Another benefit of a strength-based organization is it allows each staff member to be placed in the right part of the team (Samuels & Hoxsey, 2010). We all have different strengths, finding the best place where we can exercise those strengths will not only increase productivity for the company, but also allow the staff member to feel as though what they are doing and contributing is important and
The strongest teams are when each group member understands their own strengths and weaknesses well. Unfortunately, it is not easy to honestly evaluate one’s strengths and weaknesses but there are assessments such as; True Color that provide insight. After taking the True Color and Clifton Strengths finder assessment, I realized the best way for me to cultivate a positive team environment is clearly understanding my role within the group early-on, providing a logical perspective for decisions, and identifying others strengthens and weakness so we can offset one another. Additionally, Leader-Membership-Exchange theory, known as LMX, is important towards establishing a successful team. The combination of all these elements result in teams achieving their goals.
Design teams are well-oriented and focused on client needs. Because of this, the organisational structure for the team tends to be decentralized from authority and organic rather than heriarchical and rigid. Having fewer rules in the group can allow the group to be more adaptive to the external environment. Design teams can also have an egalitarian nature where each member is equal to the other, that encourages self-managment and regular participation by all group members in important decision-making processes. Working in a team, or even with another team, from hours to weeks to months toward the same goal creates a natural bond among the members, and a more positive working environment that benefits organical
It is clear that coaching has an immense role in assisting and building remarkable workplaces and great organizations. It is notable that people who want to achieve their goals in due time face some challenges in their way. Coaching is the entire process of assisting individuals develops their ability to think about things such as people, relationships, problems, customers and the future. It remains clear that coaching assists people to unleash their full potential (Fletcher, 2012). Coaching helps individuals concentrate on the things that make them get stuck and then overcome them.
Always looking for more gives the ability for a team player seek bigger and better contributions in efforts to prepare the best possible outcome. For the organization, a hungry team player is someone that is rarely pushed by there supervisor or manager to meet a certain dead line or to just work harder all together. Another obvious but important trait for individuals to obtain in a team setting is intelligence. Team players have to be smart to know what kind od group dynamics are going on and what are the most effective ways to work as a team. Ideally an intelligent team player is someone that has good judgment skills and contribute to discussions within the
Extraverts will thrive in jobs that require human interaction, as that is what motivates them most. When interviewing potential employees, it is important to understand how a person works and what conditions under which they will work best. This will create a better workforce for our society as a whole. If our entire society is working in jobs that suit their personality best, people will be happier and healthier than some currently who are in jobs that assign them to uncomfortable tasks. They must take note of the strengths and weaknesses and understand a person fully, rather than just seeing if they can complete a job well enough.
1.3 – Describe the behaviours and characteristics of an effective workplace coach Here I am going to outline some of the important characteristics and elements which will enable all coaches to effectively facilitate coachees in order to achieve their goals. Listening Good listening skills are imperative; indeed, all-round communication skills are a must. It’s all very well asking the ‘right’ questions, but if the coach doesn’t fully hear the answers, they could steer their coachee and any corresponding plan of action in the wrong direction. ‘Reflecting’ is a common technique for coaches; it’s not just about whether they’ve heard what has been said, but whether they’ve understood, using key words and phrases. Less is more: interruption or interjection, a lack of understanding, and continual assumptions can all arise through poor listening skills; the effective coach shows interest, and makes the focus of any session the coachee.
Leadership skills and team building skills are determining to the success of any professional. These soft skill attributes are very much determining to excel in life irrespective of one’s field of professional interest. My life experiences clubbed with my academic assignments have helped me a lot in building, and to nurture positive team skills. Even though teamwork and leadership are dissimilar qualities; they are powerfully connected in trade, sports & games, the armed services and volunteer activities. It is fair to mention that leaders lead, whereas teams tag along leaders to achieve goals and specific aims.
I chose communication and team player as these are the most important interpersonal skills that lead to a successful game in any team game. Nowadays people understand that good interpersonal skills play a crucial role in success not only in sport but any business as well. Team player because you learn to go beyond your zone, and to see a bigger picture of the situation and take a leading role when needed. Communication as you learn to negotiate, persuade, keep an interest in talking and playing in the team with other teammates. 2.
For them, it is seen as a reward for the great amount of training and education they have been given, stating their greater ability to manage themselves. Furthermore, it is complicated to measure the outputs of knowledge in all its extent, so organizations usually have to leave it up to their employees. Knowledge workers also like to decide for themselves their work locations and schedules: if, for example, the manager is told by one of his engineers that he is more productive between 4 p.m. and 8 p.m., he will smartly try to facilitate it to him. Secondly, there is always logic behind everything a knowledge worker does. It is safer to assume their deed is performed correctly than trying to change its execution.