Effective Teams Paper

Effective Teams Paper
A team can be defined as a group of individuals working together in efforts to achieve a common goal. Certain characteristics within an effective team provide the opportunity to allow the team members to perform tasks more productively and efficiently. An effective team affords the opportunity to share leadership roles and accountability for the productivity of the work; changing the emphasis to a team??™s effort instead of a single person??™s effort.
Building an effective team is vital within any organization, just as the mission is to a company. Understanding the importance of matching skills of individuals who makes up the team is one way to establish effectiveness. One mistake as it relates to formulating a team by composing it with the right individuals could impact the project in a detrimental way. An effective team should be those who are enthusiastic and motivated to join forces in a working capacity to share and form ideas by means of effective communication. Teams should be selected based on the skills, experience, and qualifications that each member brings to the entire group; placing each member in a position that best suits his or her level of skills. Not all team members should be good at doing the same thing; some members may be good at being innovative and creative, while others are better at resolving difficult issues in timely manner. Effective teams always establishes ground rules in efforts to meet on a regular basis to analyze the team??™s progress, deadlines, and address issues and concerns that may arise. This is also reasons for an effective team to select a good team leader, one who will be effectual as it relates to providing motivation and feedback objectively to the other team members.
Training and reward is a valuable way for a leader to be a vital part of an effective team. Training and rewarding members of a team equally, is a good way to help eliminate conflicts well as allowing situations from becoming uncontrollable; it also stimulates positive results. For instance, if one person is rewarded for being motivated to jumpstart a project, and get singled out after everyone has participated and completed his or her individual part of the project, could cause conflict among others in the group. Management and leadership must be careful to stick by the team as a whole, and reward/acknowledge individual contributions after the project is completed. Team motivation and reward can be as simple as having a meeting/luncheon to discuss ideas and the teams progress.
If someone on the team has a conflict with other members or individuals; this is not the time to separate the team to resolve conflict. There should be a group effort to resolve issues, like providing feedback, as opposed to criticism. Having each member in the meeting provide feedback, in a group meeting, would be an effective way to resolve tension and conflicts. After the feedback has been provided, the team should share ideas and then establish goals. By handling conflicts and other issues in this manner affords management and leaders the opportunity to teach team members structured problem solving, prepare for the unexpected by education and training, and gain additional point of views and constructive feedback. Team members in any type of group, who feels the team leader is capable and willing to support the group??™s efforts and ideas, are more likely to have a lower level of stress within the teams working environment. This type of support from leaders, management, well as other team members can serve as a barrier from the impact of work-related stress. Teambuilding exercises that focus on building effective work and team relationships can also aid in raising awareness of the different experiences of, and reactions to stressful situations that may transpire, in efforts to help the team members learn how they all can cohesively and effectively resolve interpersonal conflicts. Understanding each team member??™s personality and character is vital, as is establishing trust among the team, and the ability to communicate effectively and clearly so that everyone feels connected and part of a co-operative team.
Communication has to be the key goal in a group setting. If communication breaks down, then the group falls apart. Listening to members of the group, well as, providing positive feedback will motivate the team to establish positive goals. If a team member is unclear about something thats been said, ask for more information to clear up any confusion before moving on. Effective communication is a vital part of any team, so the value of good listening skills should not be underestimated.
In conclusion, to have an effective team management, it is important to choose team members that will contribute, along with their skills, to an effective team. Candidates who are qualified to be in a management position should be equipped with the knowledge and experience to lead, supervise, delegate, and transform a group into a unit. The team leader/management will also assist in making the team effective by setting individual and team goals. Allowing members to share and suggest ideas should be encouraged in order to increase morale and promote positive attitudes toward achieving all goals and assignments. Constructive criticism should also be used in a sparingly and positive way within the team.
Effective teams can be rewarding and challenging at times, but if the appropriate rules and guidelines are established early, most of the confusion can be avoided well as counterproductive individuals. A successful group understands the ability and willingness to develop effective communication methods necessary for team leaders and members alike. Communication within a group especially vital for a tam to be effective and it also establishes respect among team members, which makes the work environment a safe and easy place to be productive.

Leadership Tools. Retrieved on September 21, 2009, from
Strategies for Developing an Effective Team. Retrieved on September 21, 2009, from