Developing Team Effectiveness

Developing Team Effectiveness

Develop your Integral High Performing Team

We have helped build high performing, effective teams with 15,000 people over the past 14 years and have gained a reputation for delivering effective systems and strategies that improve performance and leadership skills in teams.

What distinguishes our team development services from others, is the time we spend with our clients at the outset. This allows us to frame each activity within the context of the issues you and your organisation may typically face.

The diagram below shows the essential factors that are needed for a successful team. These are needed for the team to achieve high performance and eventually move to Integral Teamwork. The teamwork and coaching program outlined in the next pages will focus on these areas. In addition, these frameworks will be used to measure and determine areas of team functioning.

Factors Needed for Team Success

The diagram below shows the essential factors that are needed for a successful team. These are needed for the team to achieve high performance and eventually move to Integral Teamwork. This framework will be used to measure and determine areas of team functioning, which will be addressed and built upon in the workshops.

A Clear Vision and Goals

A team needs to have a clear purpose, vision and goals to ensure that time and energy are used effectively. Identifying and reaching consensus on the central vision of the team and its key objectives is vital to the success of any team. A successful team has a clear vision of what the vision is, the key strategic objectives and goals, and everyone is committed to contributing their best to achieving it.

Effective Leadership and Roles

The roles of team members, especially the leadership of the team, needs to be clearly defined and yet flexible to meet changing internal and external circumstances.  It is also important for the leadership role to be determined. The leadership role can reside in the formal manager or can be facilitated by a self-managed team or can just occur as the team needs to move forward. The style and quality of leadership will be a key issue in the team.
 
The leadership of a team is of key importance to the team. This includes both the informal leadership and the formal leadership of the team. The formal leader has the major job of keeping the team together and ensuring it performs to its maximum. The team leader must ensure that the vision and goals are worthwhile and clear. That people feel satisfied and that they have an important part to play in the team. They must manage the strategy and tactics of the team and ensure it performs at the highest level possible.

Systems and Procedures that Work

The systems and procedures that organise and control a team’s work can strongly influence its performance. Approval and use of resources, working conditions, technical expertise and decision-making procedures shape the way a team functions. In addition, the evaluation and reward systems are major motivating factors for a team. The volume of resources available and the way they are allocated can affect internal relationships as well as outcomes of the team.

Positive Culture, Relationships and Individual Satisfaction

Poor internal relationships between team members are often at the centre of many team problems. Lack of trust, conflict between specific team members, dislike of the leader’s style and other factors contribute to problems in this area. No matter how much is done to correct the procedures, resources, team roles or goals, some teams cannot function because of personal feuds among team members. A team must also have the skills and processes in place to deal with conflict and disagreement. If a team positively deals with conflict, it can help build the team and give it skills and confidence to solve problems as they occur.

Continual Learning and Development

This is the foundation of a team success because it relates to the maturity and level of development of the team. The level of openness between team members, how the team learns and corrects it mistakes and the wisdom of the leader in assessing the best way to handle the team in different situations all contribute to a team improving over time.  It has been shown the overall success of a team is most directly related to the time is spends in reviewing and learning what it did well and what it can improve upon. Development and learning also represents the emphasis that the team puts on individual learning and development.

Alignment and Contribution to the External Environment

Relating and responding positively to its external environment is another element needed. The alignment of the team with the organisation’s goals, culture, systems and senior management expectations is important for the team to receive the resources and support it requires. Providing a worthwhile service or product is important for many people because they want to feel proud of what they do.

These dimensions can be measured by the Integral Team Effectiveness Measure (ITEM).

Tailored approach for your needs

Integral Development proposes a four-stage approach, which can be modified to suit your needs and budget.

1.  Scoping and Agreement on Areas for Improvement: A one-hour confirmation and scoping meeting with an experienced consultant will be organised to confirm the scope and details of the team effectiveness program and to gain additional background. 

2.  Diagnosis and Baseline Measures:  An Integral Team Effectiveness Measure (Optional) will provide data on how the team is functioning on 32 research dimensions of team effectiveness. The information gathered in the measure informs and establishes the tailoring of workshop content (Stage 3) to ensure the best outcomes.
3.  Conduct Team Skills Workshops: After Stages 1 and 2 are complete, Integral Development based on the information obtained and problems outlined, will design and provide a team program consisting of tailored workshops.

A suite of developmental workshops involving teambuilding, conflict management, communication, customer service, emotional intelligence and mindfulness and other appropriate areas can be conducted.

Coaching sessions (Optional) for the team leaders, manager and the team can be conducted in order to equip them with team leader skills, communication and conflict, performance management, team skills and tools to deal with specific team issues is recommended. Both individual and team programs are recommended to compliment, deepen and focus on specific individuals and team issues.

4.  Review and Evaluation Progress: the fourth stage of the teambuilding program is to remeasuring of the Integral Team Effectiveness Measure and a provide a summary of the progress and current position of each of the team and to recommend any steps or processes the team needs to adopt to ensure the sustainability of the team improvement.

Find out more about our team effectiveness programs


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