When would be their individual knowledge and

When I think of strong teams or groups
of professional people in the work force I immediately think of, but isn’t
limited to, police, firefighters and EMS workers to say the least. These are
people whom, although may sometimes work independently, usually work as a team
in order to get their job or jobs done. When these people work in teams, it is
critical that they work as closely unified and as efficient as possible because
another person’s life may be threatened or in danger. Any false move or error
in protocol could put people in harm’s way or can worsen their already terrible
situation. I think of these people more so in this situation than, let’s say, a
team of corporate lawyers, or a kitchen crew in a fine dining establishment
because they have more to lose if the team or teamwork fails them or there is a
breakdown in protocol.

As a manager with years of experience in
teambuilding exercises, the first thing that I would do before creating the
team is outlining and establishing the type of group you are putting together
and the specific details that will come into play in the duration of this team
or group effort; regardless of it being a long-term or short term relationship.
The main focus of a plan is to identify the goals or tasks at hand and they
should be prioritized by importance so the team knows where their focus is to
stay before each task is complete.

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The first factor that I feel is the most
important when deciphering teams and groups would be their individual knowledge
and training on the upcoming tasks at hand. Having the right people in the
right positions is what is going to make your mission successful and
understanding what your team members each understand will allow you to put them
in the right place so they can be set up for success. In a case where you may
have multiple people who lack certain skills, this is an opportunity to pair
them with another group or a specific person so they can learn new information
and be even more useful come the next assignment.

Secondly, effective communication is a
big one that is thrown around when talk of teams and groups and leaders and
managers come up. When it comes to team building and communication, it is
important to pair people together in the hopes that each person will feel comfortable
enough partaking in the assignment and is utilized completely for their
knowledge and skills that they can bring to the table. Several advantages that
result from effective communication can include, but are not limited to, individual
input encouragement, mutual and clear understanding between all group members, efficiency
in production and completed work and an overall good morale and attitude within
the team.

Lastly, commitment and dedication to not
only the team but to the overall goal or tasks at hand is very crucial in the
success of a team. Each member needs to have an open mind to new ideas and thoughts
and be ready to experiment with new ideas and ways of doing things, even if it
is foreign to you personally. When you’re committed and dedicated, that shows
me that you are ready and willing to do pretty much anything to get the job done.
It is ok to have some reserve, not everyone is 100% committed to a task or an
assignment but having the mindset to allow yourself to get the job done regardless
of your personal feelings, show’s dedication to your organization or department
and exemplifies your can-do attitude. Dedication to anything takes time to build,
it doesn’t happen overnight but preparing yourself for what’s to come is a good
way to start setting yourself up for success.

 

Trust is a big deal for a lot of people.
Either they have a hard time trusting people because of events that have
happened in the past or they are afraid of what might happen in the future,
either way, trusting your team members plays a big role in the success or
failure of your group. Fortunately, there are many exercises and tactics that
you can do to enhance the trust within your team and build your bond to be
strong and unbreakable. In my opinion, the most important are open mindedness, organized,
and upholding your beliefs.

            Staying
open-minded isn’t always the easiest thing to do. In today’s world, it seems as
though there is always an opinion to listen to, a specific way to do something
or the unwillingness to do something different than what you are comfortable
with or accustomed to because it is different. Staying open-minded when it
comes to trust building in a team allows people to see that you are open to
anything that come your way. It showcases your ability to look at a way of
doing something and take it for what it is and evaluate whether or not it’s
worth doing over another way. It allows your brain to take any and all options
into consideration and make a decision based on real fact and evidence instead
of basing your decision off gut instinct or what you are accustomed to doing. Staying
open minded in more ways than one, shows that you don’t close your mind to new
ideas and you allow yourself to open up to new opportunities and innovations.

            When
someone is considered organized, it means more than someone who has things done
a certain way and shows deep regard for cleanliness. Yes, all those things are good
to have and are common among people who are considered organized but to me,
someone who is organized has allowed themselves to take in information and processes
it mentally in a certain way that benefits them and potentially the people around
them to make their lives easier. I consider myself one of these people and when
I see someone I’m working with who acts similar to me, it makes me feel
comfortable to know that odds are they will stay on top of what they are asked
to do which in return will build trust from other team members.

 

            The structure of any team can have a
tremendous impact on the overall success and wellbeing of a group or
organization. Depending on where you go and the atmosphere you’re in, you may experience
different types of structures. This can be a positive thing as long as the
structure in place is being monitored and followed through with. Structure starts
with your managers and leadership team. They set the precedent for things like how
things should be done, how quickly and often things should be completed and how
detailed work should be. This is where your leadership and managerial skills
come into place and how you take control of your team positively to ensure
objectives are being completed and your team is running smoothly. The beauty about
structure is that is doesn’t have to follow one specific type of structure
model, just because it works for some, doesn’t mean it’ll work for others. You
as the leader need to think about what are best for your team in comparison to
the tasks at hand and what is the best way to get that done to the best of your
ability. How can you use your resources to run your structured team flawlessly with
trust that everything is being done the way it should be. “Jones (2007) notes
that from this relationship emerge norms and rules contributing to improved
communication and common language that improves team performance.” Contrary to
Jones belief, “Turner (2006) points to a structure as primary reason why organization
struggle with cultural change as these structures often box people in old
styled formations which are not aligned to new business philosophies.” However,
this is also where, as a manager, you need to step in here and there, following
up constantly and checking in on your staff to ensure it stays in line with
your structure.

 

Few
things can be as frustrating as completing a large quantity of work, putting in
hours of energy only for that work to have nothing to do with your end goal or
have it be a waste of time completely. This would be a problem with the
management because had they been on top of your tasks and what you were working
on, they could have stopped it or prevented it from going any further once they
realized it was wrong. Today, many companies are realizing how much is actually
wasted in their establishments. They are examining things more in depth, performing
audits monthly instead of quarterly, instilling a harder work ethic in their
management to stay on top of their employees; making sure they come in on time,
do the work they are assigned and clock out on time. In my department in the hospital,
I am constantly using, what I call, “game plans” to prepare ourselves for
upcoming events and parties. One of my favorite quotes is from Benjamin Franklin
which says, “If you fail to plan, you are planning to fail.” (2018) I use this
as my motto at work every day because it is absolutely true. Every little thing
that is done in my kitchen has a reciprocating plan somewhere so it is being
tracked by someone. This allows us for a better handle on cost control, labor control,
and quality control and we can ensure that the procedures are being followed
and guidelines are being met. Bird and Harwig stated that, “as a sort of invisible
leader, a team’s common purpose inspires team members, cultivates trust among
them, bonds them together in its pursuit and compels them to perform a high
level.” (2016)

 

Power
and influence is used in day to day operations to achieve team objectives all
the time. Organizational power and personal power are sources used by leaders.
Organizational power refers to legitimate power, reward power and also coercive
power. Personal power is more along the lines of expert power or referent
power. Although different types of power and influence can be used by leaders,
the outcomes have the potential to be the same. These outcomes include
increased efficiency in behavior, performance, turnover, absenteeism, task
completion and also job satisfaction. “A great deal of power people have in
organizations comes from the specific jobs or titles they hold.” (2011) In
other words, they are able to influence others because of the formal power
connected with their roles.

 

In
order for strengths of individual team members to be capitalized to result in
the achievement of team objectives in professional groups, the team leader
should observe individual staff strengths and assign other staff members to
that area of work that will complement and enhance their production abilities. Diversity
is also a huge strength for teams because many companies are hiring people from
different backgrounds to gain a different insight and perspective on their
operation in order for them to improve and make changes necessary for continued
success and a healthy work environment.

 

Over
the last century, the technology industry has soared past goals and limits they
never thought possible. It is almost near impossible to go through a day without
using some sort of new technology; it’s no wonder that our businesses are now also
being transformed into smarter, more efficient places to work and be a part of.
Technology has drastically allowed people to talk to other people on the phone from
opposite ends of the world with the touch of a button on a phone screen to then
hanging up and video chatting with your mom who lives down the street by
herself; all without leaving your home or your office. Technology has allowed
people to share documents and data online in real time, swapping files, updating
paperwork with the touch of a few keys and potentially saving millions of trees
a year from destruction in the meantime. In my department, we have implemented
a no paper waste rule. If we don’t need a physical copy of a paper invoice or log,
then it’s not to be printed. Everything we do is now saved on our share drive
for our department where we all have access to files we need for everyday
office work. This has not only saved us money on paper products but has saved
us time because we can pull up files at any moment whenever we need it. 

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