5023 Lect. Team Leaders

7/27/2019 5023 Lect. Team Leaders

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Leader-directed: The leader is essentially external to the group and interacts with people individually,managing separate agendas. The group members do not really interact or work closely together. This is notreally a team as it represents a classic command and control structure. It can work powerfully in certaincircumstances.

Working Group: The leader participates with the group and exercises command and control. Group memberswork toward a common charter and in a common direction. They have some interaction, but interaction with theleader is primary.

Leader/Member: The leader sits as first among equals at the table in terms of the teams work, while stillexercising some management and leadership roles. The team works collaboratively toward its goals. There issome differentiation in rank between the team leader and team members.

Rotating/Shared Leadership: Leadership is either rotated or shared (divided up). All members participate inmanagement and leadership roles and work collaboratively. This design is typically used as a hybrid designduring an evolution toward self-directed.

Self-Directed: There is no official leader role. All team members are empowered and accountable, and workcollaboratively. A facilitator typically works with the team with a hands-off approach and serves as a liaisonbetween the team and the organization.


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Leader-directed Working Group Leader/Member Rotating/Shared Self-directed

Leadership

Leader exercises all

management

functions and

leadership roles

Group leader exercisesmajority of managementfunctions and leadershiproles; group leadershares severalresponsibilities with groupmembers

Leader sits as equalat table and exercisesfew, well-definedmanagement functionsand leadership roles;many responsibilitiesare shared with teammembers

Leadership role is

shared among team

members;

management functions

are broken out and

either shared or rotatedamong team members

No official leadership

role; team members

are empowered to

assume most if not all

management functions;

Coordinator roleassumes specific

management functions

Decision

Making

Leader makes almostall decisions andemploysAuthoritarianmodel

Group leader makes finaldecisions on most issuesemployingAuthoritarianmodel on most issues;team leader oftenconsults with groupmembers first to gain

input and ideas

Team leader guidesdecision-makingprocess; team leadersand team membersmake decisionstogether usingConsensus model;

Democraticmodel isused as second levelalternative

Team member(s) withresponsibility forprocess guidesdecision-making; teamleader and membersmake decisionstogether using

Consensus model;Democraticmodel isused as second levelalternative

Any team member mayguide process; allmembers makedecisions as a teamusing decision modelselected by team; teammay delegate certain

responsibilities to onemember in specificsituations

Direction

Setting

Leader definesCharterfor unit andretains authority tochange it withoutinput from individuals

Group leader definesMission and consults withgroup members regularlyto assess groupsprogress; group leader isinvolved in any changes

made to Mission

Team leader guidesteam throughgeneration of teamsPurpose; entire teamis present andaccountable for

generation ofPurpose

Entire team is presentand accountable forgeneration of teamsPurpose

Entire team is presentand accountable forgeneration of teamsPurpose


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Leader-directed Working Group Leader/Member Rotating/Shared Self-directed

Goal Setting Leader defines unit goalsand matching individualexpectations

Group leader consults

with group members onindividual group goals

and obtains matching

individual expectations

Team leader guides goal

setting process and, withteam members, setsshared team goals andmatching individualexpectations

Designated team

member(s) guides goal-setting; entire team sets

shared team goals/

matching individual

expectations together

Entire team sets shared

team goals and matchingindividual expectationstogether

Work

Approach

Confederate;collaboration notnecessary as individualsmeet units goals bymeeting their ownexpectations; team

leader managesexpectations with eachindividual separately

Cooperative; groupmembers need to worktogether to some degreeto achieve groupsmission; group membersare committed to their

individual goals

Collaborative; teamleader and teammembers work closely toachieve teams purpose;entire team is committedto shared goals

Collaborative; entire teamworks closely to achieveteams purpose; entireteam is committed toteams shared goals

Collaborative; team

members are highly

committed to and

interdependent upon

each other in all aspects

Communication Information shared byleader on need to know

basis; discussions are

initiated and managed by

leader; individuals

generally ask questions

only to clarify information

Leader regularly sharesinfo; discussions aremore flexible andinteractive and may beinitiated by groupmembers; membersshare info with each otherand feel free to asknumerous questions

Team leader and teammembers activelyengage in discussionsand exploratoryconversations; all teammembers feel free to askquestions of each otherand team leader

Team members activelyengage in discussion andexploratory conversation;all team members feelfree to ask questions ofeach other

Team members activelyengage in discussion andexploratoryconversations; teammembers openly discussany issue that may affectthem or team at any time

Conflict

Management

Conflicts are generallynot discussed within unit;conflicts are discussedand managed betweenthe leader andindividuals on a one-to-one basis

Group leader oftenidentifies conflict and maymanage it one-to-one orask team members torecommend resolutions orhave dialogues on theissue

Team leader andmembers identify andinitiate discussion ofconflicts; members oftenmanage conflict amongthemselves withoutsupport of leader

Responsible Member(s)

identif(ies) and Initiate(s)

discussion of conflicts;

members manage conflict

among themselves

without support of team

leader

Conflicts are identified in

early stages, addressed,

discussed openly among

team members and

resolved within team


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Leader-directedWorking GroupLeader/MemberRotating/SharedSelf-directed

Trust

Leaderhas trust thateach individual willachieve his/herresponsibilities withrespect to performanceexpectations with limitedsupervision

Group leader and groupmembers have some trustin each other to carry outgroup responsibilities/meetperformance expectations,resolve business issuesand do their fair share withlimited supervision

Team leader andmembers have strongtrust in members to carryout team responsibilities/meet performanceexpectations, resolvebusiness issues, do theirfair share and providenew ideas

Team members have a

great deal of trust in

members to carry out

team responsibilities/

meet performanceexpectations, resolve

business issues, do their

fair share and provide

new ideas

Organization trusts team to

be self-managed; team

members have a high level

of trust in members to carry

out responsibilities/ meetperformance expectations,

resolve issues, do their fair

share and provide new

ideas

Level of

Accountability

Leader and individualsare individuallyaccountable for unitscharter and goals;individuals have limitedneed for involvement witheach other

Group leader and groupmembers are individuallyaccountable for groupsmission and goals; groupmembers understand thattheir work and behaviorcontribute to or detractfrom the group

Team leader and teammembers are mutuallyaccountable for teamspurpose and sharedgoals; team leader andmembers have strongfeelings of identity withremainder of team

Team members aremutually accountable forteams purpose andshared goals; teammembers have strongfeelings of identity withremainder of team

Team members aremutually accountable forteams purpose and sharedgoals; team members placeteam goals before individualexpectations

RelationshipsCompleting work holds agreater priority thanbuilding relationshipswithin unit

Completing work isimportant; however groupmembers are aware ofneed for sensitivity togroup members needs

Team leader and teammembers are able tocomplete work andfrequently demonstratesensitivity to teammembers needs

Team members completework and almost always

demonstrate sensitivity toteam members needs

Team members are able tocomplete work anddemonstrate sensitivity toteam members needs


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TEAM TYPE FUNCTION MEMBERS LIFE SPAN

Leadership Team Generates organization vision, mission and values and strategicframework

Provides stewardship and governance for organization

Oversees organizational units and operations

Senior executives Long-term

(Ongoing)

Management Team Manages day-to-day operations

Ensures achievement of vision, mission, values and strategic

framework

Oversees employees and teams

Senior and middle

managers

Long-term

(Ongoing)

Guiding Coalition /Change Team

Accountable for the design and implementation of a change program Works within a program management framework

Works with the broader organization

Variable Variable

Steering

Committee

Provides guidance for one or more initiatives

Establishes project charters ensuring alignment with objectives

Reviews progress and approves recommendation

Cross-functional

senior and middle

managers

Variable

Research Team Accountable for research and development within an organization

Either resident with R&D department or exists as temporary team

Variable Medium- to long-

term

Think Tank Provides ongoing thought-based research regarding specificinitiatives, projects or issues

Makes recommendations to various organizational constituencies

Variable Short- to medium-

term

Business Process

Team

Manages day-to-day operations of an end-to-end business process

within a certain function

Improves the efficiency and effectiveness of a specific business

process with identifiable outputs

Middle managers

and employees

Long-term

(Ongoing)


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Leadership Team

Management Team

Guiding Coalition/Change Team

Steering Committee

Research Team

Think Tank

Business Process Team

Leader-directed Working

GroupLeader/

MemberRotating

SharedSelf-directedCom

monPossi

ble

Step 3: Match types with optimal designs


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Roles &

ResponsibilitiesGenerate vision, purpose or charter

Formulate goals and objectives -

governance and strategic

Formulate goals and objectives -

operational and tactical

Define roles and responsibilities of

team members

Allocate work assignments

Define tasks and generate workplans

Manageworkplans implementation

Manage teams progress toward goals

and objectives

Identify barriers and constraints and

generate and recommend solutions

Obtain necessary resources to overcome

barriers and constraints

Leader Shared

(not necessarily 50/50)

Team Members

Responsibility for

work activity:

Leader-directed Working Group Leader/Member Rotating/Shared Self-directed Fully Empowered


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Communicate/integrate with other teams

Communicate outside team

Interact with customers

Schedule work meetings, deliverables, etc.

Participate in decision making

Governance

Roles &

Responsibilities


Strategic

Participate in decision makingOperational


Tactical

Participate in problem solving

Manage conflict


Leader Shared


Team Members

Responsibility for

work activity:


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Provide coaching and feedback to other

team members

Evaluate performance of team members

(performance reviews)

Determine rewards and recognition

Determine leadership within the team

Select new team members

Integrate new team members

Design career planning for team members

Plan training and development for team

members

Train team members

Establish working hours, dress-code and

vacation time

Roles &

Responsibilities

Leader Shared


Team Members

Responsibility for

work activity:



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Establish a budget

Allocate resources within a budget

Manage spending within a budget

Roles &

Responsibilities


Leader Shared


Team Members

Responsibility for

work activity:


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An organization structure design helps to visualize the team within the organization and can be ascomplex as this representation of a Financial Shared Services team-based organization

TeamDesign Org.Structure

HR

Systems

Management Team

Financial CenterDirector

IT Support

Team

Process Improvement

Team

(Leader/Member Teams)

Procurement General

Accounting

Payroll Accounts

Receivable

Reporting Quality/

Customer Service

AdminHR Support

Team

Organization Structure

5023 Lect. Team Leaders

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