Overall objective
The participant will achieve in an excellent way in terms of efficiency and effectiveness, have the complementary competence in the formation of high performance teams and apply it in a work area.
It is necessary to generate high-performance teams from the family nucleus, where parents assign assigned roles to each of the members, integrating and being aware of household activities, getting used to a responsibility from an early age, taking care of the entire environment, if The environment is working, shining harmoniously and forming security of the projection of the leaders in formation.
Currently, work teams are formed according to the type of project, it is recommended that they be small groups, so that communication increases and empathy with each of the members is strengthened, it is important to incorporate values that must be incorporated and Be clear about respecting it so that the skills of each participant to strategically meet the objectives set strategically.
What are High Performance teams and how do they work?
It is important to measure progress and project results, have the characteristics that we can develop when we are part of a work team, the first thing that I must keep in mind is knowing the specific objectives well, making it SMART (specific, measurable, achievable, workable, time).
Troubleshooting teams
Members share all kinds of ideas and offer on how to improve work processes and methods, unilaterally implementing any of their suggested actions, an example of problem solving, are quality circles, you face members who They have restriction to the change in the contribution of ideas, participating integrally and taking into account their participation avoiding a blockage in the activities initially proposed, it is recommended the brainstorming technique, to be able to locate the work plan avoiding offsetting the general objective and integrating to the participant.
We will carry out together as a team, detailing the ideas, defining and choosing in a simplified way in order of priority, contemplating that it is achievable and the resources I can contribute, with which they are actionable and committed to drawing conclusions, without wasting time and taking into account all feedback to carry out satisfactorily, improving work processes and methods, according to the characteristics of the team members, having authority in each of the members, having limits and attributes that work indirectly with leaders who they get involved, having the ability to lead us to a good result.
Boss or Leader?
Do you know the ten differences between a boss and a leader? Consider them.
- In a group, the boss inspires fear and the leader builds confidence. The boss says ME, The leader says: We. The boss knows why a task should be done. The leader shows how a career should be built. The boss is based on authority. The leader is based on cooperation. The boss leads. The leader guides, the boss blames. The leader solves the problems and fixes the errors. The boss orders over the problematic 10% of the work out. The leader works hand in hand with the cooperating 90%. The boss tends to grow resentment. The leader encourages enthusiasm to grow. The boss makes the work monotonous. The leader makes it interesting. The boss sees the problems and disasters that can destroy the company. The leader sees problems as opportunities for the work team to overcome them and turn them into occasions to grow.
To build effective teamwork and thus meet set goals, group members need to develop or use some personal skills. Here, some of them:
Listening: Not only listening to others, but becoming aware of the feelings that accompany those ideas so as not to hurt personal susceptibilities. Knowing and locating verbal and body language (gestures and postures) is wise learning for teams.
Ask: Going deeper into the approaches, to get to know the group's points of view well, this strengthens the capacity for analysis and problem solving.
Summarize: It is the best way to check possible doubts and make a synthesis of your own contributions and those of each one.
Be flexible: Develop the ability to change and negotiate the points of view that nurture innovations, as well as to assume new norms, rules and habits in organizations, without this generating conflicts of an individual, personality type.
Proactive: With initiative towards improvement, achievement. Have a positive attitude towards challenges, instead of a position of resistance to change.
Assertive: It is the ability to express your own ideas and needs, without running over those of other members of the group.
Open to criticism: Receive criticism, feedback, as a suggestion towards the process of improving the organization, not as criticism or personal devaluation. It is important that within the interaction processes in the work teams, the conditions and environment in which they carry out their action must be kept in mind. For example, the organizational space of an institution or educational company for preschool children is the setting for those groups or teams that work in that place.
what is a team work?
We should not confuse "teamwork" with "teamwork". They are two concepts that go hand in hand, but have different meanings. The work team involves the human group itself, whose abilities and skills will allow reaching the final objective. Its members must be well organized, have an open and dynamic mindset aligned with the mission and vision of the company. The member of the work team must produce to obtain better results, focus on the processes to achieve goals, integrate with his colleagues, be creative when solving problems, be tolerant with others, take his colleagues into account and accept his differences, obviate those discussions that divide the group and be efficient, rather than effective.
Teamwork failures
- There is no pleasant working climate. It is planned incorrectly. There is negativity and selfishness in the group. The members are unmotivated and not persistent. Those involved do not feel part of the group. Mutual trust is not given. The objectives to be met are not clear.
When a team is not clear about the objective that it is setting for them to successfully lead each member with knowledge, they are creating an insufficiency, so we have to retake the cognitive part of knowledge, it is essential to reach Being a professional, techniques and attitudes, combined with abilities and skills and knowing how to be, as a human being, the values must be reflected with the participants, learning and training, respecting our group philosophy to strengthen our level of being.
Strategic planning, make significant changes when conducting a competition, projecting the history and presenting new opportunities, introducing technologies, in order to be at the forefront with practices considered efficient and safe to achieve a closure with a proactive end, working on team in an environment, where expectations are incentives for the members of each one of the teams that are formed, suggesting that the commitment is everyone's, simply by carrying out a study that supports the activity to adjust them with the team environment.
Self-directed teams
They assume the responsibility of their former supervisors, their scheduling and work planning, for making operational decisions and executed with actions on the problems.
Cross functional teams
Made up of people of the same hierarchical level, but different areas of work, who meet to carry out a task, exchanging information, developing new ideas and solving problems, as well as coordinating complex projects.
Project team
Team that during a period of time and for a specific project or topic, with a specifically defined objective.
Virtual team
Members joined electronically, seeking information on something specific, serve with communication, which are essential, without being physically together.
Teams focused on results
It focuses on obtaining results, on tasks and on people, sometimes achieving high productivity standards against a process of continuous improvement that is intended to be maintained.
Competition vs. Competitiveness
Competitiveness in the sense of acquiring more knowledge, skills, experiences, etc. Setting more and more ambitious goals to comply with the philosophy of continuous improvement, sometimes with oneself in the organization, feeling learning permanent, collaboration consists of working together, carrying out by the team towards a shared goal.
Team Building High Performance
Training stages:
- Formation Confusion or Resistance Normalization or consolidation
Situational leadership
Management leadership: Generally in institutions they are linked to the vision of where the organization is going and to be able to communicate its goals, influence to set the tone and the support environment.
The common characteristics of the leader:
- Technical skills of the acquired knowledge Human skills to work with people and teams Conceptual skills, ability to understand dependency and know how to transmit.
Qualities of the leader: Positive, dynamic, creative, respectful, informed, good example, compliant, assertive, responsible, knowing how to delegate and being aware of the team's reason for being.
Behaviors of a leader
To establish credibility and capacity the team members of the leader must:
Activities of the leader:
- Becoming a role model for others (example). Having a broad business awareness (analyzing business). Clearing interference and removing barriers (breaking barriers). Facilitating effective meetings and team interactions (facilitator). Keeping the team focused in negotiation with clients (client ombudsman).
Key elements of leadership:
- Act with energy. Empower others. Build a vision. Focus on extraordinary goals.
Leadership Characteristics
- Communicate the goals of the project Align the goals Promote a feeling of entrepreneurship among the members Promote moral ethics
Team skills?
Potential roles: Advisor, Connector, Creator, Promoter, Advisor, Organizer, Producer, Controller, Defender.
Emotional intelligence is important in a group, projecting how you get along with others, increasing it throughout life, this is important to strengthen to carry out immediate actions when a member, emotionally, can lead us to a situation out of control in an individual, This is born from a family nucleus, in the labor field, in formal and informal groups, developing team feeling, offering options, intelligent optimism, with thought and attention observing the emotions of the collaborators.
Emotional skills: Self-confidence, knowing how to be in difficult moments, enthusiasm, self-motivation, learning from your own mistakes, setting goals and concrete goals in life.
Impact with communication. Example. There was a blind man asking for alms and he said, please, I'm blind, help me, and almost nobody left him coins, and one day a publicist passed by took the advertisement, took it and changed it.
Conclusions
It is definitely a great opportunity for recent graduates of different careers. Trust must be built between managers and early applicants. The precept is: teach the young man his way and even when he is old he will continue in it. Those who get a first job for the first time need to be taught on the job path, if that knowledge is correct, as they are entrepreneurs they will understand those who have no experience and will create a strengthening for all new entrants. To be a boss does not require qualities, just being in the right place, with the right person (who makes the decision) and at the right time, when someone decides to appoint a boss. To be a leader, a myriad of qualities are required “… all leaders are chiefs, even without appointment.And few bosses are true leaders.
It is important to resort to some dynamics of reinforcement and knowledge based on already documented evidence, when carrying out exercises that denote the union of a work team, where the leader is involved and see the opinion of some of the participants, to probe the Opportunity areas and unify common criteria, achieving a notable advance in the work and production environment.
Bibliography
- (sf). Obtained from http://www.degerencia.com/tema/trabajo_en_equipo.http://www.renuevodeplenitud.com/10-diferencia-entre-un-jefe-y-un-lider.html. (sf).. (sf).
