Structured Team Leadership Skills

 In Leadership

Structured Team Leadership Skills

Managers and executives often request research to support the business value teamwork. They have been through so many poor programs that they are reluctant to do this. They visited the resort hotels off-site and participated in simulations and team games. They participated in the “trust fall” as well as other nonverbal activities known as “touchy feely”. These programs left managers shaking their heads and wondering if this was the best way to improve team functioning.

Managers and executives may be surprised to learn the results of teamwork research. The unstructured, “touchy-feely”, activities that were described above don’t lead to improved work performance. However, any team can achieve extraordinary results by setting goals together. Research also suggests that group brainstorming, as it is commonly practiced in organizations today, is not very efficient. Structured brainstorming leads to better ideas. Work performance is improved by structured teamwork.

istockphoto xStructured Team Leadership Skills

1. Team Creativity

The Structured Team helps members to learn how to be creative by using a structured approach that encourages everyone’s participation. The key to enabling teams to find breakthrough solutions to problems, and make great decisions, is creativity.

2. Communication between Team Members

An environment that encourages team members to be creative, innovative, and willing to take risks is a positive work environment.

3. Team Meetings

Structures and skills for team meetings harness the energy of group dynamics to achieve high-level meeting goals. A team meeting is a miniature-replication of the culture of the group. High performance and high commitment team meetings will create a culture of high performance and high commitment. A team meeting that is highly participative, productive and contagious will bring out the best in everyone.

4. Conflict Management

Conflicts can arise when employees are asked to put their hearts and minds into work to think and care about quality, productivity and cycle time reduction. When team members are able to use their powerful and effective conflict management skills, conflicts can be healthy and lead to breakthrough solutions.

5. Problem solving for teams

The team members are excited to take on the role of solving problems together, rather than complaining and pushing problems up to management. Team members can solve problems quickly and easily by using simple, easy-to-implement steps.

6. Team Values, Vision, and Mission

These help to establish work priorities, encourage idealism, and align the team and the organization’s vision and mission.

7. Team Goal Setting

Team goal setting and action planning are key to team success.

8. Team Responsibilities and Decision
The Matrix Roles are defined and clarified to clarify how each team member supports the other members of the team and their customers.

9. Team Decision Making

These skills are essential for team decision making, the most challenging task in participative team management. These skills are essential for team decision making. Without them, the teams will flounder, waste their time, engage in arguments and ultimately require the manager to make the final call. These skills enable teams to make better decisions, have high commitment, and quickly implement the decision.

10. Improvement of the Work Process

Teams learn how to improve their work processes. All work in organisations is subject to bureaucratic creep. Process steps lose their value. Each member of the team is determined to find ways to improve work processes, reduce waste, and decrease cycle time.

The Highs and Lows of Team Structures

No matter where you are starting from, or how far you have come, the company and team structure is designed to give clarity and direction around individual contributions and how they support the whole.

The Hierarchical Structure

This is what you most likely see when you think about an organisational chart. The pyramid shows the C-suite at the top, followed by the levels of management and staff. This structure is a top-down command system with clear delineation of who reports to whom. This structure is popular because it allows organisations to create teams. However, this model can cause frustration and stagnation.

If your team members complain about the many “bureaucratic hoops” that they have to jump through to get a project approved, or a question answered, it’s likely they are operating in a hierarchical structure.

The Pod Structure

The pod structure is a horizontal, or “flat”, approach to managing and structuring teams.

Pods also known as squads don’t follow a command approach. Instead, they function as autonomous, self-governing teams that are free from a formal manager. Instead, a pod owner is responsible for prioritising work and keeping the pod team on track to achieve their goals. A pod team is made up of members from different backgrounds who decide how to work together and achieve results.

Last Thoughts

Many managers and executives are skeptical about the effectiveness of teamwork programs. Many executives and managers recall being promised untold improvements if they set up quality circles. This is a way for team problem solving. Similar high hopes were placed on employee participation, participative management, quality management programs, and total quality management programs. These hopes were never realised. Structured Teamwork has been successful in some of the most competitive industries around the globe: semiconductor, aerospace and oil and gas.

Recommended Posts
error: Content is protected !!