Lead and manage a team within a health and social care or children and young people’s setting 1. Understand the features of effective team performance within a health and social care or children and young people’s setting 1.1
Team effectiveness can be seen as constituting five main components: * Task effectiveness – the extent to which the team is successful in achieving it’s task-related objectives. * Team member well-being – refers to factors such as the well-being or mental health (e.g., stress), growth and development of team members. * Team viability – the likelihood that a team will continue to work together and function effectively. * Team innovation – the extent to which the team develops and implements new and improved processes, products and procedures.
* Inter-team cooperation – the effectiveness of the team in working with other teams in the organisation with which it has to work in order to deliver products or services. A team’s effectiveness can be measured by the successfulness of the outcomes required. An effective team is successful in achieving it’s task related objectives. In order for teams to be effective there needs to be high well-being, good relationships, receptiveness to modernisation and development as well as cooperation internally and externally.
When developing teams, individual’s status’ within teams, working relationships and roles can change. Some of the challenges found to occur when developing a team are the following: * Resistance to accept and adhere to change and modification. * Change to established social and working relationships. * Change or shift in the roles of employees.
* Poor leadership.
During development whether it be building a new team or new procedures it is important for the leader to be supportive and available for issues to be raised. During time of development, more focus needs to be on the happiness and capability of the individuals.
Issues that occur within established teams can be just as challenging if not more than those that arise within a developing team. Challenges are likely to derive from the following reasons: * Misunderstood, or ill-defined goals
* A lack of focus on team dynamics
* A lack of communication among team members
* Insufficient or unequal commitment to the team’s performance
* Gaps in critical skills
* Unresolved internal conflict
* External misunderstanding, hostility, or indifference from other groups. Conflict among team members is a challenge which always seems to be occurring in one way or another over a small period of time or larger. Conflict can be formed in many different ways and if unresolved can lead to more severe consequences. Having strategies in place can help leaders to deal with such issues and challenges and help to keep them to a minimum.
When leading an established or developing team it is important to recognise any challenges that may occur and deal with it as soon as possible to try and prevent the issue escalating. The initial thing to do in order to overcome any challenge is to identify the problem and its causes. When these are identified, a strategy can be put into place as to how to best solve the problem at hand. It is also important to follow up the situation after the initial problem has been resolved in order to make sure the problem will not recur.
Challenges which occur are usually down to misunderstandings or lack of communication. In order to overcome these issues it is important to create a good communication system within the team and for the leader to keep monitoring the system to ensure it is working to the best means.
Lack of motivation can be something that causes a barrier within a team. Motivation is something that a leader needs to try and keep going among team members and with oneself. Meetings, activities and new ideas can help to inspire and motivate people. Outside agencies can help motivate teams and develop new ideas.
Baguely outlines an effective method to follow when dealing with challenges:
* Define the problem
* Identify the causes
* Identify the options for solving it
* Choose one option
* Test and trial that option
* Review the performance
* Modify or change the option if needed
There are many different styles of leadership and they should all be used by an effective leader, in the correct circumstance in order to benefit the outcomes of the team performance. An effective leader needs to have the ability to direct, supervise, encourage, inspire and co-ordinate as well as being honest, sincere, compassionate, sensitive, determined, passionate and committed. In order to influence the outcomes of team performance then the leader needs to relate accordingly to the situation, targets, personalities and characteristics of the team members.
As a leader of a team there are several roles and strategies that you can fulfil in order to motivate and improve team performance. The team leader can play many roles and may vary according to need and focus of the team and the individual members of the team.
Trust and accountability takes time to build between people and leader’s need to give that time to develop and maintain their team’s trust and accountability. Guide points to trust and accountability:
* Keep promises
* If you can’t keep them, explain why.
* Co-operate fully
* Share the credit for good results and the blame for bad ones.
* Be fair, even if people aren’t being fair with you.
* When you get it wrong, own up.
* When they get it right, praise them.
* When you don’t know, admit it.
* Look out for others as well as yourself.
The way things are said or done can be something people do not think about, however is helpful to be aware that other people can perceive things in different ways. Words can be meant to mean different things, tones of voices can be misinterpreted and actions can be misread. It is therefore important to constantly be aware of the way in which things are said or done and to try and make everything as clear as possible. Leaders need to talk and act in the way they would like others to and promote the values endorsed. 1.7
Conflict within a team can cause problems on many different levels and in order to prevent serious outcomes occurring then leaders need to try and deal with situations in the early stages. Discussion on a calm level is the best way to resolve a problem of conflict however this can sometimes prove to be difficult when all people are present, therefore it is sometimes beneficial to begin with separate interviews. It is important for the leader to listen to each person’s account of the issue in hand and investigate any issues. Policies and procedures should be followed by leaders as well as by team members. It is useful to follow the following points when dealing with issues of conflict:
* Define the root cause of the conflict.
* Encourage active listening.
* Negotiate a resolution.
* Remind team members to forgive.
After resolving a matter of conflict within the team it is important for the leader to follow up the issue and monitor the people or situations concerned to try and prevent repetition.
Courtney from Study Moose
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