Team Performance
Team performance refers to the scale at which a team can meets the anticipated output goals, for instance functionality, quality and output reliability as well as member anticipation or time and cost goals. Team performance is key for the success of a business entity (Adler, 2018). I have previously exploited the fruits of team performance in a consultancy firm dealing with the built environment. The overall performance level of the team was above average, after achieving efficiency through the tasked processes; the project output was timely, exhibiting outstanding results in terms of quality and quantity as per the markets’ standards.
The firm constituents included professionals from various fields including land surveyors, cartographers, IT experts, urban planners, architects, among others. Effective communication was the prime factor to our success. Members were happy to consult, share ideas and brainstorm together throughout the project period. Effective communication to each other wasn’t possible without clarity, listening to each other and collaborating together in one-on-one conversations (Annette, 2018). Secondly, setting up of clear and distinct goals and objectives before the initiation of the project, guided each individual to being responsible and goal-sharing in the entire group.
Time management was crucial in all phases, especially delivery. Each member had independent timelines according to the task at hand, periodical reviews of the progress ensured each member worked through a desired schedule. Each member was accountable for one’s actions and the group’s entire decisions, performance and setbacks along the way (Ruch, et al, 2018). Additionally, the spirit of interdependence for specific task performance was key in ensuring individual efforts served to increase the group’s performance.
However, the team would have performed better if there was a mutual understandable charter agreed by the members (Brett, 2018). The charter was to set boundaries and guidelines on how to operate. The charter could have compiled all rules, goals, objectives and roles for the project and act as a reference guide in times of role overlap or misunderstanding.
References
Adler, F. (2018). Team Performance: 5 Keys to Manage a High Performance Team. Retrieved 8 June 2020, from https://www.actioned.com/team-performance/
Annette Towler. (2020).Team effectiveness and team performance: What it is and how to improve it | CQ Net – Management skills for everyone. Retrieved 8 June 2020, from https://www.ckju.net/en/dossier/team-effectiveness-and-team-performance-what-it-and-how-improve-it
Brett Cooper. (2018) 6 Ways to Improve Team Effectiveness and Performance | Integris Performance Advisors. Retrieved 8 June 2020, from https://integrispa.com/blog/ways-to-improve-team-performance/
Ruch, W., Gander, F., Platt, T., & Hofmann, J. (2018). Team roles: Their relationships to character strengths and job satisfaction. The Journal of Positive Psychology, 13(2), 190-199.