Team Management Introduction
Team Management – Finally, realize your dream and get the upgrade you aspired to. Now you can no longer be a regular employee, and maybe you are just about to finish the job. To become responsible for an principle entire team and on an integrated project in all its aspects.
Such situations don’t just happen in the work environment, and you may suddenly find yourself in charge of a university graduation project, head of a team at school, or otherwise.
This role may seem confusing to you at first, but it’s not that bad. Many practical strategies make this process easier for you, which we will discuss in our article today.
What is Team Management?
The term “team management” or team management reflects the ability a person has to organize and coordinate work between several individuals to achieve an agreed common outcome or goal.
In the traditional business model, institutions were often based on a hierarchy so that everyone in the organization had a well-defined role and a set of clear responsibilities. However, in today’s business world, organizations are becoming more flexible. And the focus is on building a linear sequence based on cooperation and joint collective action.
Effectiveness of Team Management Process
This change in corporate and institutional structure has significantly impacted the team management process, techniques, and strategy. The order to follow the demands of the head of the department or the direct manager is no longer acceptable to the new generation.
Today, the team leader is seen more as a “facilitator” mediator than a leader who gives orders and divides tasks. Taking into account this new concept of team management, new strategies had to emerge that are more efficient and in keeping with the culture of modern companies. An effective leader unlocks the potential of everyone on the team and creates a synergy that is far greater than any individual’s contribution. Speaking in public and communicating well are important leadership skills. The TEDx training from Thought-Leader, for example, can help you build long-term relationships with your employees and current and possible new investors.
Team members must trust their manager or leader to do the right thing, deliver on their promises to team members (whether material or moral). And provide the necessary support that each needs.
As a leader, you can build this trust in your team members in some ways, such as recognizing the team’s efforts. Praise their successes and outstanding achievements. Intervene to provide assistance and assistance if the unit has difficulty completing a particular task.
One of the most critical and often overlooked team management strategies is to build relationships with your team members.
There is no doubt that individuals work harder for the people they love. You don’t have to invite team members to lunch or dinner at your home. But a group walk to a nearby restaurant after working hours can be a good step.
Financial incentive undoubtedly contributes to keeping employees on the job, but it’s not as high on the list as you think. For example, 89% of employers believe that money is the main reason for employee resignations, but u.s. Studies have shown that only 12% of employees leave their jobs for this reason! while 79% of those who left their jobs explained that the main reason was “undervalued.”
Selecting Role of Each Member
Here we do not mean work responsibilities such as marketing, programming, or design, but rather roles within the team.
Each individual has characteristics and personalities that are different from others. For example, some may be adept at raising morale and mobilizing energies, while others remain organized and tidy.
Some are adept at communicating, while others lack this skill despite their prowess in performing other works.
So here, you have to determine the optimal role for everyone on the team based on their personality and abilities. These roles may include some of the following: hero: a person who enjoys promoting ideas, raising morale, mobilizing energies, and making a difference.
Innovator: he enjoys coming up with new ideas, designing creative solutions, and following innovative changes.
Executor: he is the one who can take charge of daily activities and administrative tasks. Facilitator: He excels in managing the relations between the team members and the external teams. It can be likened to the adhesive that brings together the other parties mentioned above. Taking advantage of each team member’s distinctive personality will enhance harmony and compatibility among the team members to increase their efficiency and effectiveness.