High performance team - Essay Example

Running Head: High Performance Teams High Performance Teams [Institute’s Difficulties in Establishment of Self- directed and High-performing TeamsFor the establishment of self-directed and high performance teams, the manager identified some difficulties as discussed below:1. Team lacks a vision and appropriate direction to focus on their goals. They are inevitable to strive for their goals in order to achieve their future perspectives (Purser et al, 1998). The manager is the leader and is the key element to motivate its team in the right direction.

Vision can be directed through inspiration and motivation by words and experiences. Inspiration is necessary for the high performing teams as experienced manager can encourage them to understand their goals (Katzenbach et al., 1993).2. Lack of development needs of team members is another major difficulty managers have in establishment of high performance teams. They are unaware of the knowledge being delivered to each team member for fulfilment of goals and objectives (Heathfield, 2007).3. Lack of appropriate leadership style by the manager can also harm the team spirit and divert them from their established goals.

The manager needs to adopt a specific leadership style to help and maintain the team’s enthusiasm and expectations. Successful Characteristics of establishing Self-directed and High Performing TeamsThe ultimate goal for building a high-spirited team is to strive for improving customer satisfaction. Listed below are successful characteristics of building self-directed and high performing teams (Heathfield, 2007):1. Clarity in expectations (Heathfield, 2007)2. Context of existence i.e. purpose of being the part of the team3.

Commitment to achieve their goals (Heathfield, 2007)4. Competence to perform their task (Heathfield, 2007)5. Collaboration with the team is essential to support the team goals.6. Coordination with the team is essential as it helps to realise their main objective to success. It also helps them to understand the needs of fulfilment of their task 7. Control is an important empowerment for fulfilling the task as it develops the awareness that recommendations made by the team members will be scrutinised by their manager as the final decision rest with him (Buchholz, 1987).8. The team members should understand the consequences for their prospective actions, as they should accept certain amount of risk adhered to the organisation.9. Communication is essential to improve performance of the team though past experiences and steady flow of work within the team (Lencionii, 2005).10. Charter is an integral part for operating a structured staff working in cohesion for running a smooth process.

Team should be focus according to the charter.RecommendationsTo strive for success, following plan can be implemented to improve negotiation and conflict management among the team members:1. Prevention and resolving conflicts: A safe and supportive organisational environment can build mutual trust and respect for its fellow team members. It can enable the members to express their opinions and problems with each other. For prevention of conflicts, following steps can be taken to make it a positive influence on the team (Fernandez, 2011).a. Make suggestions, help to negotiate and provide a constructive feedback.b. Focus on task is important and make sure to ask questions for clarification of issues and problems (Fernandez, 2011).c. Sharing observations, experiences can help the manager to understand their views and if necessary, they can coach their staff members (Fernandez, 2011).d. Self-evaluation is important for every team member as it helps them to understand their efforts and desired output (Fernandez, 2011).2. Negotiating a win- win situation:A collaborative agreement for negotiation between the team members and the manger can divulge a win- win situation.

It is positive for both the interest and leads to total satisfaction for the high performance teams as well as the management (Fernandez, 2011).i. View problem as an obstacle rather than the peopleii. The tone should be soft on people and hard on the obstacles (Fernandez, 2011).iii. The focus should be the goals and interests rather than position (Fernandez, 2011).iv. Negotiate to form multiple options for goal congruent gains.v. Release the pressure by positive outlook on team members (Fernandez, 2011).

ReferencesBuchholz, S. (1987) .Creating the High-Performance Team. New York: John Wiley and Sons Inc. Fernandez, K. (2011). Conflict Management. Retrieved on December 08, 2012: http://www.athealth.com/consumer/disorders/conflictres.htmlHeathfield, S. (2007). Twelve Tips for Team Building: How to Build Successful Work Teams. Retrieved on December 08, 2012: http://humanresources.about.com/od/involvementteams/a/twelve_tip_team.htmKatzenbach, J. R., & Smith, D. K. (1993). The Wisdom of Teams. Boston: Harvard Business School Press.

Lencionii, P. (2005). Overcoming the Five Dysfunctions of a TEAM. San Francisco, CA: Jossey Bass. Purser, R. E., & Cabana, S. (1998). The Self-Managing Organization: How Leading Companies Are Transforming the Work of Teams for Real Impact. New York: The Free Press.