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Members of an effective team help each other achieve goals. Characteristics of Effective TeamsMany studies have been completed on the topic of what effective teams look like. They agree on key characteristics that effective teams share. The chart that follows identifies skills and attitudes that help teams function effectively.
Check out the following video to discover what Cisco has found to be the key tips for building effective teams: Common Techniques for Team BuildingOnce you know the characteristics of effective teams, how do you go about building those qualities into a group? When initially forming the team, follow these procedures and techniques to help create the environment needed for the development of those characteristics.
Optimal Team SizeThere seems to be no question about the right size of many teams. Basketball teams have five players (on the court), football is played with eleven members on the field, and a bridge team is made up of only two players. Businesses don’t have rules for the proper size of a team. Jeff Bezos, CEO and founder of Amazon, has his own rule for the right-sized teams: the team should only be as big as can be fed with two pizzas. By normal standards, that would suggest five to eight people on a team. Bezos is said to have followed this guide when he created the innovative and decentralized start-up that has grown into one of the most successful companies in the country. When in doubt about the right size of your team, you can always fall back on the “two-pizza rule.” The ideal size, according to most management experts, falls within the range of five to nine people. The reason the size is so important that it is the focus of research studies has to do with processes and outcomes. Too few people and the team may not have enough resources or skills. Too many people and communication becomes more challenging. Groupthink and social loafing may occur and negatively affect team performance. In one study, it was determined that teams with more than twelve people had greater conflict and formed subgroups that disrupted the team cohesiveness.[1] Experts also agree that the optimal size of the team is driven by other factors: what type of task the team will perform, what skills the team requires to complete the task, and the time provided to complete the task. Answers to those questions will often determine the best size for a team. If the task, for example, is a sales function, then one individual may do most of the work until the very end, when a finance and delivery/inventory manager gets involved. One business may be fortunate to have four employees with multiple skill sets whereas another company would have to include six or seven people to reach the same level of abilities. Finally, the shorter the timeframe to complete the task, the fewer the people should be on the team. Larger numbers increase complexity of communication and administration. Which of the following is the first step in an effective and a successful delegation?The first step is to prepare. Part of preparing is to clearly identify the scope and the expected result of the delegated work. Determine also who should do the delegated work.
What is the first step of informal coaching?Stage one, is to set up a meeting (coach versus trainee). The purpose of the meeting is to establish a good partnership based on mutual trust. Even though trust could be developed along the way, the coach must do well to engender it, from the start. Determinedly, the coach must be consistent to wield trust.
Which of the following is the first step of deciding what to delegate?In the context of effective delegation, the first step leaders should take when deciding what to delegate is to identify all their present activities. To maximize the impact of feedback, people should provide feedback to large groups instead of specific individuals.
Which of the following is a component of the rocket model of team effectiveness?Morale is at the top of the Rocket Model of Team Effectiveness. The context component of the Rocket Model is concerned with setting a common direction for the team. The morale component of the Rocket Model is the most difficult component to observe and evaluate.
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