Designing Team and Team Identity

Abstract

This paper deals with Team and Team Identity. Also dealing with topics like Team Design, types of teams in an organization, defining the team goals, success factors in working together as a team, and advantages of the team. Also, it covers why it is important for a team to manage both the external and internal processes, also covering some effective strategies in enhancing the team performance by decreasing the threats and increasing motivation.

Designing Team and Team Identity

A team is made up of two or more people who work together to achieve a common goal. Organizing in teams allows a company to benefit from the skills and perspectives of employees from different parts of the organization.

Type(s) of Team in an Organization

Depending on the purpose of the tasks, demands of the organization and its business structure, four teams can solve the purpose. They are Project Teams, Self-Managed teams, Virtual teams, Operational teams. Team names are classified on the basis of unique activity performed by each individual team for the growth of the business organization.

• Project teams can be explained as assembly of a small group of employees who will be working towards a common shared goal. These teams will make sure to provide precise, quantifiable and time-constrained way of work structure for the organization. These teams are also responsible for assigning the roles, responsibilities to individual workers and enable them in unceremonious and mentoring. The project teams are further can be classified further into Functional, Cross Functional, Matrix and Contract teams.
• Self-managed team is kind of a standalone team. Each individual will be having their individual tasks but all the tasks are objectives for a common goal. In this kind of teams there are no roles and completely up to the individuals on sharing the responsibilities of the tasks.
• Team who will be working in different physical environments and heavily depend on the integration tools to get the work done are defined as the virtual teams. Virtual teams are formed with the benefits provided to the team member in order to use his expertise in the field, irrespective of the location.
• Operational teams are often seen as the 'face' of the organization by people who use their services. They might work directly with people, provide services or produce goods. They perform the primary task of the organization, implementing its policies and displaying its standards.

Team Design

Representatives are the most imperative resource of an organization and groups are the structure pieces of its prosperity. A man's quality to be a decent cooperative person and pioneer manages how well they can add to achieving the organization's goals. As in inconsistency of obsolete organization structures wherein they had diverse areas for every business work. Indeed, even its deals and promoting or innovative work group, groups are stretchy and can figure items, arrange costs and strike bargains, sort out undertakings and give administrations.

Define Goals for Your Team

• Clarify team vision and working relationships: As soon as you have a team, work with the team members to develop a project mission that members can understand and support. Give people an opportunity to become familiar with each other’s work styles.
• Define team procedures: Encourage your team to develop its own work procedures instead of allowing people to use the approaches of their respective functional groups.
• Clarify each person’s authority: Team members may have to represent their functional areas when making project decisions. Clarify each team member’s level of independent authority to make such decisions, and determine who outside the team can make any decisions that are beyond the purview of the team member.
• Be aware of and attend to your team’s functioning: Help people establish comfortable and productive interpersonal relationships. Continue to support these relationships throughout your project.
• Be sure one person is assigned the role of project manager — with overall coordinative responsibilities: The project manager continually reminds team members of the overarching project goals and focuses their attention on how they influence and affect each other’s work.

How to Establish Team Identity

Project managers need to try to make the project team as tangible as possible to the participants by developing a unique team identity to which participants can become emotionally attached. Here are five key activities that you can use to build team identity:

Effective Use of Meetings

Periodic project team meetings provide an important forum for communicating project information. A less obvious function of project meetings is to help establish a concrete team identity. During project meetings, members see that they are not working alone. They are part of a larger project team, and project success depends on the collective efforts of all the team members. Timely gatherings of all the project participants help define team membership and reinforce a collective team identity.

Co-location of Team Members

The most obvious way to make the project team tangible is to have members work together in a common space. This is not always possible in matrix environments where involvement is part time and members are working on other projects and activities. A worthwhile substitute for co-location is the creation of a project office, sometimes referred to as the project war room or clubhouse. Such rooms are the common meeting place and contain the most significant project documentation. Frequently, their walls are covered with Gantt charts, cost graphs, and other output associated with project planning and control. These rooms serve as a tangible sign of project effort and will help establish team identity.

Creation of Project Team Name

The development of a team name such as the “A-Team” is a common device for making a team more tangible in increase team identity. Frequently an associated team logo is also created. Again, the project manager should rely on the collective ingenuity of the team to come up with the appropriate name and logo. Such symbols then can be affixed to stationery, T-shirts, coffee mugs, etc., to help signify team membership.

Engage the Team to Do Something Together Early on

Nothing reinforces a sense of a team more than working on something together. In the case of one international project, the manager simply hosted a potluck dinner where each member brought a dish his or her country was famous for. This can be as simple as the above example.

Team Rituals

Just as corporate rituals help establish the unique identity of a firm, similar symbolic actions at the project level can contribute to establish a unique team identity or subculture.

Success Factors

Teams are the foundation of a successful workplace. Design thinking is popular these days. We design products, experiences, and even business models. But something is missing. We’ve embraced design thinking, which I feel is very important because it helps us understand how does the team think and it will make a team successful. 

The design of intelligent is more how we think as persons and what happens inside our heads. But we also must design how we think as teams and what happens in our relations. In a team, there are different individuals with different thinking ability and they should take turn and lead the team in which they have expertise. Thinking styles can also be helpful in making hiring and staffing decisions.

Consider not just the experience and personality of the candidate, but also their thinking styles. The leader is responsible for creating the right mix of thinking styles. Attractive outline surveys are basic to any group's wealth; however, they can be rougher than you may suspect. The correct audit handle constructs the group culture and can have some genuine outcomes.

Advantages of Team

Improved productivity: Timelines are precious. Without them, even the best and most profitable creators can give work a chance to slide. Knowing you have to appear with an answer keeps you on the ball.

More solidarity: Getting your group together to talk is basic. When you see what your colleagues are chipping away at and get the opportunity to say something regarding it assembles a feeling of the group, of being a piece of an option that is greater than you.

Stronger communication skills: Remember all that stuff I said in regard to figuring out how to offer your answers being a major piece of developing as a creator? Showing, getting criticism, and giving input can all assistance develop your relational abilities and your plan aptitudes.

Better work: Once your group gets into the time of consistently booked audits, you'll see the nature of work make strides. Showing your work requires you to project once again from the issue and apply an alternate piece of your process. In addition, it'll be simpler to spot deviations from existing examples also prevalent arrangements you can use in your own work.

Team and its Identity

During compilation for Team and its identity, I came across this article based on compensation effects on performance. The article talks about the effort and perseverance that is put into the team towards their performance taking into consideration presentation as an individual and as a group of people working towards the aims and objectives of the organization. The article also speaks about how acquaintance is important within the members of the team not only to create their own identity but also identify the team with respect to their piece of presentation. Never the less, the article emphasizes on the atmosphere of the team that it should be self-determining and greatly creative.

Interestingly, the article at one point highlights the limitations or inhibitions of the environment that the team would directly or indirectly have an impact on their performance. Furthermore, it says that the environment needs to be for any kind of testing to take place and which can be allowed. Additionally, it will depend on the variables of individuals and their interest. The article study, in conclusion, considers what affects the awareness of members of the team has towards the performance.

There should be an opportunity given to become familiar with each other’s work styles. Clarify team vision and working relationships: As soon as you have a team, work with the team members to develop a project mission that members can understand and support. Give people an opportunity to become familiar with each other’s work styles.

Team to develop its own work procedures instead using approaches of their respective functional groups. Clarify member’s level of independent authority to make such decisions. Help people establish comfortable and productive interpersonal relationships. Thank functional managers for supporting their staff and allowing the staff to honor their project commitments. Clearly and concisely define the project work and each person’s specific roles and responsibilities for all activities.

Conclusion

An individual cannot do everything on his own. Working in a group is some what mandatory in numerous occurrences however functioning admirably in a group is discretionary – the oneness is on you to activity this. Figuring out how to do this successfully and executing the majority of the above among your partners is the most ideal approach to guarantee that you are en route to achieving your objectives while making an incredible workplace.

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