I have the following advice for you that will help you when you are managing a high performance team. At first you will need to form a five stage description for a group development project. Here is a guideline of how to carry it out.
The initial stage in the development of a group involves the actual formation of the group. In this stage, the most outstanding feature is that the personal relationship gets determined by dependence. The members of the group look up to the leaders to obtain the requisite guidance and direction. There is the desire for acceptance by the other members. They identify the possible people for the sub groupings to be formed in the future. People shy away from serious display of emotions and avoid discussion of the serious issues (Griffin, 2011).
The second stage of the development is called storming. This stage is defined by extensive competition, and conflictive loyalties between the pre formed groupings and the task group’s agenda. Individuals get to be always placed in the hard position of molding the feeling that they have in order to minimize the inevitable conflict. This stage involves stating who will be in charge over what, what rules ought to be followed, what mode of rewarding good performance is and how the individual and the group performs gets evaluated (Kelly, 1974).
The third stage of the development involves the formation of group norms. The group is made up of people who have interpersonal relationships. These relationships get bound by the use of standard behavior that is acceptable to all the members though, not by law but mostly by the fact. It is a tradition per se. the stage involves the changing by the members of the pre-conceived ideas about the group or the task at hand ant come up with new ideas about the same. The cliques that may be formed need to be done away with and the people should be willing to be interactive in activities which are geared towards the attainment of the task’s goals. Trust needs to be emphasized as it helps the group becomes more cohesive its activities (Kelly, 1974).
The fourth stage of the development of a group involves performance. This stage involves increased real interdependence among the members. The functionality of the members at this stage can get to be achieved by individual subgroups and the entire group (Griffin, 2011). The group is also more dynamic at this stage than at the other stages. There is the correlation between the personal relationship and problem solving as far as the task functions get to be concerned.
The final stage is known as adjourning stage. This comes at all times in the in the lifetime of any group. The stage involves the doing away with the task behaviors and dilution of the relationships. This involves the giving the members opportunity to say goodbye to each other and acknowledging the achievements and participation of each of the members (Lussier, 2011).
Possible problems in the stages
Some problems may be experienced when forming a group at the different stages involved and they include; people behave differently and thus they may cause conflicts among themselves and this may delay the progress of the group. The group members may chose to relax and thus fail to participate fully on the operation of the group and thus as a team leader you should monitor their progress to make sure that they are aligned with that of the entire group. The mentality of the group members should be positive as this will help lower the occurrence of conflicts among group members.
Advantages of a cross- functional team
Cross functional teams formed come with immense advantages. These advantages are diversity and shared purpose. The members that form the team are diverse in that they bring in unique characteristic into the picture of the problem that gets to be solved. This allows the attainment of synergy from the members since each of the members brings on board different skills and talents. This facilitates the attainment of the goals of the group by use of a wholesome approach. The other advantages can be summarized into the shared objective. The cross-functional teams give the members of the company to come and have a common agenda. The group is usually able to form objectives collaboratively making the decisions to be owned by all the members (Forsyth, 2009).
Developing positive norms
When forming a high performance team the leader should always create a good environment for the group existence and success. The team members should be well behaved and show clear understanding of the goals of the team as it facilitates smooth operation. The leader should recruit well behaved team members who can interact with others in the group. This will be geared towards competence and reduced conflicts among members. The team leader should lead by example and act as a liaison officer who can influence others to follow him or her and the policy he/she introduces. Involve other team members in decision making are of great importance to the team (Forsyth, 2009).
Delphi decision making process
The method involves selection of members to a panel based on their expertise. The members should be separated and asked to fill out questionnaires with the aim of obtaining information about a subject. Members can share the assessments that they made, and the facilitator controls interactions. Replies can be gathered and summarized and given back to the members. Members can now make decisions based on the collaborative information until when the responses are satisfactory. This method can be used in the attainment diversity and accuracy in solving the problems. The method also serves to eliminate interpersonal issues and makes better use of experts (Lussier, 2011).
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