Lead workplace Discussion
Leading small teams
Learning Objectives
▰ Know the roles and ▰ Learn how to set
responsibilities of a team performance expectations
leader; and how to communicate
▰ Know the different factors to them to employees; and
consider in delegating a task; ▰ Know how to supervise a
team.
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Team Management
People acting together as a
“ group can accomplish things
that no individual acting
alone could ever hope to
bring about.” – Franklin
Delano Roosevelt
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Questions:
▰ What are the responsibilities of a team leader?
▰ How can a team leader effectively delegate a task?
▰ What is the importance of setting performance
expectations?
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What is a Team?
A team can certainly be described as a group of people organized
to work together, or a group who do similar work or who report to
t h e same person
To make things a bit more complicated, not every “team” is really a
team, and some groups t ha t are called by other names
occasionally do phenomenal teamwork.
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Team
▰ Leader – a person who leads or
commands a group or organization.
▰ Team Leader- a person who is part of a
group that has specific goals to achieve.
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Common Types of Team
▰ Task Force - a temporary team assembled to
investigate a specific issue or problem.
▰ Problem Solving Team - a temporary team
assembled to solve a
specific problem. They are typically of 5 to 12 p
eople from the same field/ department who
meet for a few hours each week to discuss
ways of improving quality, efficiency and the
8 work environment.
Common Types of Team
▰ Product Design Team - a temporary team assembled to design a new
product or service.
▰ Committee- a temporary or permanent group of people assembled to act
upon some matter.
▰ Work Group - a permanent group of workers who receive direction from
a designated leader.
▰ Work Team - (also called Self-Directed Work Team or Self-Managed Work
Team) - an ongoing group of workers who share a common mission who
collectively manage their own affairs within predetermined boundaries.
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Common Types of Team
▰ Quality Circle - (today also under various other names) - a group of workers from
the same functional area who meet regularly to uncover and solve work-related
problems and seek work improvement opportunities. The name of the group or
team type is less important than the purpose for which it exists. These names
simply give us a common language to help us define team types.
▰ Virtual Teams - As the way we work changes radically, the evolution of teams is
also undertaking a radical leap. The virtual team is the current reality in the
emergence of new team structures. Such teams are formed where people are no
longer co-located, or necessarily operating in the same time or in a shared
process(i.e. telework, collaborative teams, virtual teams, etc).
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Stages of Team Development
▰ Orientation (Forming) - This is simply the bringing together of a group of
individuals.
At this stage, members are:
1. moderately eager
2. have generally positive expectations
3. have some anxiety about why they are there and what it all means
4. have some anxiety about other members such as who they are and what they
are like
▰ During orientation, the work output is generally low as members are focused on
defining the goals and task, how to approach it, and what skills are needed. The
length of this stage will depend on how clearly the task is defined.
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Stages of Team Development
▰ Dissatisfaction (Storming)
This stage is characterized by:
▰ argument
▰ conflict
▰ a dip in morale
▰ It results from differences between initial expectations and the reality of
the situation as perceived by the members. Members may have varying
opinions of what the group was to do and how to accomplish it. Members
are also beginning to confront the differences in their personalities and
values, a condition that is present anytime strangers meet
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Stages of Team Development
▰ Resolution (Norming) -
▰ This stage in the group's development involves the:
▰ resolving of issues
▰ setting up group processes
▰ setting of group policies, procedures, and values
▰ increasing production
▰ Members are now resolving differences and clarifying the mission and roles.
Members are less dissatisfied as in the previous stage because they are now
learning more about each other and how they will work together.
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Stages of Team Development
▰ Production (Performing) -The team is accomplishing work effectively.
Production is high and the climate is positive. Member attitudes are
characterized by positive feelings and eagerness to be part of the team.
Members are confident about the outcome, enjoy open communication,
exhibit high energy, and disagreement is welcome and handled without
emotional conflict. Although work is being accomplished through all the
stages, this stage reflects the work being accomplished most effectively.
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Stages of Team Development
▰ Termination - In the case of temporary teams such as task forces, design
teams, and problem-solving teams, a fifth stage reflects the ending of the
process. Depending on the team's success in accomplishing its task and
how strongly the members have bonded, this stage may reflect either a
sense of loss or relief. When a team ends, time should be spent addressing
how it should be done to properly recognize the team’s accomplishments.
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How to lead a team
Make the team goals clear to every team member.
Establish ground rules.
Choose the decision-making processes your team will use:
1. Leader decides with team input
2. Majority decides
3. Small group of expertsdecides
4. Decision by consensus
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Possible Tasks that the leader needs to do:
▰ delegates task to a team member;
▰ Set performance expectations for each number;
▰ Communicate instructions and information to the
team; and
▰ Monitor and address team performance.
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Ways on how a leader can properly choose an employee
for a particular task:
▰ An employee’s previous performance record, which can be a
reference of the capability of the person, may come in form of an
employee scorecard or employee performance evaluation;
▰ A job description may help identify the right person for the task. Job
description containing the duties, responsibilities, and required skills
of an employee.
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Delegating
▰ is a great way to ensure that more tasks get done in less time and by
the right people. Delegation can help with team collaboration and
development as well as overall productivity.
▰ is the assignment of any authority to another person (normally from
a manager to a subordinate) to carry out specific activities. It is one
of the core concepts of management leadership.
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Three main factors in delegating:
Time : A person who Skill: Task are better Preferences: Although less
assigned to someone who required, an employee’s
has free time can do
can do the job, either by a preferences may need to be
task faster than
previous performance considered. For example, a
someone who has a lot task requires spending time
record, a job description
of tasks to complete. or how a leader knows far from the office, an
the person. employee with a family may
not be excellent candidate as
she or he has other possible
20 priorities.
Communicating Performance Expectations
▰ There should be a measure of success. How would the employee
know that he or she succeeded or atleast, progressed in doing the
job? Theses measures should be numerical form to determine the
amount of improvement the employee had completed.
▰ Creating specific goal. Performance expectation are also goals.
▰ When the project is in progress, the team leader is responsible for
communicating upwards and downwards.
▰ During meeting the team leader must check the progress by asking
21 employees to speak up or report their progress.
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Supervising a team
SUPERVISING A TEAM
▰ The leader must responsible in monitoring the
performance of the team member. Can be done
on one-on-one formal sessions with individual
members or facilitating team meetings.
▰ Monitoring of productivity targets
▰ The leader must provide suggestions and
strategies on how to solve any concerns that
may arise.
▰ The leader is documenting any successes or
failures of each individual member. These
information can be used in the future task.
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Supervising vs. Leading a Team
▰ The skills associated with supervising a team differ from those required to lead
a team. Supervisory skills typically involve directing the work of subordinates on
a daily basis, assigning work, communicating expectations, ensuring people have
the necessary resources, and improving performance. Leadership skills usually
focus on communicating a strategic vision, managing change, and inspiring
innovation.
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Structure of IT Team
25 Sample of Data Center Structure [Link]
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