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Evaluating Effectiveness of Team

Discuss Evaluating Effectiveness of Team within the Principles of Management / Perspective Management forums, part of the Resolve Your Query - Get Help and discuss Projects category; Evaluating Team’s Effectiveness When evaluating how well team members are working together, the following statements can be used as a ...

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Evaluating Effectiveness of Team - September 23rd, 2010

Evaluating Team’s Effectiveness


When evaluating how well team members are working together, the following statements can be used as a guide:


Team goals are developed through a group process of team interaction and
agreement in which each team member is willing to work toward achieving these goals.


Participation is actively shown by all team members and roles are shared to facilitate the accomplishment of tasks and feelings of group togetherness.



Feedback is asked for by members and freely given as a way of evaluating the team's performance and clarifying both feelings and interests of the team members. When feedback is given it is done with a desire to help the other person.


Team decision making involves a process that encourages active participation
by all members.


Leadership is distributed and shared among team members and individuals willingly contribute their resources as needed.


Problem solving, discussing team issues, and critiquing team effectiveness are encouraged by all team members. Conflict is not suppressed. Team members are allowed to express negative feelings and confrontation within the team which is managed and dealt with by team members. Dealing with and managing conflict is seen as a way to improve team performance.



Team member resources, talents, skills, knowledge, and experiences are fully identified, recognized, and used whenever appropriate.
Risk taking and creativity are encouraged. When mistakes are made, they are
treated as a source of learning rather than reasons for punishment.



After evaluating team performance against the above guidelines, determine those areas in which the team members need to improve and develop a strategy for doing so.
The team leader should be the liaison between the team and upper management. The team leader needs to know and work with upper management to obtain a full commitment from them in support of the team's program.


However, when this happens, team members must realize that they have a major responsibility to make maximum use of the resources and support provided.


The team leader can encourage team member growth, and should be willing to take some risk by having members whose resources are relevant to the immediate task provide the leadership.
The team leader should be fair, supportive, and recognized by team members as one who can make final judgments, work with upper management, and give direction to the team as needed.



To assist the team leader in evaluating the level of team development, have each team member answer the twelve questions in Table I. This should be followed by a discussion of the questions to determine where and how changes should be made to help facilitate the development of a strong team.
As team members build commitment, trust, and support for one another, it will allow them to develop and accomplish desired results.


This commitment, trust, and self-determination by each team member is critical in achieving a sustained high level of performance. Team members will learn to appreciate and enjoy one another for which they are and will help keep one another on track. The team will have developed its working methods so that they become an informal set of guidelines.
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Evaluating Effectiveness of Team - February 17th, 2016

Quote:
Originally Posted by abhishreshthaa View Post
Evaluating Teamís Effectiveness


When evaluating how well team members are working together, the following statements can be used as a guide:


Team goals are developed through a group process of team interaction and
agreement in which each team member is willing to work toward achieving these goals.


Participation is actively shown by all team members and roles are shared to facilitate the accomplishment of tasks and feelings of group togetherness.



Feedback is asked for by members and freely given as a way of evaluating the team's performance and clarifying both feelings and interests of the team members. When feedback is given it is done with a desire to help the other person.


Team decision making involves a process that encourages active participation
by all members.


Leadership is distributed and shared among team members and individuals willingly contribute their resources as needed.


Problem solving, discussing team issues, and critiquing team effectiveness are encouraged by all team members. Conflict is not suppressed. Team members are allowed to express negative feelings and confrontation within the team which is managed and dealt with by team members. Dealing with and managing conflict is seen as a way to improve team performance.



Team member resources, talents, skills, knowledge, and experiences are fully identified, recognized, and used whenever appropriate.
Risk taking and creativity are encouraged. When mistakes are made, they are
treated as a source of learning rather than reasons for punishment.



After evaluating team performance against the above guidelines, determine those areas in which the team members need to improve and develop a strategy for doing so.
The team leader should be the liaison between the team and upper management. The team leader needs to know and work with upper management to obtain a full commitment from them in support of the team's program.


However, when this happens, team members must realize that they have a major responsibility to make maximum use of the resources and support provided.


The team leader can encourage team member growth, and should be willing to take some risk by having members whose resources are relevant to the immediate task provide the leadership.
The team leader should be fair, supportive, and recognized by team members as one who can make final judgments, work with upper management, and give direction to the team as needed.



To assist the team leader in evaluating the level of team development, have each team member answer the twelve questions in Table I. This should be followed by a discussion of the questions to determine where and how changes should be made to help facilitate the development of a strong team.
As team members build commitment, trust, and support for one another, it will allow them to develop and accomplish desired results.


This commitment, trust, and self-determination by each team member is critical in achieving a sustained high level of performance. Team members will learn to appreciate and enjoy one another for which they are and will help keep one another on track. The team will have developed its working methods so that they become an informal set of guidelines.
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