Assignment Details The Unit 6 Assignment requires you to consider how effective teams are built. Some…

Assignment Details The Unit 6 Assignment requires you to consider how effective teams are built. Some considerations in this assignment include the traits of an effective team leader as well as the strategies one would use to recruit team members that would work effectively together. Using material from Chapter 12 of your text as well as the article in the supplemental reading (Rao, 2016), you will write an informative essay sharing best practices for effective team-building. Outcomes evaluated through this assignment include MT140-01. Assignment Checklist: • Describe at least three specific ways an organization could build more effective teams. • Identify at least two traits demonstrated by effective team leaders. • Explain how an organization could ensure team leads are exhibiting the traits of an effective team leader. • Utilize at least two external sources as part of your research. Sources might include your textbook, the supplemental article, or another resource found in the university library • Your submission should include a title page, introduction, main body, conclusion, and reference list. • The paper should be at least two double-spaced pages in length using size 12-point font. View complete Assignment details and rubric, Once completed, submit your Assignment to the Unit 6 Assignment Dropbox. Assignments are due Tuesday 11:59 p.m. ET of their assigned unit Collaborate to build effective teams to achieve organizational excellence and effectiveness M.S. Rao Professor M.S.Rao is based at MSR Leadership Consultants India, Hyderabad, India. Abstract Purpose – The purpose of this paper is to collaborate to build effective teams to achieve organizational excellence and effectiveness Design methodology/approach – The paper outlines a blueprint to build an effective team based on various personality types leveraging their competencies and capabilities. Findings – It implores to identify various personality types of your team members, leverage their strengths, understand their expectations and apply different leadership tools and techniques as per the situation to build an effective team. Practical implications – The tools and techniques adopted by leaders to build foams can be applied in any industry and in any size of organization Social implications – The social implications of this research suggests that leaders can do much better by! collaborating to bring synergy in team members. Originality/value – If outlines to lead three types of employees – actors, spectators and speed breakers in the workplace. It underscores to replace competitive mindset with a collaborative mindset to build successful teams Keywords Organizational development, Collaboration, Leadership development, Team building Paper type Research paper Introduction Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organizational objectives. It is the fuel that allows common people to attain uncommon results (Andrew Camegie). Building an effective team is easier said than done. You can manage machines easily, not people. You can press buttons and get the things done by machines mechanically. Whereas managing men throws lots of challenges as they have different mindtets, emotions, egos and feelings. Leaders must find out various personality types, mindsets, emotions and expectations of the team members to motivate them to accomplish their organizational objectives Synergy is strength Stephen R. Covey in his book The Seven Habits of Highly Ellective People highlights the significance of working in teams as one of the habits – Synergize. Hence, all leaders irrespective of their industry must acquire the ability to work in teams and collaborate to build effective teams. There are innumerable advantages of working in teams. Leaders can leverage the strengths of their team members as everyone has strengths. When they come together, they become POE NOUSTRIAL AND COMMERCIAL TRANNO VOL. 43 NO 1 2016, pp. 2428, Emerald Group Publishing Linhed. ISSN 00197658 DOI 10.110807-01-2015-0010 a powerful team. Most organizations craft their vision, articulate it effectively, create a strong organizational culture, build strong teams, leverage the strengths of its employees and finally, accomplish their vision. Hence, when leaders build teams, they utilize the strengths of their precious human resources to improve the organizational bottom lines. George Bernard Shaw rightly remarked, “If you have an apple and I have an apple and we exchange those apples then you and I will still each have one apple. But if you have an idea and I have an idea and we exchange these ideas, then each of us will have two ideas.” Hence, exchanging ideas generate more ideas thus providing solutions to lots of problems. Understand four personality types It is essential to understand various personality types to build effective teams. Alessandra and O’Connor (1998) outlined four personality types in their award-winning book The Platinum Rule: Discover the Four Basic Business Personalities and How They Can Lead you to Success[1] – Directors, Relaters, Socializers and Thinkers. “Directors are firm and forceful, confident and competitive, decisive and determined risk-takers. “Socializers” are outgoing. optimistic and enthusiastic people who like to be at the center of things. “Relaters” are genial team players who like stability more than risk, and who care greatly about relationships with others. Thinkers” are self-controlled and cautious, preferring analysis over emotion. Directors and Socializers both prefer open and direct communication, whereas Rolators and Thinkers are more reserved and indirect. Directors and Thinkers focus on work tasks, in contrast to Relaters and Socializers, who focus on people. Understanding these personality types helps you identify your personality and also that of your team members to build leadership compatibility and enhance your leadership effectiveness. A blueprint to build a successful team Here is a blueprint to build your team successfully: Identify the personality types and assess the strengths and weaknesses of your team members and alocate them with roles and responsibilities as per their strengths and O Campus Encourage diversity in your team to get more ideas and insights. It brainstorms the team to get more solutions to problems. Be transparent to build trust in your team. It inspires them to deliver their best. Inculcate emotional intelligence in your team members to enable them to get along with others easily Provide clarity of tasks to be executed to eliminate any differences of opinions and views among the team members. It helps them work as per the expected objectives. Empower your team members. Allow them to explore and experiment. If they fail, correct and ask them to learn lessons from failures. Do not criticize them. . Create healthy organizational culture and climate for employees to contribute their best. Culture connects employees to create an emotional bonding to improve organizational bottom lines. For instance, leaders like A.G. Lafley of P&G, Tony Hsieh the CEO of Zappos. com and Ross Fowler, the Managing Director, Cisco Systems Australia strove hard to connect people by emphasizing organizational culture. “Most organizations craft their vision, articulate it effectively, create a strong organizational culture, build strong teams, leverage the strengths of its employees and finally, accomplish their vision.” VOL. 43 NO 2016 INDUSTRIAL AND COMMERCIAL TRAINING MOE 25 Adopt different tools and techniques to different team members based on their needs and expectations. Additionally, adopt situational leadership to enhance your team’s effectiveness Remember, there is no one-size-fits-al approach in team building, Do not micromanage. Give them assignments and enough time to breathe to execute their tasks. Give them freedom to work as they might surprise you with their performance. Make your team members special. Build confidence in them that they will be able to execute tasks without any hiccups. Offer them feedback to enable them to assess their strengths and concerns. It helps them overcome their concems to grow as better performers and Baders. Allay any apprehensions and fears among your team members. Constantly inspire them about the possibilities to execute vision effectively. Enlighten them to look at the door that is opened, not the one that is closed. Emphasize on stretch goals. When employees stretch, they unlock their hidden potential. For instance, Jack Welch emphasized on stretch goals and succeeded as a CEO in GE. Align their energies and efforts toward organizational goals constantly Take initiative to inspire your employees as they prefer to work under good leaders than bad bosses. Above all, treat your employees as people, not as workers. Leaders must check their excessive ego while handling their team members. They must empathize with their team members before assigning the tasks whether the assigned tasks can be executed effectively with confidence. Additionally, leaders must handle differences among the team members without any prejudice. Remember, the slogan: Always look at what is right and wrong, not who is right and wrong. When you look at who is right or wrong, your heart rules your head leading to -feelings among the team members, losing their trust and finally falling as a leader. Actors, spectators and speed breakers in workplace You will find three categories of people in the workplace – actors, spectators and speed breakers. Actors are the employees who follow your ideas, insights, principles and philosophies Speed breakers are the employees who often criticize your leadership style, tools and techniques. And spectators are the employees who oscillate between the actors and the speed breakers without much clarity. One side, actors try to pull spectators into their group and on another side, speed breakers try to pull them into their group. Your role as a leader is to ensure that spectators become actors and follow your principles and philosophies and work in your team as cohesion. You must ensure that these spectators are not influenced and instigated by speed breakers. Do not compete, collaborate King Solomon once quoted, “Two are better than one, because they have a good return for their work: If one falls down, his friend can help him up. But pity the man who falls and has no one to help him up! Though one may be overpowered, two can defend themselves. A cord of three strands is not quickly broken.” With a dynamic global business environment, the permutations and combinations are changing rapidly. Companies are reinventing themselves with the changing business scenario. They are finding that collaboration is better than competition. Every company has its own strengths and weaknesses. The leaders currently capitalize on the strengths of “Companies are reinventing themselves with the changing business scenario. They are finding that collaboration is better than competition.”

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