Team development
| Team development |
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Team Development is the process of increasing team efficiency through a series of practical actions that will help achieve this. The team consists of a group of people who work together to achieve the goal. According to Mike Woodcock , The success of the team would depend not only upon individual skills but on the way those individuals supported and worked with each other"[1]. During team development, the person in charge is very important who is responsible for improving the efficiency of his team. This is very important because the competitive market is constantly growing. People who are developing can meet the requirements of international competition. The team's ability to grow is of great importance for success[2].
Team Development Interventions
Teams are part of the organization's structure. Interventions related to team development are supposed to improve their performance. The two most common intervention approaches are team building and team training. This science has been studied since the 1920s. It includes, inter alia, the development of performance measurement systems. They monitor the effectiveness of the teams and then determine the feedback method. These methods provide teams with a diagnosis of areas that need improvement and where they have progressed. Organizations which are based on teams believe that interventions are very important for improving the effectiveness of team functioning. Because no team is perfect, learning how to design, evaluate and implement interventions has developed rapidly[3].
Self-managing teams
Self-managing teams. these types of teams are seen as a solution to organizational problems. They are introduced to increase the efficiency of the organization and the quality of professional life of employees of such teams. The four principles of self-organization are[4]:
- requisite variety
- redundancy of functions
- minimal critical specification, and this paper is on
- double loop learning
These principles are useful for designing an effective team strengthening plan[5]
The role of team leader
Team leaders have always existed. However, their leadership styles are different. The manager is a very important figure in the team's development process. The team leader must have great expertise in a topic important to his team. People should trust him and follow him. Team development will be as effective as the team leader's activities will be effective. The leader should also have process skills[6].
Examples of Team development
- Establishing Clear Roles and Responsibilities: Establishing clear roles and responsibilities is essential to ensure that everyone in the team knows what is expected of them and are able to work together to achieve the goals. This can be done through regular meetings or team building activities such as assigning tasks or roles to individuals.
- Setting Goals: Setting team goals that are realistic and achievable will help to keep the team motivated and focused. Goals should be specific and measurable, with a timeline for completion. This will help to keep the team on track and ensure that progress is being made.
- Encouraging Communication: Encouraging open communication between team members is important for any team environment. This can be done by creating a safe and open environment where team members feel comfortable sharing ideas and feedback. Regular meetings and team building activities can help to foster this type of communication.
- Providing Training and Development: Providing team members with the necessary training and development is essential for successful team development. This can include providing training in areas such as teamwork, problem solving, and communication skills. This will ensure that everyone has the skills and knowledge needed to carry out their tasks effectively and efficiently.
- Recognizing Achievements: Recognizing team members for their achievements is a great way to show appreciation and motivate them to keep up the good work. This can be done through rewards, recognition programs, or simply by offering words of praise in front of the team.
- Building Trust: Building trust within the team is essential for successful team development. This can be done through activities such as team-building exercises, regular meetings, and open communication. Building trust will help the team to work together more effectively and efficiently.
Advantages of Team development
Team development can bring many advantages to an organization. Here are some of the benefits that can be gained through team development:
- Increases collaboration among team members: Team development activities help team members to understand, appreciate, and trust each other, leading to more effective collaboration.
- Enhances problem-solving skills: Team development activities help members to think through problems more effectively and come up with creative solutions.
- Improves communication: Team development activities improve communication among team members, leading to better understanding and improved decision-making.
- Creates a sense of unity: Team development activities help team members to bond, creating a sense of unity and collective responsibility.
- Increases motivation: Team development activities build enthusiasm and motivation among team members, leading to higher productivity.
- Develops leadership: Team development activities help members to develop their leadership skills, enabling them to become more effective leaders.
Limitations of Team development
Team development can be beneficial to an organization, but there are some limitations that should be taken into account. These include:
- Resource constraints – Teams may be limited in the amount of resources they have access to, such as time, personnel, and financial resources. This can limit the effectiveness of team development activities.
- Group dynamics – Team development activities often involve group activities, which can be influenced by the dynamics of the group. This can make it difficult to get everyone on the same page and ensure that everyone is working towards the same goal.
- Communication – Effective team development requires open, honest communication between team members. Without this, it can be difficult for team members to understand each other’s perspectives and effectively collaborate.
- Lack of trust – If team members do not trust each other, it can be hard for them to effectively collaborate. This can lead to disagreements and tension that can be detrimental to the team’s ability to reach its goals.
- Unclear goals – If the team’s goals are not clearly defined, it can be difficult for team members to focus their efforts and work together effectively. This can lead to confusion and frustration that can impede the team’s progress.
One-sentence introduction: Other approaches related to Team Development are:
- Team Building: Team Building is a process of fostering collaboration and communication among team members to help them work better together and achieve the common goal. It involves activities that focus on trust, problem-solving, communication and collaboration.
- Goal Setting: Goal setting is a process of identifying and committing to specific team objectives and tasks. It involves clarifying the team's mission, setting objectives, prioritizing tasks and assigning roles.
- Performance Evaluation: Performance evaluation is a process of assessing individual and team performance against set goals. It involves setting measurable goals, tracking progress, and providing feedback on performance.
- Conflict Resolution: Conflict resolution is a process of resolving conflicts among team members. It involves identifying the source of the conflict, listening to each side, and finding a mutually acceptable solution.
In summary, Team Development involves various approaches such as Team Building, Goal Setting, Performance Evaluation, and Conflict Resolution to help teams become more efficient and effective.
References
- Hut J., Molleman E. (1998), Empowerment and team development University of Groningen, The Netherlands
- Kuipers B.S (2005), Team development and team performance: Responsibilities, responsiveness and results University of Groningen
- Shuffler M. L.(2011), There’s a Science for That:Team Development Interventions in Organizations
- Williams J. (2002), Team Development for High-tech Project Managers Artech House
- Woodcock M.(2017), Team Development Manual Routledge
Footnotes
Author: Agnieszka Kurbiel
