Field a Match Winning Team

In this session while we are covering the difference between competence and strength, it was clearly identified to me these terminologies, which were always looks same in my mind. Surprisingly, I was focusing only on the willingness of team members to do the job and giving less consideration to their abilitietes to do the job by identifying their knowledge, skills required for particular task. I have discovered that understanding these terms are impartial for allocating right task to right staff. I learned that how to use BALM tool to allocate properly the right task to right staff by breaking individual tasks and prioritising to their importance. Then, listing the competencies and skills required for each task. Then, list the competencies for each team member. Then, integrate each staff to task by matched competencies. During the practical task done in the session, I noticed that, how to overcome efficiently overlaps and how to deal with gaps between individual and tasks.

I have learned also, in order to successfully allocate tasks, I should understand each team member role by using ‘’Belbin’s Roles’’. It was interesting to do the BELBIN self-assessment in the session and change the participant’s seating according to the assessment’s result. I was surprised when I came to know that my role is ‘’Team Worker’’ and ‘’Plant’’. I feel there are potentials to take diffferent roles while proceeding with this programe. I plan to implement the ‘’Belbin’s self assessment’’ among my team members and introduce it to other team leaders which definitely help us to effectively allocate tasks and manage team members.

Moreover, we also came through the three steps to conduct team briefings, which is one of the essential factors helding the team members highly committed. I regularly held meetings with my team members. However, I plan to follow the steps I learned during the session for conducting team briefings to increase the engagement and commitment levels of my team. In addition, I noticed that, I should never rely on common sense and work on developing the common knowledge among the team member.

It was very helpful to conduct the ‘How good are your Management Skills’ questionnaire and to know where we stand in terms of management skills and looks forward to develop/improve the existing management skills by clearly understanding the model of effective management through the interpretation presented in the questionnaire.

I discovered that, the term team was misused by us and it was mixed with term group, while discussing the case study ‘The Discipline of Teams’ we came thorugh a clear understanding of what is a team and no group becomes a team until it can hold itself accountable as a team and commitment & trust are the two critical aspects of an effective team. We have also discussed the classification of teams; teams that recommend things, teams that make or do things and