Seven Factors of Effective Team Performance written by:
When individuals gather to achieve a common goal, many interpersonal dynamics play a role in whether or not the team will be successful. Sometimes a team can mesh well together and succeed at anything they attempt; however, other teams, regardless of available resources, seem to flounder in failure.
So, how can leaders determine whether a team will demonstrate effective team performance?
It can be done by observing and evaluating the following seven factors that collectively contribute to team success: Cohesiveness The first factor to consider is how cohesive members are with one another.
Although these characteristics are difficult to observe, managers can look for signs that team members are well-acquainted past superficial meet-and-greet topics.
Managers can also determine whether team members equally participate in group discussions and activities rather than forming cliques or subgroups of cohesive units.
Communication Efficient communication mechanisms are crucial to develop effective teams. In order to understand the scope of a goal and agree upon a path to reach that goal, teams must develop an effective method of communication.
Indicators of effective team communication include: Furthermore, to foster team cohesion, employee satisfactionand motivation, organizations should implement a formal conflict resolution process in cases where a team cannot effectively resolve conflict internally.
Groupthink Groupthink is a tendency for decision-making teams to suppress opposing viewpoints in order to preserve group harmony. This phenomenon can occur because individual team members have an overwhelming desire to be accepted and teams want to minimize conflict.
When determining the degree to which a team is experiencing groupthinka manager can evaluate whether the team is exerting an excessive amount of dominating characteristics.
Other signs of groupthink include individual conformity, apathy toward team goals and outcomes, peer-pressure exerted by leaders within the team, and discussions that tend to be one-sided.
Homogeneity Homogeneity is the extent to which members are similar or different to one another. The difficulty for most project managers is finding the right balance between overly homogenous and overly heterogeneous teams. When evaluating team homogeneity, a manager can consider similarities and differences in personal characteristics, education, skills, abilities, generational backgrounds, cultural background, and income levels.
Teams that are homogenous tend to be highly cohesive and can easily develop effective communication methods that reduce conflict. However, too much homogeneity leads to greater instances of groupthink.
Alternatively, teams that are highly heterogeneous have an advantage because members are highly diversewhich leads to more instances of creativity, ingenuity, and resourceful productivity.
However, teams that are too diverse may limit the degree to which members can relate to one another and effectively communicate.
Role Identity Role identity is the extent to which members are capable of assuming different roles throughout the team structure, thus diversifying efforts and developing subject matter experts.
The diverse skills and knowledge that members bring to a team provide a large range of capabilities necessary to achieve a goal.
Managers can observe the extent to which a team can recognize the individual potential in each member and identify the role best suited for that member. If not, a team cannot be expected to be highly functional and perform well. Stability The sixth factor that significantly influences team performance is the degree of stability among members and project leaders.
Teams that have lower turnover rates experience higher levels of group cohesion, better communication methods, and more effective role identity.
In addition to simply evaluating turnover rates, managers can evaluate the degree to which members are comfortably interdependent with one another, which comes with stable and trusting relationships. The greater number of members within a team the more resources available to achieve a goal.
However, as team size increases, so does the number of conflicts resulting in decreased levels of cohesion and inefficient productivity.An effective team requires cohesion that is held together by several factors. In order to understand how to assemble an efficient team, you first need to know the factors affecting effective teamwork.
Factors that lead to effective teamwork and the influences that threaten success Teamwork is very crucial to achieve an organizational goal (Steers. They can contribute more effectively in the teamwork with the help of technology.
Q.4b) Investigate the factors that lead to effective teamwork and the influences that threaten success? Whether in the workplace, or in sports, or amongst members of a community, effective teamwork can produce extraordinary results.
The many challenges that your organization faces, the more critical it becomes that teamwork is effective. The key elements to successful teamwork are trust, communication and effective leadership; a focus on common goals with a collective responsibility for success (or failure).
Some of the factors affecting team effectiveness are shown as follows: While informal work groups often develop feelings of close affiliation among members, formal work groups sometimes do not develop such loyalty. It is very important for management to develop, among the group members, such characteristics as dedication and cohesiveness.
An effective team requires cohesion that is held together by several factors. In order to understand how to assemble an efficient team, you first need to know the factors affecting effective teamwork.