Liaise with Stakeholders Essay Example

  • Category:
    Management
  • Document type:
    Assignment
  • Level:
    High School
  • Page:
    3
  • Words:
    1717

The poor performance of the team can lead to poor productivity and failure to achieve the team goals (Katzenbach and Smith, 2015, pp 63). Therefore, efforts should be put so as to ensure that the team performance is improved and the team goals are achieved within the set time. Team performance depends on many factors such as the group leader, cohesion among the members, respect for each member’s contributions, consulting from the senior members on the unresolved issues, among others (Katzenbach and Smith, 2015, pp 64). To ensure that the most effective team performance maximizing strategies are used, the team leader should liaise with the different senior members of his or her institution such as the managers and also with the team members so as to ensure that the team does not take too long than expected to meet the goals set (Katzenbach and Smith, 2015, pp 66).Report on the steps taken to resolve the performance issues

To maximize the benefits obtained from the communication process about improving the team performance with the manager, the open communication process is required. To maintain an open communication with the manager, I sought for clarification in the areas that I did not understand. I could not let the manager start a new idea unless I had understood the previously discussed idea. I asked questions raised by the unfamiliar team improvement skills. I also took some notes on the new strategies communicated by the manager so as to discuss them with the team members. I also avoided becoming defensive by responding to criticism using phrases such as “I can clearly understand the reason for that argument” or “I understand why that statement is frustrating to you”. I also refrained from eye-rolling and snickering to neighbors during the discussion so as to get each and every idea communicated by the manager.

To maintain open communication with the team, I ensured that I treated the members of the team the same way I would like to be treated. I also thought before speaking so as to ensure that my message is clear. To ensure that the group members felt safe in my presence, I refrained from whispering, snickering, or eye-rolling to neighbors. I would ask questions so as to get clarification on the issues that left me hanging. I also asked the team members to use familiar technical terms or acronyms while raising ideas and clarifying on the various issues rose in the discussion. I also avoided taking sides so as to make each and every member of the team feel as a part and parcel of the team. I could not crush the other team members’ ideas without even giving them fair chances. I avoided pretending to know things that I did not or doing things that could divide the team.

In my discussion with the manager, I learned that team performance can be improved when communication between the team members is well facilitated. To ensure that the team benefited from this fact, I set a good example for the team by being open to concerns and suggestions and also being relatively sensitive to the feelings. I communicated clearly in the team, especially regarding instructions and expectations. I also encouraged information sharing, brainstorming, and active listening. To ensure that the team goals were achieved at the planned time, I ensured that they were clear as the manager had suggested in our discussion. I made sure that the goals set were understandable to each and every team member. I also evaluated the performance of the team and its progress towards the goals. We celebrated and painted clear pictures of the obstacles to the success of the business.

To ensure that the team is operating efficiently and the success and performance of the team are measured, ground rules should be set (Katzenbach and Smith, 2015, pp 63). To ensure that the team benefited from this idea which was emphasized by the manager in our discussion, I made sure that every team member understood his or her responsibilities and roles as well as those of their team members. I encouraged them to create ground rules for the team and also ensure that each and every team member agreed to them. I ensured that the rules touch on the issue of brainstorming and judgment of the others’ contributions. Team members should suggest their ideas during brainstorming sessions and avoid the act of judging the contributions of each other. The manager also touched the issue of being late to meetings can lead to poor performance of the team and hence failing to achieve the set goals. To ensure that the issue was well recognized in the team, I asked the members to incorporate it in the ground rules. It was then agreed on the ground rules that each and every team member should be at meetings on time so as to ensure that whatever that is planned for each and every meeting is discussed properly. I continued to remind the team of the value of hard work towards the achievement of the set goals and also appreciated their contributions.

High-performance teams achieve their goals at the planned time. For the team to perform well, it should combine the individual skills and talents (Katzenbach and Smith, 2015, pp 63). This is called cohesiveness. Team behavior greatly determines the cohesiveness of the group and thus efforts aimed at improving the performance of the group should be channeled towards influencing the behavior of the team members. Improved group behavior leads to the achievement of greater collaboration and participation levels because of members of the team trust one another, attach confidence to their effectiveness and abilities and develop team identity’s strong sense. To improve the behavior of the team members, we set ground rules that stipulated clearly how the members of the team should behave (Katzenbach and Smith, 2015, pp 65). The improved behavior led to possession of team emotional intelligence of high-level something which I am sure that will improve the team performance and help in the achieving of the set goals of the team.

Training, monitoring, and coaching skills are essential in building the know-how of the team members hence improving the performance of the team and achieving the team goals at the planned time (Suchan and Hayzak, 2001, pp 174). As a leader in the group, I used the best coaching skills communicated to me by the manager so as to ensure that the other members of the team know their various positions and devote themselves fully to their talents and also to ensure enough support for each and every member of the team. To further improve the performance of the team, more expert coaches, trainers and mentors should be used as guides of the group leaders. Mentoring of the group members takes them to the next higher level of handling and participating in team work. Coaching and mentoring provides solutions to the team members that were not covered during the planned group sessions (Suchan and Hayzak, 2001, pp 180).

In the evaluation of the performance of the team so as to identify the improvements made, team members should not be rated as individuals but on the group basis. This helps to keep them accountable hence getting the group dynamics’ better sense. If the team in question is performing well, there are no chances of noticing problems. However, if some things are not going smoothly among the team members just know that the group is in a stagnated state and no changes in the performance. For example, if the members of the team are not pulling together their weight hence causing problems in the group, it is a clear indication that the team is not performing and thus the achievement of the team goals will be delayed or become difficult to achieve. If a problem is detected during the evaluation of the performance of the group, the leader of the team should speak with the involved individuals so as to provide a resolution to the problem (Rosen, et al, 2010, pp 353).

To achieve the goals of the team, I have established a connection for the team with the Apparel Brands Pty Ltd’s bigger picture. This has brought the biggest impact on the performance of the team since the team members discovered and understood how their ideas and suggestions fit into the company, knew how their ideas can successfully impact on the organization’s success and also understood the various areas where our team can effectively contribute to the organization’s strategic goals. I have also led the team into the selection of goals that can make difference and that can engage each and every team member. Finally, we have set rules that confine the behavior of the members so as to make sure that the activities of the team proceed as planned.

Reference

Katzenbach, J.R., and Smith, D.K., 2015. The wisdom of teams: Creating the high-performance organization. Harvard Business Review Press. Pp. 63-68

Rosen, M.A., Weaver, S.J., Lazzara, E.H., Salas, E., Wu, T., Silvestri, S., Schiebel, N., Almeida, S. and King, H.B., 2010. Tools for evaluating team performance in simulation-based training. Journal of Emergencies, Trauma and Shock3(4), p.353.

Suchan, J. and Hayzak, G., 2001. The communication characteristics of virtual teams: A case study. IEEE Transactions on Professional Communication44(3), pp.174-186.

Appendix

Assessment 3 –Third-party report for the candidate:
Did the candidate provide you with information from the manager?
What was the information?

Training, monitoring, and coaching skills are essential in building the know-how of the team members hence improving the performance of the team and achieving the team goals at the planned time. Performance can be improved when communication between the team members is well facilitated. One should not take sides so as to make each and every member of the group feel as a part and parcel of the group and finally, one should not pretend to have understood while in a group.

Did the candidate help you to achieve goals by overcoming issues with achieving activities on performance plan?
Describe how:

The candidate helped me to develop the best behavior to be expressed in a team setting so as to benefit from the discussion and also contribute to the performance of the team towards achieving the set goals.

Team member/observer’s name: Signature and date:
Candidate’s name: Signature and date: