Annex 2-2

ANNEX 2.2

How to Build an Effective Team?1

Description of an Effective Team
A team is made up of a group of people working together to achieve a common objective. An effective team has certain characteristics that allow its members to function efficiently and productively. An effective team develops ways to share leadership roles, and ways to share accountability for the work they accomplish, shifting the emphasis from the individual to several individual within the team. A team also develops a specific team purpose and concrete results that they produce together. An effective team will have open-ended meetings and develops active problemsolving strategies that go beyond discussing, deciding and delegating responsibilities; they do real work together. When necessary, members of a team will set aside their own tasks to assist other teammates. In a well-functioning team, performance is not based on the ability of a single person to influence other team members, but rather is directly assessed by measuring the results of the work achieved by the whole team. Six characteristics of an effective team: Team members share leadership roles; Team develops own scope of work; Team produces tangible results; Members of the teams are mutually accountable for work products; Performance is based on achieving team projects and priorities; Problems are discussed and resolved by the team.

Effective Team Building

Managers must execute multiple tasks, and simultaneously supervise many persons. This is the reason why they must help their teams acquire the necessary skills that will allow them to solve problems on their own.

Adapted from 1) The Managers Electronic Resource Center http://erc.msh.org/; 2) Team Building Tool, World Health Organisation, http://www.who.int/cancer/modules/Web %20resources%2007.pdf

Annex 2-2

Several methods allow a manager to develop a strong team Establish objectives together: Define performance objectives with the team and make sure that all team members understand the objectives and what actions will need to be taken to achieve them. Develop a participatory style: Encourage staff to suggest ways to improve services. Listen to their ideas and acknowledge their points of view. Encourage team members to discuss issues and to find solutions together. Organize meetings: Hold regular meetings with the whole team. It is useful for a team that has a common objective, to briefly meet every morning, in order for all its members to be informed about the days scheduled activities. Organize another meeting at the end of the day to recap the events of that day and review the work accomplished. Longer meetings should be organised when planning major tasks, or when these tasks are accomplished. Review projects and objectives, and encourage the team to share and discuss their concerns. Organize the team: Define roles and responsibilities together. If they each have a clearly defined role, individuals are less likely to become frustrated and will be more willing to work together. Explain the rules: Discuss standards that have been established for the project by either the NGO or the organisation you are working with. Explain the rationale for these rules and discuss their implications in day-to-day practice. Promote team responsibility: Encourage team members to take responsibility for completing specific tasks, and to solve problems as a team. Five characteristics of effective team supervision: 1. Support your staff 2. Pay attention to the needs of your staff and to the environment in which they work 3. Be an educator devote yourself to educating your staff 4. Discuss problems with your staff and work with them to find solutions 5. Understand the needs and demands of the people you serve.

Managing Staff Issues

Interpersonal dynamics have a profound effect on programme achievement and training performance. Techniques to motivate staff and boost morale: 1. 2. 3. 4. Regularly and specifically repeat to your team that you value their work. Encourage your staff to use their skills to solve problems. Give your staff opportunities to increase their responsibilities. Involve your staff in the decision making process related to issues that affect them. 5. Keep the commitments you have made to your staff. 6. Create a programme identity by using a logo and specialized work outfits, etc. 7. Last but not least, praise your staff in public, but always address sensitive issues in private.