Outline the features of an effective team (10)
Good communication Mutual respect Clearly defined roles/Belbin Team composition/age/experience/skills/personality Size of team Shared goals Effective conflict resolution Strong leadership Supportive of each other Length of time team has been together.
What the benefits of an effective team on the employee (5)
Increased/improved motivation … Feeling of involvement … Better career prospects because individual has developed due to good leadership Individual can develop greater skills … Good support for one another …
What the benefits of an effective team on the employer (11)
Believe in shared goals – therefore will have a common direction
Everyone knows what the team has to do and also their individual roles
Team members support one another when working on projects together – leads to better decision making/more risks taken
It is important to have people who have different skills and personalities – leads to better productivity
The longer the team is together the more effective it is likely to be – a team will work as a cohesive group, pulling together
The strengths and weaknesses of individuals are balanced within the team
Shared knowledge/skills means that absences can be covered
More ideas generated …
Improved communication …
Multi-skilled workforce …
Can work on own – less need for monitoring
Describe the skills and qualities an employee would require in order to be an effective team member (8)
Motivational to other members of the team
Supportive of other team members/team goal
Be able to put personal disputes aside - minimise conflict between team members
Willingness to learn and develop – be willing to take on additional responsibility/leadership of projects - openness to learn skills from other team members
Able to listen to other members’ ideas and views
They should be able to communicate both verbally and in writing effectively – so other members of the team will understand
Organised/hardworking/creative
Calm/patient/conciliatory/enthusiastic
Describe the following method of monitoring and evaluating progress: Gantt chart (5)
Graphical representation of planned work against work completed using a timeline - key events on the chart are called milestones
Each task or item of work is represented by a coloured bar on the chart which indicates start date and end date
The chart is displayed in a prominent position within the work place
Allows managers and individuals to quickly identify tasks/ projects which are behind scheduled deadlines
Allows identification of busy times/quieter times
Describe the following method of monitoring and evaluating progress: Mentoring system (6)
The mentor is someone who is familiar with all the details of the job/organisation
Mentor can offer on the job training - both can learn from each other
Mentor can have responsibility of setting short term targets – this can be set out during weekly meetings
Mentor can appraise/evaluate progress towards targets
Mentor can provide appropriate levels of support in different situations
Mentor can give specific guidance regarding next steps
Discuss the benefits of team working for the organisation (6)
More productive with many members working on a task
Better idea generation/more competitive
Communication may be better if staff are working in teams
Reduced staff turnover/absenteeism if employees are motivated in a team
Employees more likely to take risks leading to possibly better decision making
Employees develop skills increasing flexibility if someone is absent
o Reduces the cost/requirement for external training
Discuss the benefits of team working for the employee (3)
Greater job satisfaction/increased morale/motivation
o Better confidence therefore less likely to be stressed
o Will feel more supported at work
May increase skills by learning from other team members
o May increase chances of promotion/improve experience
Higher pay/bonuses/commission if more productive/meeting targets
What are the methods of monitoring and controlling targets? (11)
Buddy system Mentoring system Line manager reviews/meetings Internal audits Action plans Appraisal Personal Development Plans Gantt Chart Diary Random check Double checks
What’s an internal audit?
Many organisations use some type of quality system to check that organisational standards and targets are being met - these internal audits are usually carried out by someone external to the department but internal to the organisation
What’s an appraisal?
One way to review current performance and help identify and evaluate the training and development needs of staff and thus improve work
performance – can be open or closed appraises current strengths and weaknesses – assesses their career development
What’s a Personal Development Plan?
Is all about setting your own targets – these targets have to match with those of the organisation and the department – however development
does not have to be work related – it looks at broad long-term development – PDPs should be written in a structured way and should be reviewed
What are the advantages of a successful staff appraisal to the employee and the organisation? (17)
- Chance to discuss progress
- Allows staff to set targets
- Chance to identify areas for development
- Plan career development
- Raise staff morale
- Time given to chat
- Allows creation of a personal development plan
- Identifies future training and development needs
- It provides a basis for annual salary reviews
- It encourages self-assessment
- It can improve communication channels within the organisation
- Controls and monitors performance
- Assists individuals with their own self-development
- Reviews salaries
- Improves employee motivation by understanding and recognising their needs
- Discover the work potential of employees with regards to promotion
- Reduces staff turnover
What are the skills you would expect to see in an effective team leader (20)
- Having the necessary technical expertise and knowledge required for the job
- Able to build trust and relationships within the team
- Able to listen to ideas so that all the team are included
- Able to influence others towards the achievement of goals
- Able to motivate all members of the team to achieve targets
- Able to think clearly …
- Good communication skills …
- Analyse problems …
- Know how to delegate …
- Able to deploy team skills effectively …
- Able to ensure conflict is kept to a minimum …
- Asking for help when you require it – rather than putting the task off because it is too difficult or you are not sure where to start
- Using planning aids – to help prioritise work
- Being organised to look ahead and plan but also to monitor progress and achievement.
- Control and monitoring of others involved in the task (supervision).
- Sticking to Priorities List – this will help ensure that urgent and must be done tasks are completed
- Assertiveness – being able to say no to tasks that would be outwith a person’s capability or time scale.
- Resource Management – ensuring that appropriate staff and equipment are utilised effectively eg buying software to perform a task rather than
- manual completion.
- Evaluation – ability to reflect on task with a view to improve and minimise problems
Justify the importance of effective leadership within a team
Clear direction can make a team more productive/deadlines met
A leader can rally the team to increase motivation
Effective delegation can empower employees
Strengths and weaknesses are known and tasks allocated to suit
Should lead by example improving the skillset of employees
o Can develop talent for internal promotion
Supervision and support means deadlines are more likely to be met
Improved communication can lead to better decision making
Better support/reduction in stress
Clear communication allows a dialogue to develop understanding of tasks
What leadership skills should an effective leader have
- People skills
- Communication skills written and verbal
- Ability to build trust and relationships with the team
- Ability to listen to ideas so that the team are included
- Ability to influence others to achieve goals
- Ability to ensure conflict is kept to a minimum
- Ability to deploy team’s skills effectively
- Have the technical expertise needed for the job
- Ability to think clearly and anticipate changing priorities
- Ability to analyse problems and results produced
- Ability to delegate
- Ability to motivate team members to complete a task effectively
