Guidelines for Effective Team Building
Guidelines for Effective Team Building
Management Theory
Case Study# 2
This case study paper will consist of my (5) five guidelines for team building. The criterion suggested below was developed after a review of course materials, online research and of course my own personal experience on this topic. I have endeavored to include with my five guidelines a brief explanation of each along with additional recommendations that will help definite each guideline.
1. Establish a goal and mission statement.
Whether your goal is development of a product, service, or improving an existing process; your team 's goal must be clearly outlined. Be as specific as possible about the team 's ultimate goal. Distribute this goal in a “mission statement” along with mission parameters that should include waypoint objectives, scheduled meetings and mission timelines for goal completion. This mission statement should be presented during a team meeting so that you can answer any questions and concerns. This initial meeting also helps the group to develop consensus on the direction of the project.
2. Establish Team Membership / Define Roles and Structures within the team.
Whenever possible, seek volunteers. People who are required to be on teams often lack commitment to project goals and in the extreme can even act to undermine the team’s progress. Develop a master task list. Clarify all processes and plans and specify the roles and responsibilities of each individual in writing. As waypoint objectives are met, rotate roles to take advantage of team members’ strengths and increase skill building. This will allow team members to gain an appreciation for the responsibilities of others and learn new skills. Allocate and definite the use of resources. Set deadlines, each team member must have clear guidelines on when specific tasks are due. Assign a Team Advisor (Harrington-MacKin, 1994). Their role is to help resolve team conflicts, obtain the support required to
Management Theory
Case Study# 2
This case study paper will consist of my (5) five guidelines for team building. The criterion suggested below was developed after a review of course materials, online research and of course my own personal experience on this topic. I have endeavored to include with my five guidelines a brief explanation of each along with additional recommendations that will help definite each guideline.
1. Establish a goal and mission statement.
Whether your goal is development of a product, service, or improving an existing process; your team 's goal must be clearly outlined. Be as specific as possible about the team 's ultimate goal. Distribute this goal in a “mission statement” along with mission parameters that should include waypoint objectives, scheduled meetings and mission timelines for goal completion. This mission statement should be presented during a team meeting so that you can answer any questions and concerns. This initial meeting also helps the group to develop consensus on the direction of the project.
2. Establish Team Membership / Define Roles and Structures within the team.
Whenever possible, seek volunteers. People who are required to be on teams often lack commitment to project goals and in the extreme can even act to undermine the team’s progress. Develop a master task list. Clarify all processes and plans and specify the roles and responsibilities of each individual in writing. As waypoint objectives are met, rotate roles to take advantage of team members’ strengths and increase skill building. This will allow team members to gain an appreciation for the responsibilities of others and learn new skills. Allocate and definite the use of resources. Set deadlines, each team member must have clear guidelines on when specific tasks are due. Assign a Team Advisor (Harrington-MacKin, 1994). Their role is to help resolve team conflicts, obtain the support required to
References: Works Cited H. R. (n.d.). UCSF Human Resources. Retrieved May 18, 2013 from UCSF-University of California, San Francisco. < http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-14-team-building/ > Harrington-MacKin, D. (1994). The Team Building Tool Kit. New York: American Management Association. Maslow, A. H. (1970). Motivation and Personality. New York: Harper & Row. -------------------------------------------- [ 1 ]. Harrington-MacKin, D. (1994). The Team Building Tool Kit. New York: American Management Association. [ 2 ]. Maslow, A. H. (1970). Motivation and Personality. New York: Harper & Row. [ 3 ]. H. R. (n.d.). UCSF Human Resources. Retrieved from UCSF-University of California, San Francisco. : http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-14-team-building/