

skills to achieve their goals and add values to their Organization.