The survey questionnaire can help unveil important trends existing in a team. As regards our team, it is possible to identify quite interesting features. The segment concerning procedures is the weakest point in our team. We hardly have any procedures that would encourage team members to participate more actively. Although we have some agendas, they are too flexible. In some cases, we discuss things people are not ready to talk about or debate on rather irrelevant things instead of being focused. The following meeting dates are also too flexible, which leads to a great deal of confusion.
Another weak point is conflict resolution and relationships. I feel that some team members are reluctant to express their opinion on various issues. Some do not want to seem too arrogant while some are afraid of being laughed at. However, they always make valid contributions when they do speak. The team also seems to stick when opposing views are expressed. Some people simply do not want to consider any opinion other than theirs. Sometimes, a significant portion of team meetings is devoted to solving conflicts rather than focusing on goals.
It is also necessary to add that the team quite effective as we reach our goals. However, the process seems rather impaired as it takes a lot of time to agree on something. It is sometimes necessary to be a mediator between members of the team. This is time-consuming. Therefore, the survey reveals particular downsides in our team. More importantly, it provides insights into the features a high-performance team should possess.
To create a high performing team, it is essential to address such aspects as mission and goals, roles and procedures, relationship and conflict resolution, satisfaction, and effectiveness. A high performing team, irrespective of its size, should have a clear understanding of its mission (Daft & Marcic, 2016). Each member of the team should understand why the team has been created. Each team player should also acknowledge the potential contribution the team’s work can make to the overall development of the organization. This will encourage people to be more active and creative.
This aspect is closely connected with the need to set clear goals. Before even creating a team, it is important to understand what goals should be met (Evans & Lindsay, 2016). There can be long-term and short-term aims. However, it is crucial to make all the members of the team aware of these goals and make them committed to these aims. It is possible to note that these are crucial aspects to consider when creating the team.
High performance will depend on the ability to adhere to goals. However, it is also important to make sure that the operations and procedures will be well-thought. Thus, each member of the team should understand his/her role, responsibilities, rights, and so on. This will make the team operational. First, it will minimize conflicts as people’s responsibilities are unlikely to overlap.
It is also important to make sure that the roles assigned are manageable and voluntary (Evans & Lindsay, 2016). Each member of the team should be capable of completing the tasks assigned. Sometimes team members are reluctant to take up certain responsibilities. However, it is not enough to assign some tasks. It is crucial to motivate a person to perform well and contribute to the team’s overall performance.
Apart from clearly set responsibilities, it is necessary to develop efficient procedures that would encourage team members to work hard. These can include such easy but crucial procedures as setting agendas and particular deadlines. These basic time management tips are essential for the effective operation of a team.
The survey questionnaire also provides valuable insights into this aspect. There should be some procedures that enable team members to address common issues as well as unexpected events. This has something to do with risk management, which is also an important aspect of teamwork. The team should be operational, and even a member of the team is unable to complete some task, there should be resources available to achieve the goal without the contribution of that member.
As seen from our team, relationships and conflict solutions have to be developed properly. The leader is responsible for the creation of a favorable and operational atmosphere within the team (Daft & Marcic, 2016). The leader should make sure that all opinions are welcome. The discussion and sharing of ideas should be the central value. It is vital to make sure that the discussion is positive, and team members actively participate in it. There should be no arguments or hostility. The leader is also responsible for developing effective conflict solutions.
Finally, it is also important to make sure that team members share their ideas on the team’s performance. Each participant should be satisfied with his/her performance and contribution as well as the performance of the entire team. The lack of satisfaction will negatively affect a person’s motivation and performance. It is important to discuss all possible problems with team members as this will enable the team to develop and achieve the goals set.
On balance, it is possible to note that there are clear cut features a high performing work team should possess. Luckily, these features can be developed in any team, but the leader should be ready to take responsibility and work hard on the development of the team.
Daft, R.L., & Marcic, D. (2016). Understanding management. Boston, MA: Cengage Learning.
Evans, J.R., & Lindsay, W.M. (2016). Managing for quality and performance excellence. Boston, MA: Cengage Learning.