Well Functioning Teams

Just because you are called a “team” doesn’t mean you work like one. Individuals brought together to accomplish a goal, does not necessarily a team make. Teams can be a departmental work group, or a true independent functioning team. Regardless of structure, for a team to work well together, they need clearly defined roles, responsibilities and a shared appreciation for the talents and skills of the team members.

Some of the best team development occurs when the team is in its day to day work, using an external facilitator to help them process team issues, change behaviors, shift perspectives and ultimately achieve their goals more effectively and with less unnecessary conflict.

Team Leadership

Much of organizational life involves working with others-either in a team or cross-functionally. So it pays to spend time understanding the dynamics of a group or team – and working actively to improve its functioning.

Effective team members:

• know their role on the team
• can confront team members skillfully and respectfully
• understand the goals and objectives the team is striving to achieve

Team Scenario:  Matthew

Matthew is managing a large division. His managers are having trouble doing shared, strategic work. Instead, meetings are consumed solving tactical issues. In addition, certain team members dominate the conversation, others shut down, and important information is routinely suppressed from the discussion.

Executive Coaching Approach

1. Initiate a candid conversation with the team leader to better understand the team issues.
2. Conduct individual interviews with all team members.
3. Work with the team to clarify important team elements including:
   1. • Roles and responsibilities
      • Team norms and team expectations
      • Communication tactics
      • Accountability metrics
4. Track progress
5. Transfer effective techniques to the team for sustained use

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Melodie Howard’s firm, In Perspective Consulting, focuses on designing and executing sustainable systems for development. Her particular specialties are: succession planning, corporate values, performance management systems, senior leadership competency development, executive coaching, 360o feedback and talent management. Melodie’s previous experience includes serving as the Group Director of Organizational Development for leading international re-insurance company, Partner Reinsurance, Ltd., based in Hamilton, Bermuda. She continues to work with them on a retained consultancy basis. Prior to her role at PartnerRe, Melodie spent 16 years at the Center for Creative Leadership in both operational and profit and loss responsibility roles. Melodie received her Master’s of Science in Organization Development from Pepperdine University in August of 2000 and a B.S. in Psychology from Guilford College in 1980. You can find Melodie’s profile on TheCoachingAssociation.com.