To create an effective team a manager must find a different way of working than the one aimed at the individual development of different employees. It should focus on four areas:
Building a team sense of value and purpose
A sense of value (a feeling of satisfaction derived not only from individual, but also team and whole organization achievements) translates into the effectiveness of the group. Many studies proove that theory. When you ask a team about what best builds its sense of team value most often they answer that a leader who is guided by the principles and supports the team. Also a common goal of the team. Joint celebration of successes. A chance to show creativity. Praise and recognition. Sharing knowledge and skills and a system that rewards teamwork. When only individual successes are rewarded, there is no opportunity to exchange knowledge and experience between employees. There is no support and recognition of the team’s efforts. In result, no surprising results of teamwork, progress or commitment should be expected.
Developing the ability to quickly adapt to change
Nowadays, it is becoming increasingly difficult to keep up with the changing reality or requirements. This is why an effective team should be able to adapt to such changing conditions quickly and smoothly. Such teams are characterized by:
– The possibility of ongoing improvement of knowledge and skills. This is based on three pillars. Jointly drawing conclusions from mistakes made. Analyzing activities that have allowed others to achieve success. A system of self-improvement supported by mutual coaching.
Conflict resolution management
Securing the right resources
The manager can increase the team’s effectiveness and efficiency by providing it with the right resources at the right time and quantity. The team should independently determine what resources are necessary for its success and which of them are the most important, while the role of the team manager is to negotiate them within the organization.