A good challenge energizes the team, no matter what its origin is
lSometimes, we want to work as a team just to “fit” or just to have a nice working “atmosphere”. However, it is more probable that a shared group of challenging goals leads us not only to good results but also to the development of teamwork values. In some way, what energizes the team is not inside of it but around it.
Importance of ethics of performance than by looking for a good atmosphere to
work as a team
lthe organizations with high performance standards, goal-reaching standards, and with the capacity to face challenges tend to favor the development of real teams instead of favoring those organizations that promote teamwork as an objective. It is important to remember that teamwork, besides being an objective itself, is an excellent way to fulfill objectives.
Teams naturally integrate “performance” and “learning lWhen transforming long-term purposes into definable performance goals, and when developing the necessary skills to measure those goals, learning not only occurs as the team goes on but it is also strengthen. We have to emphasize that it is a collective learning. So, the first benefit we get is learning to interact and solve problems by taking advantage of the input of the members of the team. lMore specifically, it is a kind of learning about the process of going towards synergy1 (an organizational learning and the concept of learning by doing), which means the team’s capacity to go beyond each person’s contribution in order to create a collective product. In regards to all this, there is an expression that states that “…in any team, 2 + 2 can be 5, but it can also be 3.”
lIn order to have “5” as a result, we have to work on factors with a demonstrated capacity to develop high-performance teams. Making a list of the team’s characteristics is a good way to know how a real team “looks like”. By doing this, we can get a profile of high-performance teams like those where the following aspects are evident…
A shared objective that everybody knows, shares, and is
willing to fulfill
willing to fulfill
lThe members of the team understand the goals because they participated in their establishment. There is a lot of discussion about the task and about the best way to do it. Every person is highly committed to the purpose. Every member feels that his/her contribution influences on the final result.
A confident and open environment lThe team creates an environment that allows the members to feel comfortable and informal. Confidence eliminates fears, and people are willing to face challenges. It is an appropriate environment for growing and learning with people who are committed to and interested in the project.
Open and sincere communication The members of the team are free to express their feelings, thoughts, and ideas. They listen to each other, and they can express their ideas without being criticized or embarrassed. Conflicts and disagreements are considered as natural events that have to be solved. There is self correction through feedback, and it indicates the way the members’ behavior affects the team when trying to reach goals
A sense of belonging
lThere is a commitment towards the team’s actions. There is also a sense of participation and a high level of commitment. The expression “I am an important part of the team, and everything I do makes an difference” is transformed into a high level of commitment and into pride in the team’s achievements
Diversity is considered as a valuable opportunity The members of the group are considered unique persons with worthy resources. The different opinions, ideas, and experiences are stimulated in order to avoid a standard thought where differences are seen as deviations of the norm. There is flexibility and sensitivity for other people.
Creativity and risk running are encouraged The members of the group are encouraged to run risks and to try different solutions. Making mistakes is part of the learning process. Continuous improvement is only reached when people are motivated to try new options and to suggest some improvements without being punished
Creativity and risk running are encouraged The members of the group are encouraged to run risks and to try different solutions. Making mistakes is part of the learning process. Continuous improvement is only reached when people are motivated to try new options and to suggest some improvements without being punished
Self-correction capacity
The team is able to continuously improve itself through the examination of its processes and practices. The team periodically identifies the factors that could interfere with its activities
Interdependence of the team members
All the members need their knowledge, skills, and resources to get results that they could not get by themselves
Interdependence of the team members
All the members need their knowledge, skills, and resources to get results that they could not get by themselves
Decision making based on the agreement of opinions. lAs a group, the members of the team make high quality decisions, which are accepted and supported by the whole team in order to carry them out.
Participative leadership
The leader does not control the team. every member is considered as a worthy resource. It does not matter if the leader is always the same person or if it changes. The leader has the role of a facilitator and here are some of the tasks he/she has to do: To listen to the team members, to create an open and confident atmosphere, to eliminate fears, to appreciate diversity
Activity lYou are asked by a customer to install a plug and lighting circuit in a newly built kitchen.
Activity lYou are asked by a customer to install a plug and lighting circuit in a newly built kitchen.
A. Recruit a group of electrician and design a plan of the kitchen layout to install the circuits.
