NAME : ABDUL RAFAIH

ARID NO : 20-ARID-3784

BATCH : BS CS 3B

COURSE : PROFESSIONAL PRACTICES

SUBMITTED TO : MR ZEESHAN AHMED

ASSIGNMENT NO : 4

Topic : As individual what is your role in team building and team perfomance

Teamwork has never been more important in organizations than it is today. Whether you work in a
manufacturing environment and utilize self-directed work teams, or if you work in the “knowledge
economy” and derive benefits from collaboration within a team structure, you are harnessing the power
of a team.

Building a high performance team involves more than just randomly assembling a group of talented
individuals. For a team to be truly effective, its members must unite with the same vision and be
motivated to bring that vision to life. They must share clear, measurable goals, and be committed to
each play their part in the overall success of the group.

Roles in building and maintaining a strong, cohesive and effective team:

Define the purpose

Clearly define the purpose of the team, including the overall outcome it has been brought together to
achieve. What do you want to create, improve or change? What is the purpose of each person’s role in
the team? Providing a clear, inspiring vision sets the foundation for successful teamwork, and helps
guide the direction of the group when they face challenges and decisions.

Assemble the team

High performance teams are comprised of individuals that passionately embrace the vision, believe their
contribution is meaningful and are motivated to give their best effort. All team members should trust,
respect and support each other. Select members with complementary skills and abilities, who can bring
a diverse range of viewpoints and ideas to the table. Achieving a good balance of personality types will
enable the group to work together harmoniously but also challenge each other when necessary.
Determine the goals

Once the team is established and united behind a shared, compelling purpose, the next step is to break
the vision down into smaller, manageable goals and tasks. Outline the required tasks in a schedule, with
agreed deadlines, milestones and responsibilities. Decide the role that each team member will play. Be
sure to also consider other resources required in terms of time, materials, space, support and money.

Set expectations

To ensure that each member understands what is expected of them, define a standard of conduct for
the team. Will communication be frequent, open, honest and transparent? Will contributions be
encouraged, valued and recognised? Will conflict be handled in a constructive way? Will team decisions
and feedback be respected? Setting clear standards from the outset will ensure that each member’s
conduct and contributions are appropriate.

Monitor and review

Regularly review the group’s performance through team meetings and one-on-one catch ups to ensure
that progress is being made. Good questions to ask are: how are we doing? What have we achieved so
far? What have we learned? What isn’t working so well? How can we improve? Monitoring and
reviewing progress allows for adjustments and improvements to be incorporated along the way.

Celebrate and reward

Make the time to regularly recognise, reward and celebrate both team and individual performance. This
will help to build morale and bolster the motivation of the group to continue their hard work. Find the
most appropriate way to celebrate team milestones, such as a personal ‘thank you’ at a team meeting,
an email copied to senior managers, or a team lunch. Ensure that recognition is consistent, and that the
method you choose inspires and reinforces the team members to continue their positive contribution to
the team’s progress.

Establish Trust

The foundation of any lasting relationship, professional or personal, is trust. In a professional setting,
team members have to know others will deliver on promises, support shared goals, pitch in during
challenging times and maintain open communication.

58% of people say they trust strangers more than their own boss. If someone struggles to trust even
their own boss, they likely don’t trust who they work with either. If you put your trust in team members,
and they return that trust, the team bond is strengthened. Here are a few ways you can strengthen that
bond:

 Have patience – trust is built over time, so be tolerant and considerate of any mistakes.
 Remain calm – this will inspire trust and loyalty because your employees know where they stand
with you.

 Be transparent, open, and flexible – this will help to get rid of any mistrustful perceptions.

 Provide mutual feedback – the key is to have a plan in place and a process to follow.

 Participate in ongoing team exercises – a few examples include the human knot, scavenger hunts
and having employees maintain eye contact for 60 seconds.

Conduct Negative Polling

Instead of asking people if they agree on a given approach, decision or meeting point, ask if anyone
disagrees. You are giving them the opportunity to voice concerns rather than simply acquiescing in an
effort to go along with popular opinion. You’ll notice which of your team members exhibit ego-strength,
another aspect of mental toughness, which can be used as a model for how these conversations should
go. Conflict is not necessarily something to be avoided. When a few teammates can work through their
disagreements in a respectful, productive way without taking it personally, your entire becomes
stronger and more effective.

Give and Accept Feedback

43% of highly engaged employees receive feedback once a week, compared to 18% of those with low
engagement. If feedback is provided in a way that supports the individual’s growth and development, it
can be a wonderful tool for identifying potential blind spots and increasing self-awareness through
others’ perceptions. In a way, team members are coaching and developing each other, and obstacles to
team success are being addressed in a respectful, constructive manner that focuses on professional
growth rather than on personal criticism.

View Team Building as an Ongoing Activity

Team effectiveness is not something you think about offhandedly in between the other stuff. It should
be your focus. Projects will come and go, but the team is the engine that drives the business result. And
just like engines need maintenance to run efficiently, teams need to revisit best practices to make sure
effectiveness remains optimized. It is the most important investment you can make for your team.

Building mental toughness within your team takes time, and not everyone will be mentally tough
individually, but you can build particular skills within those team members who possess parts of a whole.
By distributing the traits of mental toughness across your team in a way that supports itself, you can
install a safety net so that there is always someone to catch things before they fall through the cracks.

“ Teamwork is the ability to work together toward a common vision. The ability
to direct individual accomplishments toward organizational objectives. It is
the fuel that allows common people to attain uncommon results ”