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Writer's pictureSHIBU VALSALAN

How to Create A Highly Performing Team?

Unlocking the Secrets to Creating Highly Performing Teams


In the world of project management, a highly performing team isn't a luxury; it's the engine that drives success.

How to create a highly productive team by shibu valsalan
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Developing a highly performing team, as per PMI PMBOK 7th edition, involves a comprehensive approach that takes into account various aspects of team management and development. Here are the key steps and considerations:

Forming the Team: Start by assembling a team with the right mix of skills, experience, and expertise to meet project requirements. Ensure clear roles and responsibilities are defined for each team member.

Team Charter: Create a team charter that outlines the team's purpose, goals, objectives, and expected outcomes. Establish a shared vision and understanding among team members.

Team Development Stages: Recognize that teams go through stages of development, such as forming, storming, norming, performing, and adjourning. Understand these stages and provide support as the team progresses.

Effective Communication: Foster open and transparent communication within the team. Encourage active listening, the sharing of ideas, and constructive feedback.

Leadership: Exhibit strong leadership skills by setting a positive example, providing guidance, and resolving conflicts promptly. Leadership is essential for team motivation and direction.

Conflict Resolution: Address conflicts within the team promptly and constructively. Use conflict resolution techniques to reach mutually agreeable solutions.

Training and Development: Identify gaps in team members' skills and provide training and development opportunities. Invest in their growth to enhance team capabilities.

Motivation: Recognize and reward team members for their contributions. Acknowledge their achievements to boost morale and motivation.

Empowerment: Empower team members to make decisions within their areas of responsibility. Trust and autonomy are essential for team performance.

Clear Goals and Objectives: Ensure that team members have a clear understanding of project goals, objectives, and expectations. Align individual and team goals with project objectives.

Performance Evaluation: Implement a performance evaluation system that provides feedback to team members. Regularly assess progress and address any performance issues promptly.

Continuous Improvement: Encourage a culture of continuous improvement within the team. Foster innovation and seek opportunities to enhance processes and productivity.

Risk Management: Be proactive in identifying and managing risks that could impact team performance. Develop risk mitigation strategies and contingency plans.

Resource Allocation: Allocate resources effectively to support the team's needs. Ensure that team members have access to the necessary tools, technology, and resources.

Stakeholder Engagement: Engage with stakeholders to gather feedback and ensure alignment with project objectives. Consider their input in decision-making processes.

Adaptability: Be flexible and adaptable to changing circumstances and project requirements. Embrace change and guide the team through transitions.

Documentation: Maintain clear and organized documentation of team processes, decisions, and achievements. Documentation helps in knowledge sharing and future reference.

By following these principles and practices outlined in PMI PMBOK 7th edition, you can work toward developing a highly performing team that is capable of successfully executing projects and delivering value to stakeholders.

References

[1] Belbin, R. M. (2012). Team roles at work: Routledge.
[2] Covey, S. R. (1989). The 7 habits of highly effective people: Simon and Schuster.
[3] Drucker, P. F. (2006). The effective executive: HarperCollins.
[4] Goleman, D. (2000). Emotional intelligence: Why it can matter more than IQ: Bantam Books.
[5] Katzenbach, J. R., & Smith, D. K. (1993). The wisdom of teams: How to make them work: Harvard Business Review Press.
[6] Lencioni, P. M. (2002). The five dysfunctions of a team: A leadership fable: Jossey-Bass.
[7] Maxwell, J. C. (2007). The 21 irrefutable laws of leadership: Follow them and people will follow you: Thomas Nelson.
[8] McKinsey Quarterly. (2006). The McKinsey 7S: Strategy structure, systems, style, staff, shared values, and skills: McKinsey & Company.
[9] Palmer, P. J. (1990). The courageous teacher: Teaching with uncertainty and paradox: Jossey-Bass.
[10] Peters, T. J., & Waterman Jr., R. H. (1982). In search of excellence: Lessons from America's best-run companies: HarperCollins.
[11] Senge, P. M. (1990). The fifth discipline: The art and practice of the learning organization: Doubleday/Currency.
[12] Zenger, J. H., & Folkman, J. R. (2004). The extraordinary leader: Turning good managers into great leaders: HarperCollins.

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