Team management team management Team-Management.pptx

Team management is the art and science of orchestrating a group of individuals to work harmoniously towards achieving shared objectives. It encompasses a multifaceted approach that involves planning, organizing, leading, and controlling the team's activities. At its core, effective team management revolves around understanding the strengths and weaknesses of team members, fostering open communication channels, and leveraging individual talents to maximize overall performance.

One of the primary responsibilities of team management is setting clear goals and objectives that align with the organization's mission and vision. This involves defining the scope of work, establishing key performance indicators (KPIs), and outlining the steps needed to accomplish the desired outcomes. Clear direction provides team members with a sense of purpose and direction, motivating them to work towards common goals.

Delegation is another crucial aspect of team management. Delegating tasks and responsibilities allows managers to distribute workload evenly among team members, capitalize on individual strengths, and promote skill development. Effective delegation involves assessing each team member's capabilities, providing clear instructions, and offering support and resources as needed.

Furthermore, team management entails creating a supportive and collaborative work environment where team members feel empowered to express their ideas, share feedback, and collaborate on projects. This requires fostering a culture of trust, respect, and open communication, where all voices are heard and valued.

Conflict resolution is also an integral part of team management. Conflicts are inevitable in any group setting, but how they are addressed can make a significant difference in team dynamics and productivity. Effective managers are skilled at identifying and addressing conflicts promptly, mediating disputes, and finding mutually beneficial solutions that promote harmony and collaboration.

Continuous feedback and performance evaluation are essential components of effective team management. Regular check-ins, performance reviews, and constructive feedback sessions provide team members with valuable insights into their strengths and areas for improvement. This allows managers to recognize and reward top performers, address performance issues proactively, and identify opportunities for professional development.

Finally, successful team management requires adaptability and flexibility. Every team is unique, comprising individuals with diverse backgrounds, personalities, and work styles. Effective managers recognize the importance of adapting their leadership approach to accommodate the needs and preferences of different team members, fostering an inclusive and supportive work environment where everyone can thrive.

In conclusion, team management is a multifaceted discipline that requires a combination of strategic planning, effective communication, conflict resolution, and leade

1. Team Management

2. What is a Team ?? A group of people committed to a common purpose, set of performance goals, and approach for which the team members hold themselves mutually accountable.

3. Types of Teams Problem-Solving Teams. Self-Managed Teams. Cross-functional Teams. Virtual Teams.

4. 1. Problem-Solving Teams Typically composed of 5-12 employees from the same department who meet for a few hours each week to discuss or Share the ways of Improving Quality, Efficiency & the Work environment, like as in the PSPCL.

5. 2. Self-Managed Teams Advanced form of Problem-solving teams, which not only Discuss/Share the ways of Improvements but also Implement the Solutions & takes responsibility for the outcomes of the latter, like Assigning tasks to the members, making Operating decisions, etc.

6. 3. Cross-functional Teams Employees from about the same Hierarchical level, but from different work areas, who come together to accomplish a task.

7. 4. Virtual Teams Teams that use computer technology(WAN, Video Conferencing) to tie together Physically dispersed members in order to achieve a Common Goal.

8. Other Team types: Interdependent Teams(Team India). Independent Teams(Shooting Team India) Interdisciplinary Teams. Multidisciplinary Teams.

9. What is Team Management ?? Team management  refers to techniques, processes and tools for organizing and coordinating a group of individuals working towards a common goal in a team . Since Whole team members are accountable for Results & function in a Cohesive way, so formation of a team needs a Serious Attention.

10. What It Takes to Be a Team Player ? Personality Individualism versus collectivism. Interpersonal Skills Conflict management skills. Collaborative problem solving skills. Communication skills. Management Skills Develop and establish goals. Control, monitor, provide feedback. Set work roles and assign tasks.

11. Team formation To make the Teams more effective several well-known approaches to team management have come out of academic work, like; Belbin Team Inventory by   M.Belbin : He Proposed a method to identify the different types of personalities within teams. In 1990, Margerison & McCann suggested Team Roles by Identifying Potential team roles.

12. Belbin Identified 8 roles as; Chairman/Coordinator. Shaper. Plant. Monitor/Evaluator. Company Worker. Resource Investigator. Team Worker. Completer/finisher.

13. Chairman/Coordinator: A person with Stable, Dominant, an Extrovert character who’s Pre-occupied with Objectives. He/She Quantifies Objectives, establishes Priorities & comes to firm Conclusions. Shaper: A person with Anxious , Dominant & Extrovert personality & is full of energy & gets easily frustrated. He/She gives Shapes to Team’s efforts & Pushes for Decisions.

14. Plant: An Introvert person with very High IQ . He/She scatters the seeds of Ideas for others to Nourish & is more concerned with Basic Issues. Monitor/Evaluator: Also an Introvert person with High IQ. He/She is a very Serious, Critical & perhaps seen as destroyer of Ideas. He/She lacks Warmth.

15. Company Worker: A Stable , Controlled & Practical Organizer. He/She is adaptable . Resource Investigator: A Dominant, Friendly & Relaxed Extrovert personality. He/She brings the Outside Resources & keeps in touch with Reality.

16. Team Worker: A Stable , Sensitive, Extrovert personality concerned with People & their Needs. He/She is just loyal to the team & avoids Confrontation or Bold Challenge. Completer/Finisher : An Anxious, Introvert & ‘Ill-at ease’ type personality until all the details are worked out. He/She follows the decision taken but is fussy about the details.

17. In India, RPG group followed Belbin’s approach with Success. Now a days, this is One of the India’s biggest Industrial group consisting of 15 companies under its Umbrella, like CEAT tyres , etc.

18. In 1990, Margerison & McCann identified key Potential team roles for different team members & concluded that One team member can play more than One Team Role, as per their Preference & their Skills. They suggested 9 key team roles as;

19. Role of Team Members

20. Other aspects of Team Management Upkeeping Team Fundamentals. Managing Juniors. Managing Team Experts. Handling Breakdowns.

21. Team Fundamentals Teams are Always associated with performance & success. Teams are small groups of dedicated individuals committed to the same and common task. Teams combine different and complementing capabilities and potentials of individuals synergistically Team members feel mutually responsible for each other. A team feels responsible as a unit for its success.

22. Managing Juniors Motivate by establishing objectives and reviewing at the end. As far as possible, let juniors plan and do while you only counsel and decide. Make frequent, constructive small criticisms and suggestions immediately after the fact. Set up appropriate control, Review mechanisms & Try to reward them where needed.

23. Handling Team Experts Shortcomings faced w.r.t. Experts You don‘t understand what he is talking about ! You can‘t judge the depth and accuracy of his output. You don‘t even understand how he performs !

24. But they Excel in & can be used for.. Strategy development. Operations planning. Organization structuring. Management systems. Implementation.

25. Handling Breakdowns Breakdowns are: Situations which cause uncertainties, confusion, and difficulties. Interruptions on the way to the goals. Situations and events which collide with our commitments.

26. But Positively, Breakdowns: Focusses the creativity of High Performance Teams to overcome the performance barriers. Are important milestones on the way to the Work breakthroughs. Can be initiated purposely by high performance teams to test the team and to create Work breakthroughs. Focusses Team members to create effective and efficient solutions.

27. Ingredients for Successful Team Clarity in goals. Established ground rules. Selection of team members according to capabilities. Clear communication and interactions. Quick wins. Appreciation. Awareness of group think. Time Sharing with each other.