TEAM LEADERSHIPBY: ENGR. CARLO SENICA, MBA
Teams versus Work GroupsTeam is more than a work group.
Work group, members are directed by a boss, that does not necessarily collaborate with each other to complete a task.
Team is a collection of individuals with complementary skills who work together; committed to a shared purpose, common performance goals, and hold themselves accountable.
Team makes decisions that reflect the know-how and expertise of many people - not just the leader.
Type of Teams
Team Type Purpose
Self-directed Work Team
Meets on an ongoing, daily basis to perform a whole work process
Project Team Gathers to address a specific problem or opportunity and then disbands
Virtual Team Brings geographically separate individuals together around specific tasks
Quality Circle Works on a specific quality, productivity, and service problems
Team SponsorA manager or executive who champions the project.
It endorses the projects goals and is committed to seeing the project delivered on time, within budget, and at optimum level of quality.
Has a stake in the outcome and accountable for the teams performance.
Has the authority to define the scope of work, provide necessary resources, and approve or reject team output.
Team LeaderCommunicates the status and participates in project management activities with team members.
Keep the vision clear
Provide a framework for the teams activity
Represent the team to others
Negotiate with the team sponsor
Identify needed resources
Keep work on track
Team LeaderThree roles of team leaders:
1. Initiator of process that promote team development and performance.
2. Model of desired behaviors.
3. Coach who helps team members improve performance.
Qualities and talents of team leaders:
Ability to set directions that others will follow
Good communication skills
Ability to give and accept feedback
High standards of performance
Positive attitude toward team-based work
7 Steps to an Effective Team
1. Recruit team members with the competencies you need.
2. Define a clear goal and ensure team members share it.
3. Define success by describing the goal in terms of performance metrics.
4. Foster commitment to achieving the level of performance required.
5. Ensure that every member of the team both contributes to and benefits from a team eort.
6. Cultivate a supportive environment
7. Align behavior of team members through rewards much as compensation.
Forming a TeamConsider dierent selection method like:
Assignment = the sponsor selects member and invite them to participate.
Volunteering = individuals who feel highly interested in the work step forward and oer to become members.
Nomination = people with an interest in the project nominate individuals who have the right skills and in whom they have confidence.
Review motivations for selection
Look for the right skills set by; assessing needed skills then identify people with the require skills.
Review assignments over time.
Build Team CultureHost a launch meeting = it allows members, leaders, sponsors meet face-to-face and know each other on a personal level.
Select a decision-making method = to help the team agree on who will make such decisions and how will it unfolds. Like: Majority rule, Consensus, Small group, or Leader with input.
Clarify expectations = will help encourage productive, team-based behavior, and clarify expectations.
Plan for SuccessSchedule the work by:
1. specifying tasks, then
2. assigning tasks
Define success measures
> Chart teams progress toward its goals, work with team to identify performance metrics
Develop a budget