1 chapter 8 team leadership. 2 summary of lecture 16 group vs team types of groups group development...

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Chapter 8Chapter 8

Team LeadershipTeam Leadership

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Summary of Lecture 16

Group VS Team

Types of Groups Group Development Stages

Group Think

Social Loafing

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Learning ObjectivesBuilding successful team

Types of Team

Teamwork

Team Leader role

Team Creativity

Team Decision Making

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In team members have complementary skills and are committedIn team members have complementary skills and are committedto a common purpose or set of performance goals for which they holdto a common purpose or set of performance goals for which they holdthemselves mutually accountablethemselves mutually accountable

Accountability foroutcomes rests on...

Individual outcomes Mutual outcomes

Individual and common goals

Common goals andcommitment to purpose

Members areinterested in...

Demands of management Self-imposed demandsResponsive

to...

Individual contributionsIndividual contributions

and collective work products

Performancedepends on...

GroupsGroups TeamsTeamsvs.vs.

Groups vs. TeamsGroups vs. Teams

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TEAM

T = TogetherE = EveryoneA = AccomplishesM = More

Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning

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Building Successful TeamsBuilding Successful Teams

Diversify team membershipDiversify team membershipKeep teams small in size (size of 12 to 25)Keep teams small in size (size of 12 to 25)

Select the right team membersSelect the right team membersTrain, train, trainTrain, train, train

Clarify goalsClarify goalsLink individual rewards to team performanceLink individual rewards to team performance

Use appropriate performance measuresUse appropriate performance measuresPromote trustPromote trust

Encourage participationEncourage participationCultivate team spirit and social supportCultivate team spirit and social supportFoster communication and co-operationFoster communication and co-operation

Emphasize the urgency of the team’s taskEmphasize the urgency of the team’s taskClarify the rules of behaviorClarify the rules of behavior

Regularly confront teams with new factsRegularly confront teams with new factsAcknowledge and reward vital contributions to the teamAcknowledge and reward vital contributions to the team


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Work Teams(concerned with products

and services)

Improvement Teams(concerned with improvingeffectiveness of processes )

Purpose or mission

Temporary(exist for a finite period)

Permanent(remain intact as long asthe organization exists)

Time

Work Groups(leaders make decisions

for group members)

Self-Managed Work Teams(team members make

their own key decisions)

Degree of autonomy

Intact(work within own

specialty area)

Cross-Functional Teams(members from several

different specialties)

Authority structure

Types of TeamsTypes of Teams

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No matter what you are trying to do, TEAMS are the most effective way to

get the job done.


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TeamworkADVANTAGES

–Synergy

–Avoids major errors

–Faster, better decisions

–Continuous improvement

–Innovation

–Stimulates self-motivation

–Greater job satisfaction

–Needs fulfillment

DISADVANTAGES- Pressure to conform to group

standards and conduct

-Autonomy issue

- Ostracized for productivity

- Social loafing

- Groupthink

- Inter-group conflicts


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Meet performance targets

Team effectiveness is determined by

1 task performance

2 group work

3 individual satisfaction

4 Enable to attain organizational goals with fewer resources

Team Effectiveness


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Norms guide team members' actions and behavior

Influence how they perceive and interact with each other, make decisions, and solve problems

Team leader pay vital role in defining norms

Team Effectiveness


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Team Leadership


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Team Leadership

Effective team leader encourage norms

Knowledge in team processes

Understand people and their needs

Interpersonal and communications skills

Coordinate team activities and motivate team members

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9 Team Leader’s Rolesin creating effective teams

1. Emphasize group recognition and rewards.

2. Identify and build on team’s strengths.

3. Develop trust and a norm of teamwork.

4. Develop team’s capabilities to anticipate and deal with change.

5. Empower teams to accomplish work with minimal interference.

6. Inspire and motivate team toward higher levels of performance.

7. Recognize individual and team needs and timely attend to them.

8. Encourage and support team decisions.

9. Provide team with challenging and motivating work.


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9 Organizations’ Rolesin creating effective teams

1. Top management’s unconditional support.

2. Adequate information and other resources.

3. Flexible task structure.

4. Appropriate size and membership mix.

5. Clearly defined mission statement and goals.

6. Appropriate power sharing structure - shared leadership.

7. Competent team leadership.

8. Evaluation and solicitation of feedback on team effectiveness.

9. Adequate socialization of team members.Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning

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Team Cohesiveness

Effective team has high level of autonomy, interdependence and cohesiveness

Team cohesion is “the extent to which members band together and remain committed to achieve team goals

In effective team interdependence is built around team's goals, rewards, and job structure

Pooled, sequential and reciprocal independence


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Team Composition and Structure

Team composition focus on characteristics of team members

Multicultural, multifunctional and multinationals characteristics

Diversity increases creativity

Team structure refers to allocation of tasks, responsibilities, and authority

High involvement in decision, diversified knowledge, autonomy, and variety of task has motivational characteristic


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Post Activity Reviews andDialogue Sessions

facilitate team learning by:

3. Discuss perceptions & assumptions.3. Discuss perceptions & assumptions.

Analyze reasons for success and failure

Reviewing what went well and what can be improved

Discuss perceptions and assumptions (suggestions)

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Need forNeed for

TraditionalTraditional

LeadershipLeadership

Need forNeed for

TeamTeam

LeadershipLeadership

Functional Team

Cross Functional Team

Self ManagedTeam

Types of Teams


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Functional TeamsSometimes referred to as Problem Solving Teams

Groups of a line manager and 5 to 12 employees, all from the same department, who meet for a few hours each week to discuss ways of improving quality, efficiency, and the work environment.

Hierarchical structure and control

More traditional leadership and centralized control


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Cross-Functional TeamsEmployees from about the same hierarchical level, but from different work areas, who come together to accomplish a task or project

Some members can be from outside the organization

Cross fertilization of ideas

Virtual team concept


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Effective Cross Functional Team

1 Develop consensus around common vision or mission focus on organizational outcomes

2 Implement team based measures, feedback, and reward

3 Effective leadership and top management support

4 Team building, skills development, and team training

5 Assemble the right skills

6 Right size


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Self-Managed Teams

Groups of 10 to 15 people, from different departments who

take on responsibilities of their former supervisors to manage

the team and achieve its goals

Relatively more autonomy and decision making power

Leadership role is rotated among members

Mutual responsibility of performance and goals


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Skill Set Required of a High Performance Team

Technical expertise

Problem-solving and decision-making skills

Interpersonal skills


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Team CreativityThe process of generating new ideas, products, processes, or services

The creation of valuable, useful new products, services, ideas, procedures, or processes by individuals working together in a complex social system through discovery rather than performing predetermined routine activities and procedures


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Team CreativityHigh use of creativity

More valuable than great financial resource

Organizations survive and thrive

Important for Self-Managed Teams

Autonomy, performance management system, team bonuses, stable team composition, team continuity, and sufficient resources


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Organizational practices supporting team creativity

Adequate Resources

Supporting climateAnd culture

Recognition and Reward

Flexibility


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FourFourTeam LeaderTeam Leader

PracticesPracticesThatThat

SupportSupportCreativityCreativity

FourFourTeam LeaderTeam Leader

PracticesPracticesThatThat

SupportSupportCreativityCreativity

Members Matched

Autonomy for Members

Protection against Creativity Blockers

Adequate time and money


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Blocks to Creativity

Structural problems

Lack of technical expertise

High levels of technical expertise & experience can lead to relying on past solutions

Creative people don’t like to have their ideas and creations evaluated

Lack of autonomy & flexibility

Lack of incentives


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Steps to Improve Creativity

Brainstorming

Seeing one thing as something else

Encouragement by leaders

Reward success

Never punish failure

Form diverse problem-solving groups

Ensure the proper level of technical expertise in problem-solving groups

Conducive work environment and culture (Example of: KRL Scientists)


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TEAM Creativity

Organization should

1 Provide adequate and quality resources

2 Provide appropriate recognition and rewards

3 Provide flexibility and minimum amount of structure

4 Provide supportive climate and culture


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How to Lead Creative Followers

Set goalsUse high participation in goal setting

Provide adequate resourcesReduce time pressuresBut keep followers on track

Consider nonmonetary as well as monetary rewardsMonetary rewards can be seen as “controlling”

Recognize that creativity is evolutionary, not revolutionary


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Advantages

1 Improve decision quality

2 Multilevel and multifunctional participation is required

3 Support of organizational members (cost cutting efforts)

4 Greater understanding of nature of problem and solution

5 High commitment


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Disadvantages

1 Time consuming

2 At time manager can make more relevant and informed decision

3 Self serving bias

4 Compromise rather optimal solution


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Discussion Question 1: Describe the team leader’s role in team performance?

Discussion Question 2: Give advice to team leader to increase team performance?

Discussion Question 3: Creativity often believe to be output of individual efforts, can team efforts also produce creativity?

Discussion Question 4: In your opinion organization can benefit more from individual efforts or team efforts?

Discussion Questions

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SummaryBuilding successful team

Types of Team

Teamwork

Team Leader role

Team Creativity


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