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Establishing an Effective Team

Establishing an Effective Team

The backbone of an effective business is the availability of effective teams. Building great teams is something that takes time and involves the coordination of the team leader with the subordinate. I’m the team leader in my workplace and my tasks are extensive, and I have to ensure that I hold the team together to ensure that all the members participate and work in solidarity. The process of building teams involves planning and making the members remain on the right path of working together. I have known that to ensure an effective team; a smart leader has to have the ability of identifying the skills of employees before assigning them different tasks.

AC 1: The Process of Developing and maintaining working relationships at my workplace

In my workplace, to develop effective relationships will involve increasing the number of the staff meeting to highlight the progress of the employees and how they will uphold the missions of the business. Besides, I believe that encouraging teamwork through both informal and formal activities will increase team building. Another way is to communicate the expectations of the team regularly and to set the performance expectations for each employee through an emphasis on their role in the success of the company (Kur, 2007). To maintain these relationships, I think that setting measurable and clear goals for every team member is important. Employees need to know what is expected of them, how to perform these tasks and where to seek help. To such an extent, providing a detailed description of their jobs is also a smart move that will facilitate the communication between them and me. Another element is to reward and acknowledge good performance and seek to address problems immediately.

AC 1.1: Advantages of effective working relationships in team development and maintenance

The importance of effective relationships in team development is that the members of my team will end up feeling satisfied thereby fostering a positive workplace environment. Moreover, I believe that effective relationships that are based on trust enable the sharing of knowledge hence the creation of effective teams. Such relationships lead to both team and career development that will increase the mutual respect among my team players. Effective relationships enable smooth communication and establishment of quick solutions to the problems encountered in the workplace (Kur, 2007). My team members have been mindful of their actions and the impact of their existence on others due to the effective relationships that we have created in the workplace. Thus, we have avoided negative emotions and enhanced an honest and open communication channel for all of us. As a team, effective relationships benefit all the members in cultivating good relationships with other stakeholders. Teams are developed and maintained due to their ability have a common ground of understanding, avoid conflicts, and share similar goals and directions.

AC 1.2: Behaviors leading to the development and maintenance of trust

I think that remaining honest with the workers about the negative and positive elements of the business is one way of building trust. As a result, all the employees and management will have the same concept of maintaining honesty with each other. As a result, the integrity created will make my colleagues and employees more trusting in my actions and the actions of others. Another means of developing trust is through facilitating employee involvement in achieving the goals of the company. When a leader, like me, is transparent with the goals and mission of the company, the employees will feel to be a part of the company. Valuing the inputs and encouraging the employees to share their viewpoints in improving the operations of the company will increase a sense of belonging and facilitate trust improvement (Bonebright, 2010). I have to be open-minded with my team if I want them to trust me and the work I do. Besides, I have to build a culture that encourages risk-taking, creating, and future developments for increased collaborative work. Conversely, dishonesty, lack of integrity, lack of transparency, and not encouraging employees are some of the behavior that creates distrusts at work.

AC 1.3: The role of communication in effective team development

Communication is an important element in the development of an effective team. Communication increases the chance of raising the best ideas and practices that can be shared among the team members. Teams that establish a positive, open, and supportive communication channel facilitates the development of the good working environment. Consequently, such an environment will mean that the team members are better positioned to share ideas and work together to develop their skills and increase productivity. I also think that communication helps my team members manage and avoid conflicts. Conflict management is an essential professional development ability that increases team cohesion (Bonebright, 2010). Good communication disseminates information to all the team members concerning their roles and updates them on the progress of the company. Effective communication makes training of the team members easy and fast. Furthermore, the ability of members to interact lies within the concept of information flow that is an element of communication. Conversely, lack of communication in the workplace will result in increased conflicts and undermining of skill development in the workplace. Thus, lack of communication undermines the exchange of ideas in the team.

AC 2.1: Explain the differences between a group and a team

  1. A group is a collection of people coordinating individual efforts whereas a team shares the same purpose and goals.

  2. Team members are committed to each other and coordinate activities compared to groups that have no focus or common purpose.

  3. Due to the similar outcome to be achieved, members of a team are interdependent whereas the individuals in groups are completely disconnected and do not rely on each other.

  4. Teams have a particular purpose thereby are short-lived whereas group can exist for the long period without any shared concept.

  5. Team members are formal with specified duties and roles whereas groups are informal with not assigned roles to the members.

  6. Team members are aware of each other hence collaborations whereas group members may have relationships with each other or may be completely unaware of each other.

Groups are beneficial than teams as there exists cohesions and goals that are the basis of improving productivity in the workplace. The work of a team will be improved when they coordinate their activities, collaborate, have strong relations between the team members.

AC 2.2: Stages of an established group formation model

There are four stages in the establishment of a team. The forming stage is characterized by team members focusing on a routine to avoid conflict and gather information to ensure that they fit in. The storming stage is characterized by disagreements among the team members (Bonebright, 2010). This disagreement and are easily dealt with and opens the door for different issues to be discussed. In my team, this first stage results in increases occurrences of disagreements hat I have to step in and solve. A completion of the storming stage ushers in the norming stage which is characterized by the ability of the team members to understand each other. Norming creates an effective and cohesive team that has been stormed effectively. In this stage, my team is characterized by their ability to work together and effectively increase work productivity. The performing stage is characterized by the ability of the team members to work together and independently. There exist a strong sense of responsibility, trust, loyalty, and honesty among the team members. In my team, this stage has the most effective means of increasing productivity. My team members depend on each other due to the loyalty that has been created and the ability of work together without many disagreements.

AC 2.3: The benefit of knowing the preferred roles of team members by a manager

Knowing the preferred roles of team members is important for the motivations of the team members (Belbin, 2004). I can use it a base of instituting a consistent approach to assigning roles. By identifying the roles of the team members, I will develop self-consciousness and use the strengths of my team members to our advantage while managing their weaknesses the best way I can. Understanding the roles that each member wants to play is a good way of knowing what roles to assign to whom and how the team can compensate for the shortcomings of each member. Understanding where each member fits in will enable the team focus its effort on an assigned task rather than trying to train a team member in a role that they do no prefer.


Belbin, M. (2004). Belbin team roles. Belbin Home Page. Retrieved April, 16, 2004.

Bonebright, D. A. (2010). 40 years of storming: a historical review of Tuckman’s model of small group development. Human Resource Development International, 13(1), 111-120.

Kur, E. (2007). The faces model of high performing team development. Leadership & Organization Development Journal, 17(1), 32-41.