BSBWOR502 Manage Team Effectiveness Online Tutoring
Lead and Manage Team Effectiveness
1. What is involved in consulting team members to establish a common understanding of team purpose, roles, responsibilities and accountabilities in accordance with organizational goals, plans and objectives? We would expect to see details on the team charter as part of your response.
All the team members need to be on equal page of understanding for the purpose of working as one unit. Every human mind is separate from the other but when it comes to a team relation so all members need to work with motive of a common objective which is achievement of team goals. In the below charter there is breakdown of various areas which need to be aligned in order to form a successful team (Jehn and Mannix,2011).
Objectives of the Team
All the team members need to share their ideas that what are our real objectives and how we can achieve them. E.g. Profit making, Product quality improvement etc Identified roles
Team Lead shall decide that what role shall each team member be assigned. Every member can share his/her advice to the lead. By clarification of roles there won’t be any clash of domain between individuals
Hurdle Management
Any sorts of hurdles being faced by any team member shall be reported to his/her reporting authority and the Team Lead. All conflicts or hurdles shall be discussed and solved on table positively so that it doesn’t impact other team members Achievement/Result Traceability
The day to day performance of every member shall be recorded by the Team lead to make sure that the members are on right path of performance and leading towards lucrative results. In case if a member is underperforming and not working in the direction of goals/plans so guidance or action shall be executed with equal accountability
[hbupro_banner id=”6299″]2. What needs to be considered when developing performance plans to establish expected outcomes, outputs, key performance indicators (KPIs) and goals for work team?
In development of performance plans it is to be made sure that the performance plans don’t exceed the average capacity of a worker or employee. An employee may put extra effort as compared to other employees but this may not be the case every time so the performance plan should not have higher benchmarks. These plans should have breakdown of rewards and benefits at different stages of performance to keep the employees going on, as if a major chunk of reward offered at a single level of achievement as a result may not motivate the worker for other tasks accordingly. Performance plans shall be in relation to every KPI so that all KPIs are of equal importance to team members (Korsgaard et al., 2008).
3. How do you support team members in meeting expected performance outcomes? Please ensure you include use of a) positive coaching, b) use of praise, c) bonding and d) performance plan.
I will form the performance plan and relate it to the KPIs so that every member gives importance to the KPIs and perform well accordingly. The performance plan that I would make shall be based on rewards at different stages of achievements in various proportions so that workers give importance to all the assigned tasks. I would support them by guiding them how they can use their skills break down bigger goals in to smaller one and achieve them easily. I will coach and train my team members to face hurdles and take the right decision with mutual consent of team members. Intrinsic motivation is equally important for every team member I will make sure that all team members are appreciated at all spots of their effort. I would make sub groups with the team so that individuals get opportunity to bond with each other (Kusztal,2002).
4. As a leader, you need to develop strategies to ensure team members have input into planning, decision making and operational aspects of their work team. What are some key elements you will need to consider?
I would assign a minimum contribution role of every team member, so that no member is left out of the chance of sharing his/her input in the planning and decision making process. I would make sure that members are appreciated by me no matter if their input is worthy or not because this will boost their morale. I would empower my team members so that they can think themselves to take decisions, generate ideas and also think in terms of operations to solve business problems. I will assign tasks to team members to solve the strategic and operational hurdles, this will make them think out of the box and add fuel to the hidden creativity inside them (Le and Jarzabkowski, 2015).
5. Develop policies and procedures to ensure team members take responsibility for own work and assist others to undertake required roles and responsibilities.
⦁ Assigning individual tasks to all members and empower them to take decisions for the domains that they are being assigned
⦁ Clarifying that there would be accountability for all the tasks performed and decisions made
⦁ In the case of hurdles or workplace conflicts that impact execution of responsibilities, members are supposed to report to Team lead and seek for smooth solution of the problems
⦁ Employees working in teams need to support each other in tasks as our organization believes in “We” which refers to collective achievement of goals. By supporting each other members can get know how of other domains of work besides their own single area of work (Leon et al.,2015).
6. How do you go about providing feedback to team members to encourage, value and reward individual and team efforts, and contributions?
I would time to time to appreciate my team members for the tasks they achieve rather than waiting for the end result. I will provide feedback constantly to my team members over their work and the feedback would be clear crystal e.g. if an employee has underperformed in a task so I would be truthful to him about his performance so that he can improve his work, similarly if an employee has performed extraordinary so I would appreciate him accordingly so that he can continue his efforts and achieve more for himself and the team. I will make sure that every member gets equal importance from me (Lewicki and Gray,2003).
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7. When the issues, concerns and problems are identified by team members, how do you develop processes and ensure that they are recognized and addressed?
I would form list of the issues and prioritize them with mutual consent of my team members so that they are in loop with me. I would discuss those problems one by one with my team and take their input as well so that all the team members feel that they are being equally valued. I would then propose my input to the team members, there may be some issues which are very minor and being thought of at a very earlier stage so I would avoid discussion of such issues at the earlier stage and convince my team that it’s not the right time for them, this would help me/team focus on the bigger issues while saving our time (Mikkelsen,2013).
8. How do you encourage team members and individuals to participate in and to take responsibility for team activities, including communication processes?
Empowerment is the key to make someone involved, I would create the feeling of leadership inside each of my team member so that they can realize that they are leaders of future also. I will assign tasks to each member and take input from them individually and once I am satisfied with their effort so I will ask them to share their input in front of the entire team so that team engagement can be introduced. I will make subgroups within the team also and assign them minor tasks so that they can bond with each other and communicate positively to achieve their tasks as sub groups (Mikkelsen and Gray,2016).
9. As a leader you need to support the team in identifying and resolving work performance problems. What do you need to consider?
⦁ I need to consider that my team identifies the work performance problems along with the situation where the particular problem occurred and the relevant people/departments involved in that problem
⦁ I will also ask my team to work on identification of roots of the work performance problem so that in future the problem can be nipped in the bud directly
⦁ I would consider that my team members avoid to engage in any sorts of conflicts with the departments or people associated with the work performance problems, as it happens in organizations that smaller problems lead to bigger conflicts which hamper performance of other team members and make the team lose focus on its goals (Nicotera and Mahon, 2013).
10. How do you ensure own contribution to work team serves as a role model for others and enhances the organization’s image for all stakeholders?
I will ensure my contribution by actively playing role of a supportive team lead rather than being an autocratic manager. I will play the role of a supportive lead who leads by example and is there for this team members to deal with business hurdles. I would lead all the major In-House team discussions where my team members will be welcomed to share any sorts of feedback about the business conflicts and I shall guide them in those matters accordingly (Olekalns et al., 2008). I will make sure that my team is not limited to the department that I work in but rather it shines brighter attracting the eyes of the other departments of my organization ultimately this would not only boost my Team’s image but also bring good name to my corporate image.
11. Establish and maintain open communication processes with all stakeholders
Communication is such an element that it builds trust between a team and the stakeholders if it is done openly. I would ask all my team members and include myself to speak the truth and be clear about the progress of the projects with stakeholders, as hiding of any sorts of important facts and figures might damage the level of trust and lead to wrong decision making by the stakeholders as well. I will perform the task of monthly reporting to the relevant internal and external stakeholders to make them understand the business situation that we are facing in the process of task completion and how my team is tackling those issues for the overall benefit of the organization (Putnam,2010).
12. What sort of information do you need to communicate from line manager / management to the team?
⦁ Information of the various assigned goals and targets for the entire team need to be communicated which can be financial/non-financial.
⦁ It is important to communicate the established KPIs that will denote the day to day team performance.
⦁ I believe that he established guidelines need to be communicated to the team members that how well they can perform a particular project/task while maintaining their time.
⦁ The performance plan formed shall also be communicated to the team which may include breakup of all sorts of rewards and performance analysis criteria. This will motivate the team members intrinsically and extrinsically both as they would know the return of their valuable efforts (Jehn and Mannix,2011).
13. What unresolved issues, concerns and problems raised by team members and follow-up with line manager/management and other relevant stakeholders, do you need to communicate?
⦁ There may be certain problems which cannot be solved with the involvement of the line manager/management for instance if a supplies is constantly giving delayed material deliveries so the Line manager needs to be reported as if there is a need of arranging new suppliers because these delays effect the production process.
⦁ The team members might be concerned with the performance plans and demand for better returns against their valuable efforts and this needs to be communicated to the management/line manager (Kusztal,2002).
⦁ An unresolved issue might be the internal conflict of certain team members which might be harming the performance of the overall team. Although being a team Lead I might have tried my level best to resolve the issues between them but if the issue is still unresolved and is hindering team performance so it shall be reported to Line manager.
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