Self managed team

Self managed team
See also
Effectiveness of teamwork Team structure Small team Task assignment Team development Achievement oriented leadership Leadership skills development Leadership and management Lewin, Lippitt and White - basic styles of management

A self-managed team is a group of employees that are responsible for making decisions and completing tasks without direct guidance from managers. They are typically given more responsibility and autonomy than a traditional team, and are empowered to make decisions without the need for approval. Self-managed teams typically include:

• A leader that facilitates communication and organizes tasks;
• A team of members who are responsible for completing tasks, making decisions, and problem solving;
• Clear objectives and goals that are agreed upon by the team;
• Regular meetings to discuss progress and make decisions;
• A system of feedback and evaluation of team performance.

Example of Self managed team

The Mathematics Department at a university is a great example of a self-managed team. The department has a leader, the department chair, who facilitates communication and organizes tasks. The department also has a team of members who are responsible for completing tasks, such as teaching classes and conducting research, as well as for making decisions about departmental policies, procedures, and budget. The department has clear objectives and goals that are agreed upon by the team, and they have regular meetings to discuss progress and make decisions. They also have a system of feedback and evaluation of team performance. By giving the members of the Mathematics Department the autonomy to make decisions and take action, the department is able to reach its goals and objectives more effectively and efficiently than a traditional team.

Formula of Self managed team

The formula for a successful self-managed team is \textit{Trust + Empowerment + Responsibility = Success}. This formula encapsulates the three components that are essential for a self-managed team to be successful: trust in each other to work toward the same goal; empowerment to make decisions and problem solve independently; and responsibility for reaching the team goals. With these three components in place, a self-managed team can reach its potential and succeed.

When to use Self managed team

Self-managed teams are most effective when used in situations where the team members have the necessary knowledge and skills to manage their own work. They are also useful for projects that require quick decision-making and the ability to adapt to changing circumstances. Self-managed teams can be used for short-term projects, such as product launches, or for longer-term initiatives, such as process improvement.

Types of Self managed team

Self-managed teams come in many different forms, depending on the goals of the organization. These can include:

• Autonomous teams, which are usually given full autonomy over their work, but with some guidance from management;
• Cross-functional teams, which involve members from multiple departments working together on a common goal;
• Project teams, which are designed to complete a specific goal or task within a certain timeframe;
• Virtual teams, which involve members working remotely from different locations;
• Devolved teams, which involve managers delegating decision-making authority to team members.

Steps of Self managed team

Self-managed teams are a great way to increase productivity and morale in the workplace, but they require a specific set of steps to be successful. The steps involved in creating a self-managed team are:

• Establishing the team's purpose and objectives: This requires the team leader to clearly define the team's purpose, objectives, and expected outcomes.
• Assigning roles and responsibilities: The team leader should assign roles and responsibilities to each team member, taking into account the skills and abilities of each individual.
• Setting clear expectations and timelines: The team leader should set realistic expectations and timelines for the team to complete its tasks.
• Establishing communication processes: The team leader should create a system for communication within the team, such as regular meetings or an online platform.
• Providing regular feedback and assessment: The team leader should provide regular feedback and assessment to the team to ensure that the team is meeting its objectives.

Advantages of Self managed team

Self-managed teams can offer a number of advantages to the workplace, including increased efficiency, creativity, and collaboration. By empowering employees to make decisions and take ownership of their work, self-managed teams can help create a more productive and positive work environment. Additionally, self-managed teams can foster a sense of trust and camaraderie among team members, as well as help them develop their skills and gain valuable experience. Other advantages of self-managed teams include improved communication, problem-solving, and decision making, as well as increased motivation, ownership, and morale.

Limitations of Self managed team

Self-managed teams can be successful, but they also come with certain limitations. These include the need for team members to be highly skilled and experienced, the potential for “groupthink” and a lack of diversity of opinion, and the need for team leaders to have strong interpersonal and problem solving skills. Additionally, self-managed teams require significant amounts of trust and communication to be effective, and can be difficult to implement in larger organizations.

Other approaches related to Self managed team

Other approaches related to self-managed teams include Holacracy, which is a system of self-organizing corporate management, and Teal Organizations, which focus on self-organization and empowerment. Holacracy is a system which is based on the idea that teams should be in charge of their own operations, with a focus on empowering individuals within a team and encouraging open communication. Teal Organizations focus on self-organization and autonomy, with a focus on the autonomy of individuals within the organization and the development of collective intelligence. Both of these approaches focus on increasing collaboration and ownership within the team and organization, and have been shown to help increase efficiency, creativity, and morale in the workplace.

Suggested literature

• Druskat, V. U., & Wheeler, J. V. (2004). How to lead a self-managing team. MIT Sloan Management Review.