Collaborative Highly Effective Team - Assignment Example

Collaborative Highly effective team Insert Insert Organizations often want to have a highly effective team. They try their best to have team members to work together but sometimes conflicts arise, how they deal with it will determine the effectiveness of the team. Team effectiveness is getting people is an organization or an institution to work together to improve the quality and change processes. Where an effective operating team exist there are allot of factors as follows;- Trust is the core evidence that the team is effective because in order for a group to work together well they must trust each other. Respect is very important in any success if the people you are working together doesn’t respect each other a conflict will arise which will later make the group ineffective or cause the team to break. Collaboration is coming together, meaning for people to come together they must have a common goal that led them there (Crick, 2014). Effective team as the following characteristics;- Member is loyal to the team and the leader since the group has rules and regulations that they believe in and want to make their group work better. The high degree of confidence in the group and the team leader. This shows that they have worked together for quite a long time without a problem they have complete trust in one another. They have values and goals that motivate others; hence each one of them must work towards the goal target which helps reduce the conflicts because of defined goals. They believe in each other, they see each other as capable of doing better, and when they come together, they expect to work better. Every group member is important in an effective team (Establishing an effective robotic surgical team, 2012). Characteristic of ineffective team are as follows;- Lack of trust – Trust is very important in any group, since if you don’t trust other members then you can’t work together since you can’t agree with their ideas because you don’t have trust in them in the first place. The presence of conflicts – Where there is no agreement always leads to arising of conflicts. If they don’t respect each other as a group, then it will never work. Lack of commitment – In such a situation no one wants to be committed since they don’t agree with each other before they can do a thing. Avoidance of accountability – In a team that is ineffective everyone doesn’t want to be responsible for the consequences that arise. They don’t care what comes out of the actions. In many teams at some point, conflict may arise, in the case of conflict the team leader and the team member has important roles to play to resolve it. The team lead as to do the following;- The leader must not ignore thinking that it will go away. The conflict never goes instead they grow to be big issues in the future. Conflicts are necessary for the healthy team, but they must be solving in order to get the best answers for the team. The leader ought to operate in a way that protects the vision of the team. When a conflict arises a team leader must ensure that everyone is still committed to the team vision. A leader must make sure that the conflicts do not interfere with the vision. A leader should bring together the parties involve and try to identify it clearly. The leader must be neutral and fair not to take sides. The two parties must be present when the conflict is being addressed. A leader must make sure that there is a mutual respect between the two parties involved in the conflict after it has been resolved. Finally, a lead must ensure that after the conflict has been resolved the two parties must move forward and leave it behind (Morris & Williams, 2012). Not only the team leader alone should play a role in resolving conflicts, but team members also have roles to play;- Team member should be neutral and take no sides on the issue They should tell the two the truth on who is right and who is wrong. The team must ensure the issues don’t affect their vision. For a team to build effectiveness it must stick to three major things as follows;- Create time for team members to appreciate each other’s skills - The team should have time to get to appreciate the work of every member by doing this it helps boost the team’s confidence. After the team confidence has been built them, members confidence will definitely follow. Managing emotional concerns that can help the progress – When there is a burning issue the member should come out and express it. This will help in resolving conflicts in the team. Celebrate success – Every team success should be celebrated no matter how small success is success, and it will help boost their hard work knowing that there is a reward at the end of the hard work (Strang, 2005). For team effectiveness to succeed it needs support from the team leader and the team members. The team leader ensures that the above are followed. While the team members should be ready to follow what the team leader as suggested. When it comes to team behavior, we have acceptable and unacceptable team behavior. Acceptable are those that work for better teamwork while unacceptable are those that work against the teamwork. Acceptable are as follows;- Active listening to develop and enable two-way communications. Trust among group members. Respect to other members. Open sharing of information for the growth of the team (Yang, 2014). Behaviors that work against effective team are unacceptable and are as follows;- Lack of support for team activities. Intimidating other members. Having a negative attitude towards other members. Showing selfish attitude and wanting to be recognized alone and not as a team. Behaviors I sometimes demonstrate that help build effective team When I have information that I think will favor me I will suggest. This information ends up helping the whole team. I trust most of my work mate that sometimes when there is an issue to solve I just leave it to them to solve because I believe they will. Behaviors that I sometimes demonstrate that work on building effective team Criticizing other team members – Sometimes I do criticize some members of the team for what they do. This work against effective team building. Interrupting the team – Sometimes I do interrupt people while they are in the middle of an important discussion which is rude and against effective team building. Taking sides – For instance when two members have some conflicts I usually support the one am friends with even if she is wrong. I will try to help her justify him/herself to be right (Yang, 2014). Later in the course when we join project team I will ensure the following are implemented for effective team building;- I will ensure there is trust among my team members since without it the group will be ineffective. I will ensure we have clearly defined goals and objectives. I will ensure team confidence is there since it will lead to individual confidence. I will also ensure my team members respect each ones idea. Finally, I will make sure every member is committed with the teamwork. References Crick, J. (2014). Effective team communication. In Practice, 36(2), 96-98. doi:10.1136/inp.g380 Establishing an effective robotic surgical team. (2012). AORN Journal, 95(5), C10-C11. doi:10.1016/s0001-2092(12)00396-1 Morris, L., & Williams, C. (2012). A behavioral framework for highly effective technical executives. Team Performance Management, 18(3/4), 210-230. doi:10.1108/13527591211241033 Strang, K. (2005). Examining effective and ineffective transformational project leadership. Team Performance Management, 11(3/4), 68-103. doi:10.1108/13527590510606299 Yang, I. (2014). What makes an effective team? The role of trust (dis)confirmation in team development. European Management Journal, 32(6), 858-869. doi:10.1016/j.emj.2014.04.001 Read More