Building Winning Teams: Task B

Section 1) INTRODUCTION

The paper is about on understanding of how it is possible to build teams with winning attitude. The purpose is to analyze various theories and concepts on team building techniques that will enhance current teams knowledge, skills and experience. Building winning team at Technofix is challenging for implementing the ways for winning team building.

The reasoning will be including on identification of the mix of skills, knowledge and experience, which is essential for any team so that they will be able to fulfill assigned tasks. The teams need support, motivation and help for better team spirit. There should be providing of clarification on the team relationships forms of expectation. In order to develop roles, there is need for team encouragement. After understanding of team members, there will be selection of team empowerment process. By the end of the paper, it will present on how to building teams with winning attitude.

vs.

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Building Winning Teams: Task B

Section 2) DESCRIPTION

2.1) Team Information Mix

The decision-making process will improve team skills, knowledge and experience. This will be enabling the team to develop capabilities (Delbridge, Gratton, & Johnson, 2006). The knowledge development and skills acquiring should com from the team member. This will ensure to obtain effective experience with high results benefitting their job function. For example, the need for computer skills and knowledge is possible when team member have the interest to learn and to develop. Therefore, it is the decision that they should make after realizing the needs with due respect. Delbridge, Gratton, & Johnson, 2006, add that it is depending upon the member to understand the potential problem nature and involved time-scales. For better understanding, it is possible by combining two more members from the team for the same team mix development and improvement of knowledge, skills and experience.

Before doing so, there should be analysis of current team mix whether it is meeting the needs of the team members and job function. The discovering of team members talent, knowledge and aspiration will help in bringing together team mix with the job function (Duke Corporate Education, 2005). The needs analysis will determine the needs of each team member along with allowing them to decide for the best meeting their job function needs. It can be range of soft skills, technical courses, etc.

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Building Winning Teams: Task B

2.2) Team Dynamics

The team dynamics includes less of harmonized relationship among the members that is not creating team spirit for working together, which might be due to various factors from professional or personal life. Heermann, 1997, states that interviewing will help in analyzing team dynamics and proposing team spirit needs. Therefore, the gathering of data will ensure the missing areas that require development and enhancement.

After gathering data, the team should be under placement of creating communication with each other such as lunch, personal visits, etc. showing interest in each other. Finally, there should be establishment of common goal for working and socializing together. This will boost their team spirit and as a team leader the presence of motivating such activities will allow less complexities (Rush, 2002). The number of team members gathering on weekly basis will enable support for building team spirit such as weekly get-together, which is informal meeting or discussion.

Believe in team and motivation of these concepts with support will allow fast development of team spirit. Therefore, it will enable in creating and nourishing team spirit with compelling, energizing and cohesive forms of working together (Bruce, & Pepitone, 1998). As a team leader, the implementation of motivating team spirit will allow building it easily along with easiness to support.

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Building Winning Teams: Task B

2.3) Team Relationships

The

clarification

of

team

relationships

expectation

will

provide

an

understanding for each team member. The expectation is that team members should be developing relationships formally or informally and maintain it for long-term benefits at work. No one is to work in isolated environment and team relationship creates in solving problems and tackling issues easily and quickly.

Hamilton, 2007, states that there should be good environment at work and this is possible with good relationship among the team members. Due to not meeting relationship expectation, there cases that team member will react with withdrawal, suspicion, anger and frustration. This shows the importance of team relationship, the expectation is to have positive attitude at work, and everyone is responsible for any form of unacceptable attitude.

Each member should behave in particular way that is acceptable by all members. This is a form of agreement of expectation by all with behavioral determination of classification and mutually agreed expectation. This will be directly linking to the performance of the team member because a member cannot perform well with unacceptable level of attitude. It is a commitment that each member should realize its importance and effect on job function with impact on other team members (Malloch, & Porter-O'Grady, 2008). This applies to not only team members but also team leader so with communication of expectation agreement will enable in creating good relationship at work with each other.

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Building Winning Teams: Task B

2.4) Team Roles Development

When there is team assignment, everyone should work towards analyzing and developing their roles for accomplishment of that particular assignment tasks. Once there is analysis and identification then the team members should communicate with each other for analysis of overlapping or missing tasks.

The development of each role will ensure that assignment will be complete on time with productivity and high results. The absence of role development will result in not completing assignment on time along with overlapping tasks and conflicts among team members.

Everyone should develop role by helping each other and taking the maximum activities that they can accomplish. Once role is through the team members should evaluate each other and compare their accomplishments for effective results and potential improvements.

The process of communicating, analyzing, supporting and evaluating will result in reinforcement of encouragement for all members. Due to contributions by each member, there will be encouragement for another member when there is setting back. The continuous support and contribution will result in long-term encouragement for working together and developing roles with better presence of responsibility (Quick, 1992).

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Building Winning Teams: Task B

When there is new assignment, there are possibilities that one or more members in the team will face discouragement due to challenges. Therefore, the possibilities of encouragement are effective when there are contributions and communications about roles of each member. Everyone will be taking roles without waiting for any member to assign or leader to assign. The contributions will inspire all members and they will be positive to accept challenges existing in the assignment roles developing (Midura, & Glover, 2005).

2.5) Team Empowerment

The process of team empowerment will include identifying assignment, job roles, tasks and activities. They will be working together along with individual roles and challenges to meet. The evaluation of performance will include team and individual assessment along with similar forms of rewards and recognition (Guillory, & Galindo, 1995).

During the beginning of assigning assignment, there will be clearly outlined rewards and team/individual evaluation guide. This will ensure that everything communicated is clear from the beginning. Therefore, each team member will act accordingly due to presence of empowerment.

Upon accomplishment of assignment, each team member will fill selfassessment along with overall team performance. This will be evaluated as per achievements made and any gap will result in investigation and communication for bringing improvements. Page 6 of 11

Building Winning Teams: Task B

The track of the process will include empowering formally and informally to bring balance in their professional and personal needs. The growth of empowerment will not be fast and too much emphasis on informal process is not healthy (Kinlaw, 1995). The application of needs can be 80 per cent formal and 20 per cent informal. This is to balance the needs of each individual for empowerment in the forms of rewards as team/individual achievement.

The process for development during empowerment will include five steps such as identifying change and growth area, reframing challenges for learning opportunities, creating self-awareness and self-clarity, harnessing wisdom and personal resources and supporting actions and intentions.

Section 3)

CONCLUSION

In conclusion, the process of building teams those results in win-to-win situations is a challenge for any leader. The leadership styles and impacts of leadership affect building winning teams.

The need to fulfill job functions is possible when team members are working together as a team with positive attitude towards each other. The communication and knowledge sharing will allow acquiring skills, knowledge and experience with better forms of learning.

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Building Winning Teams: Task B

The boosting of team spirit is not an easy task and it should come from inner self of the team leader. The various motivational activities and communications with reward programs based on team achievements will ensure team spirit. Moreover, in order to maintain team spirit, there should be proper support in the form of motivation.

Building winning teams is possible when there is good relationship among team members and team leaders. It is connecting all together and communication of expectation will result in better understanding of each others needs.

The development of roles rather than assigning of roles are more effective in building winning team. Therefore, the role of team leader to bring role developments is to motivate and to support members of the team to develop their roles from personally to collectively.

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Building Winning Teams: Task B

Section 4) BIBLIOGRAPHY

Bruce, & Pepitone. 1998. Motivating Employees. New York: McGraw-Hill Professional.

Delbridge, Gratton, & Johnson. 2006. The Exceptional Manager: Making The Difference. United Kingdom: Oxford University Press.

Duke Corporate Education. 2005. Building Effective Teams. New York: Kaplan Publishing.

Guillory, & Galindo. 1995. Empowerment For High-Performing Organizations. New York: Innovations International.

Hamilton. 2007. Communicating For Results: A Guide For Business And The Professions. New York: Cengage Learning.

Heermann. 1997. Building Team Spirit: Activities For Inspiring And Energizing Teams. New York: McGraw-Hill Professional.

Kinlaw. 1995. The Practice Of Empowerment: Making The Most Of Human Competence. New York: Gower Publishing, Ltd..

Malloch, & Porter-O'Grady. 2008. The Quantum Leader: Applications For The New World Of Work. New York: Jones & Bartlett Learning. Page 9 of 11

Building Winning Teams: Task B

Midura, & Glover. 2005. Essentials Of Team Building: Principles And Practices. New York: Human Kinetics.

Quick. 1992. Successful Team Building. New York: AMACOM.

Rush. 2002. Management: A Biblical Approach. New York: David C. Cook.

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Building Winning Teams: Task B

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