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Effective Team and Performance Management - Literature review Example

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The paper presents a brief analysis of the effective team and performance management. Challenges such as unsuccessful problem solving, non-functioning team diversities and most common, motivation among the team members are inevitable in a team (Keyes, 2004; p. 1282)…
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Effective Team and Performance Management
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Download file to see previous pages Being a leader is never an easy experience. It becomes even more difficult when one is dealing with a dynamic group. Therefore, I had to use my interpersonal skills such as creativity, flexibility, passion and self-competence as put forward by Goleman (2002; p. 251). Concerning passion, I had a feeling that emotional intelligence was instrumental in uniting the team members towards our mission.
Concurrently, there are areas where I felt I lacked the necessary knowledge to offer guidance to the team. Hence, I learnt to admit the lack of knowledge or expertise was very significant. Some of the skills I thought I did not possess at all came handy to my surprise. For example, timely arrival and staying patient to the end of a discussion was fundamental during the field exercise. I have known by friends as a poor listener but my team experience gave me limelight to be the best and active listener. Though there were members who felt they were entitled to dominate the discussion, I was quite equipped in this area. First, I studied their personality and eventually learnt ways of managing them. In fact, according to Richard & Lynn (2007; p. 187), studying every group member within the shortest time possible is very essential.
Following my experience in this group, I learnt that working towards building trust among team members was significant in managing the group. Taking responsibility for actions is vital in building trust among the members. To err is human and mistakes committed must be admitted to ensure an amicable solution is achieved. I learnt the member’s involvement in different tasks was significant in achieving a formidable solution to the tasks. Likewise, allowing the group to make rules during the lifetime of the group is also very important (Monge & Contractor, 2003; p. 57). In this manner, the group will not feel dictated upon when certain decisions concerning them are to be made. At the time of making the rules, expectations of every team member must be noted with transparency it requires. In addition, it came to my grasp that my expectations of the team members were to be made clear to help build a cohesive team.
Most importantly, I felt it was important for my connection with the group. Satisfying the group’s self-interest was a major force in creating strong interpersonal relationships (Laura, 2008; p. 387). I had an obligation to empathize with certain emotional issues experienced by some of the group members. Ignoring some of the issues, which one may term as ‘petty’, was no constructive at all. Behaving in this manner was liable to the downfall of the team and the whole mission. Driving the mission to success must be the ultimate goal. However, a mission cannot be driven to succeed when other members are completely lost from the group. I was aware that every member had a right to express his or her plight during the exercise for harmonious progress.
Formation of the team was one of the life experiences that I will never regret in my learning experience. During the team formation, a condition was that every learner was to join a group from which he/she had no close friends. This marked a turning point in my interpersonal relationship with my peers. As cited by Tuckman (1965; p; 187), the formation stage of groups was filled with hesitations where most individuals were not sure which group to join. The most explicit feature of communication observed was the use of gestures and eye contact. ...Download file to see next pages Read More
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