1 chapter 8 team leadership. 2 summary of lecture 16 group vs team types of groups group development...
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Chapter 8Chapter 8
Team LeadershipTeam Leadership
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Summary of Lecture 16
Group VS Team
Types of Groups Group Development Stages
Group Think
Social Loafing
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Learning ObjectivesBuilding successful team
Types of Team
Teamwork
Team Leader role
Team Creativity
Team Decision Making
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In team members have complementary skills and are committedIn team members have complementary skills and are committedto a common purpose or set of performance goals for which they holdto a common purpose or set of performance goals for which they holdthemselves mutually accountablethemselves mutually accountable
Accountability foroutcomes rests on...
Individual outcomes Mutual outcomes
Individual and common goals
Common goals andcommitment to purpose
Members areinterested in...
Demands of management Self-imposed demandsResponsive
to...
Individual contributionsIndividual contributions
and collective work products
Performancedepends on...
GroupsGroups TeamsTeamsvs.vs.
Groups vs. TeamsGroups vs. Teams
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TEAM
T = TogetherE = EveryoneA = AccomplishesM = More
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Building Successful TeamsBuilding Successful Teams
Diversify team membershipDiversify team membershipKeep teams small in size (size of 12 to 25)Keep teams small in size (size of 12 to 25)
Select the right team membersSelect the right team membersTrain, train, trainTrain, train, train
Clarify goalsClarify goalsLink individual rewards to team performanceLink individual rewards to team performance
Use appropriate performance measuresUse appropriate performance measuresPromote trustPromote trust
Encourage participationEncourage participationCultivate team spirit and social supportCultivate team spirit and social supportFoster communication and co-operationFoster communication and co-operation
Emphasize the urgency of the team’s taskEmphasize the urgency of the team’s taskClarify the rules of behaviorClarify the rules of behavior
Regularly confront teams with new factsRegularly confront teams with new factsAcknowledge and reward vital contributions to the teamAcknowledge and reward vital contributions to the team
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Work Teams(concerned with products
and services)
Improvement Teams(concerned with improvingeffectiveness of processes )
Purpose or mission
Temporary(exist for a finite period)
Permanent(remain intact as long asthe organization exists)
Time
Work Groups(leaders make decisions
for group members)
Self-Managed Work Teams(team members make
their own key decisions)
Degree of autonomy
Intact(work within own
specialty area)
Cross-Functional Teams(members from several
different specialties)
Authority structure
Types of TeamsTypes of Teams
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No matter what you are trying to do, TEAMS are the most effective way to
get the job done.
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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TeamworkADVANTAGES
–Synergy
–Avoids major errors
–Faster, better decisions
–Continuous improvement
–Innovation
–Stimulates self-motivation
–Greater job satisfaction
–Needs fulfillment
DISADVANTAGES- Pressure to conform to group
standards and conduct
-Autonomy issue
- Ostracized for productivity
- Social loafing
- Groupthink
- Inter-group conflicts
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Meet performance targets
Team effectiveness is determined by
1 task performance
2 group work
3 individual satisfaction
4 Enable to attain organizational goals with fewer resources
Team Effectiveness
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Norms guide team members' actions and behavior
Influence how they perceive and interact with each other, make decisions, and solve problems
Team leader pay vital role in defining norms
Team Effectiveness
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Team Leadership
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
13
Team Leadership
Effective team leader encourage norms
Knowledge in team processes
Understand people and their needs
Interpersonal and communications skills
Coordinate team activities and motivate team members
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9 Team Leader’s Rolesin creating effective teams
1. Emphasize group recognition and rewards.
2. Identify and build on team’s strengths.
3. Develop trust and a norm of teamwork.
4. Develop team’s capabilities to anticipate and deal with change.
5. Empower teams to accomplish work with minimal interference.
6. Inspire and motivate team toward higher levels of performance.
7. Recognize individual and team needs and timely attend to them.
8. Encourage and support team decisions.
9. Provide team with challenging and motivating work.
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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9 Organizations’ Rolesin creating effective teams
1. Top management’s unconditional support.
2. Adequate information and other resources.
3. Flexible task structure.
4. Appropriate size and membership mix.
5. Clearly defined mission statement and goals.
6. Appropriate power sharing structure - shared leadership.
7. Competent team leadership.
8. Evaluation and solicitation of feedback on team effectiveness.
9. Adequate socialization of team members.Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Team Cohesiveness
Effective team has high level of autonomy, interdependence and cohesiveness
Team cohesion is “the extent to which members band together and remain committed to achieve team goals
In effective team interdependence is built around team's goals, rewards, and job structure
Pooled, sequential and reciprocal independence
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Team Composition and Structure
Team composition focus on characteristics of team members
Multicultural, multifunctional and multinationals characteristics
Diversity increases creativity
Team structure refers to allocation of tasks, responsibilities, and authority
High involvement in decision, diversified knowledge, autonomy, and variety of task has motivational characteristic
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Post Activity Reviews andDialogue Sessions
facilitate team learning by:
3. Discuss perceptions & assumptions.3. Discuss perceptions & assumptions.
Analyze reasons for success and failure
Reviewing what went well and what can be improved
Discuss perceptions and assumptions (suggestions)
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Need forNeed for
TraditionalTraditional
LeadershipLeadership
Need forNeed for
TeamTeam
LeadershipLeadership
Functional Team
Cross Functional Team
Self ManagedTeam
Types of Teams
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Functional TeamsSometimes referred to as Problem Solving Teams
Groups of a line manager and 5 to 12 employees, all from the same department, who meet for a few hours each week to discuss ways of improving quality, efficiency, and the work environment.
Hierarchical structure and control
More traditional leadership and centralized control
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Cross-Functional TeamsEmployees from about the same hierarchical level, but from different work areas, who come together to accomplish a task or project
Some members can be from outside the organization
Cross fertilization of ideas
Virtual team concept
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Effective Cross Functional Team
1 Develop consensus around common vision or mission focus on organizational outcomes
2 Implement team based measures, feedback, and reward
3 Effective leadership and top management support
4 Team building, skills development, and team training
5 Assemble the right skills
6 Right size
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Self-Managed Teams
Groups of 10 to 15 people, from different departments who
take on responsibilities of their former supervisors to manage
the team and achieve its goals
Relatively more autonomy and decision making power
Leadership role is rotated among members
Mutual responsibility of performance and goals
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Skill Set Required of a High Performance Team
Technical expertise
Problem-solving and decision-making skills
Interpersonal skills
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Team CreativityThe process of generating new ideas, products, processes, or services
The creation of valuable, useful new products, services, ideas, procedures, or processes by individuals working together in a complex social system through discovery rather than performing predetermined routine activities and procedures
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Team CreativityHigh use of creativity
More valuable than great financial resource
Organizations survive and thrive
Important for Self-Managed Teams
Autonomy, performance management system, team bonuses, stable team composition, team continuity, and sufficient resources
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Organizational practices supporting team creativity
Adequate Resources
Supporting climateAnd culture
Recognition and Reward
Flexibility
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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FourFourTeam LeaderTeam Leader
PracticesPracticesThatThat
SupportSupportCreativityCreativity
FourFourTeam LeaderTeam Leader
PracticesPracticesThatThat
SupportSupportCreativityCreativity
Members Matched
Autonomy for Members
Protection against Creativity Blockers
Adequate time and money
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Blocks to Creativity
Structural problems
Lack of technical expertise
High levels of technical expertise & experience can lead to relying on past solutions
Creative people don’t like to have their ideas and creations evaluated
Lack of autonomy & flexibility
Lack of incentives
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Steps to Improve Creativity
Brainstorming
Seeing one thing as something else
Encouragement by leaders
Reward success
Never punish failure
Form diverse problem-solving groups
Ensure the proper level of technical expertise in problem-solving groups
Conducive work environment and culture (Example of: KRL Scientists)
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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TEAM Creativity
Organization should
1 Provide adequate and quality resources
2 Provide appropriate recognition and rewards
3 Provide flexibility and minimum amount of structure
4 Provide supportive climate and culture
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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How to Lead Creative Followers
Set goalsUse high participation in goal setting
Provide adequate resourcesReduce time pressuresBut keep followers on track
Consider nonmonetary as well as monetary rewardsMonetary rewards can be seen as “controlling”
Recognize that creativity is evolutionary, not revolutionary
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Team Decision Making
Advantages
1 Improve decision quality
2 Multilevel and multifunctional participation is required
3 Support of organizational members (cost cutting efforts)
4 Greater understanding of nature of problem and solution
5 High commitment
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Team Decision Making
Disadvantages
1 Time consuming
2 At time manager can make more relevant and informed decision
3 Self serving bias
4 Compromise rather optimal solution
Lussier, R. and Achau, C. (2007): Effective Leadership, 3rd Edition, South-Western, Cangage Learning
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Discussion Question 1: Describe the team leader’s role in team performance?
Discussion Question 2: Give advice to team leader to increase team performance?
Discussion Question 3: Creativity often believe to be output of individual efforts, can team efforts also produce creativity?
Discussion Question 4: In your opinion organization can benefit more from individual efforts or team efforts?
Discussion Questions
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SummaryBuilding successful team
Types of Team
Teamwork
Team Leader role
Team Creativity
Team Decision Making
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