Assignment Writing Help on Qualities of High-Performance Teams

The Qualities of High Performance Teams

Present day organizations place emphasis on using high-performance teams to pursue their complex business strategies. Such teams enhance the competitiveness of the organizations, and enable them to reap optimally from the available opportunities. The teams have distinctive characteristics that distinguish them from the rest of the group and accord them an upper hand with respect to effective functioning. They are autonomous, enthusiastic, and focus on meeting organizational goals. According to Yang (2014), such teams enjoy competent leadership. The capable leaders assume the sole responsibility of guiding their followers accordingly. Their actions and decisions influence positive change amongst members. The followers exhibit a sense of satisfaction and support their leadership at all times. This is very important in every organization. In essence, great leadership empowers its members to participate in critical decision-making and assume responsibility for outcomes.

High functioning teams are characterized by alignment to purpose (Dyer, Dyer & Dyer, 2013). In this regard, the teams define their purpose clearly, and ensure that their roles are consistent with the same. Although team members perform varied functions, they understand their individual roles and responsibilities clearly. Relative to this, the teams have a compelling common purpose that unites members, inspires them, and empowers them to face challenges boldly. Inherent dedication allows members of functional teams to refrain from engaging in activities that are potentially harmful, which can compromise their success in different ways.

Another important attribute of highly functional and successful teams pertains to excellent communication. In their informative research, Peters and Carr (2013) point out that effective communication eliminates incidences of confusion and helps in fostering healthy relationships at the work place. It enables team members to perform their duties efficiently and quickly. This saves resources and motivates the members to commit to meeting individual as well as organizational objectives. Excellent communication encourages information generation and feedback. Besides preventing conflicts, effective communication is essential for building and sustaining strong relationships.

Effective and successful teams place great emphasis on meeting their goals. The respective goals are agreed upon, measurable, simple, relevant to the broader purpose, and have measurable metrics that are useful for determining individual improvement and effectiveness. Members understand the goals and acknowledge the importance of working towards achieving them. High performance teams enjoy solid relationships that are characterized by courtesy, respect for one another, openness, acceptance, collaboration, and trust (Yang, 2014). Although members are drawn from diverse backgrounds, they understand and appreciate the varied contributions that each one of them makes. Members make deliberate efforts to develop and nurture an atmosphere of trust that facilitates collaboration. This is instrumental for encouraging, attaining, and sustaining desirable outcomes.

According to Clegg, Kornberger and Pitsis (2011), high performance teams have effective processes. At this point, it cannot be disputed that modern organizations pursue various goals, and thus have complex processes and procedures. Team members understand the processes of their organizations and the roles that they play in meeting primary goals. After identifying the key process, high performance teams map and master them to ensure efficient functioning at all times. They undertake frequent analyses of the processes to establish their relevance and make amendments accordingly. Besides allowing them to identify and address weaknesses in a timely manner, frequent evaluation helps them ensure that their pursuits are always consistent with organizational strategy.

References

Clegg, S., Kornberger, M. & Pitsis, T. (2011).Managing and organizations: An introduction to theory and practice. London: SAGE Publications.

Dyer, J., Dyer, G. & Dyer, W. (2013).Team building: proven strategies for improving team management. New York: John Wiley & Sons.

Peters, J.  & Carr, C. (2013). Team effectiveness and team coaching literature review. Coaching: An International Journal of Theory, Research and Practice, 6 (2), 116-136.

Yang, I. (2014). What makes an effective team? The role of trust (dis) confirmation in team development.European Management Journal, 32 (6), 858-869.