Question

In 250 words, List 10 Strategies for Building High-Performance Teams.

in 250 words, Describe conflict management.

Answer 1

Following are the strategies------

Build a diverse team-----Different points of view are a good thing. This is good to keep in mind when hiring as perhaps as a business owner you’re looking for people that think and act exactly like you, assuming that this would profit your business.

2.Appreciate your team---When managers don’t recognise or reward hard work, this makes employees want to do less of it. In the long term, people can become uninspired and apathetic. It can be as simple as saying “thank you” for a job well done, and adding in performance related bonuses certainly helps.

3.Always put the team first--If you’re after an effective and creative company culture, your staff has to be your main priority.

4.No more pointless meetings---That is: meetings for the sake of meetings, A.K.A “a waste of time”. This often happens in large organisations where processes have been put in place to create efficient work but instead create the opposite.

5.Excellent communication is worth the effort----Not being clear on what needs to be done or when, or changing goal-posts without clearly documenting and sharing these means that employees miss important tasks and become increasingly frustrated. A clear flow of communication benefits everyone.

6. Group problem-solving---This is especially effective for smaller companies where people have to work together, even from different and unrelated teams, to complete projects.

7Encourage free thinking (and speaking)----There’s not always a need for diplomacy. It’s important that people feel that they can speak their mind freely, so encourage your team members to talk openly rather than worrying about being nice or politically correct.

8.Continuous Role Clarification: Effective team leaders are master role clarifiers, constantly working to ensure that each employee’s formal work role is optimally crafted to meet or exceed the team’s performance goals.

9.Effective Employee Recognition: High-performance team leaders are also deeply skilled in the art and science of effective employee recognition.

10.Continuous Leader-Follower Development and Team Maintenance:--In order for high-performance teams to function, each member, not just the leader, needs to possess a core competency of teaming skills. Each employee needs to know how effective business teams work, how they meet, how they communicate and how they value and harness team conflict.

2.Conflict management is the practice of being able to identify and handle conflicts sensibly, fairly, and efficiently. Since conflicts in a business are a natural part of the workplace, it is important that there are people who understand conflicts and know how to resolve them. This is important in today's market more than ever. Everyone is striving to show how valuable they are to the company they work for and at times, this can lead to disputes with other members of the team.

Following are the conflict management styles------

An accommodating manager is one who cooperates to a high degree. This may be at the manager's own expense and actually work against that manager's own goals, objectives, and desired outcomes. This approach is effective when the other person is the expert or has a better solution.

Avoiding an issue is one way a manager might attempt to resolve conflict. This type of conflict style does not help the other staff members reach their goals and does not help the manager who is avoiding the issue and cannot assertively pursue his or her own goals. However, this works well when the issue is trivial or when the manager has no chance of winning.

Collaborating managers become partners or pair up with each other to achieve both of their goals in this style. This is how managers break free of the win-lose paradigm and seek the win-win. This can be effective for complex scenarios where managers need to find a novel solution.

Competing: This is the win-lose approach. A manager is acting in a very assertive way to achieve his or her own goals without seeking to cooperate with other employees, and it may be at the expense of those other employees. This approach may be appropriate for emergencies when time is of the essence.

Compromising: This is the lose-lose scenario where neither person nor manager really achieves what they want. This requires a moderate level of assertiveness and cooperation. It may be appropriate for scenarios where you need a temporary solution or where both sides have equally important goals.