ipl-logo

Cross Functional Team Case Study

1162 Words5 Pages

How do I handle the challenges of managing a cross functional team? Introduction “Get the right people on the bus, the wrong people off the bus, and the right people in the right seats.” - Jim Collins’ quote from the book, Good to Great Forming Cross-functional teams to work on projects has become popular in the last few years. There are three primary reasons: a. The team has improved coordination and integration b. Expand organizational boundaries (Lines of Reporting, Verticals, Functions) c. Reduce the cycle time in terms of service delivery When people come together from various disciplines, they bring diversity, their expertise in problem solving, different perspectives to look at the problem statement, their creativity and innovation …show more content…

Patrick Lencioni in his book ‘The Five Dysfunctions of a team’, through a fable talks about typically 5 dysfunctions that any team faces: Dysfunction #1: Absence of Trust The fear of being vulnerable with team members prevents the building of trust within the team. Dysfunction #2: Fear of Conflict The desire to preserve artificial harmony stifles the occurrence of productive ideological conflict. Dysfunction #3: Lack of Commitment The lack of clarity or buy-in prevents team members from making decisions they will stick to. Dysfunction #4: Avoidance of Accountability The need to avoid interpersonal discomfort prevents team members from holding one another accountable. Dysfunction #5: Inattention to Results The pursuit of individual goals and personal status erodes the focus on collective success. As managers, we also understand that, to be successful in today's fast-paced global business environment we require many divisions and departments to work collaboratively on the same teams. We will need to ensure that the best talent, experience and ideas need to be applied to meet the business …show more content…

Invest in Relationships Trust gets built as we spend time with every member of the cross functional team. Show them that they can trust you and depend on you for anything. Equally, you need to trust them with your project and empower them. 5. Catch them doing the RIGHT things! We all love when somebody appreciates us for the work we have produced. However, most of the managers focus on what’s not going right. Ken Blanchard in his book Whale Done! The power of positive relationships notes that we start getting the results we want when people move from "GOTcha" (catching people doing things wrong) to "Whale Done!" (Catching people doing things right). 6. Rotation Offer your team members an opportunity to work on another exciting project. Many times, people working in cross functional teams feel bored as they could be working on highly focused area or only with one customer. This may limit their professional growth and make them complacent. A small tip would be to shake things up periodically and rotate your team members and allow cross skilling as well. This way, you have created a pool for yourself and a multi-talented team! References: Books: Amazon.com- Cross- Functional Teams: Working with Allies, Enemies, and Other

Show More
Related
866 Words | 4 Pages

Lencioni highlights the five dysfunctions as being: absence of trust, fear of conflict, lack of commitment, absence of accountability, and inattention to

Read More
1461 Words | 6 Pages

Shifting a team's mindset from solely relying on oneself to relying on each other creates the players to evaluate their strengths and weaknesses that contribute to the overall vision and goal of the team. Therefore, having the support of teammates overpowers individual talents and contributes to an overall better working

Read More
539 Words | 3 Pages

Even though it can be frustrating to start out working with individuals that you do not yet know, the results are always better. There are more ideas, that stimulate other ideas. Where one member may have strengths in one area, another member can bring additional strengths to the table in other areas. I do think that teams should be smaller groups as there is a fine line between having too many participants and not enough. Too many would make it difficult to ensure everyone had a voice and still maintain productiveness.

Read More
1713 Words | 7 Pages

The external pressures significantly affect the formation of the team. Personal identity and complex interpersonal interactions result in a highly charged environment and a tense group

Read More
702 Words | 3 Pages

When you own a dog, it has complete loyalty to you as it’s master. This shows how loyal followers can be to their leaders. Example, only 7 percent of Germany’s population was Nazi and followed Hitler and his ideas. However, that 7 percent was so loyal that, as a whole, they created a great amount of power for Hitler. This is what gave him the ability to take complete control.

Read More
716 Words | 3 Pages

Question two: Though management and leadership styles have been somewhat in terms of generations' views on important leader attributes and their own leadership behaviors. Firefighters have recognized generational differences in their profession and the need to account for these differences in their training. There is also a concern for building and training their future leaders. Ralph M. Stogdill, in his survey of leadership theories and research pointed out that, “There are almost as many different definitions of leadership as there are persons who have attempted to define the concept”.

Read More
1085 Words | 5 Pages

1. Basic Team Assessment Score (1–3) Item 2 There is open communication and trust to share personal feelings between team members. 3 Every team member knows the program mission and goals for the coming 12 months. 1 Team members work well together to achieve team goals in a timely manner. 2 Team members have a high degree of accountability to each other to complete clinical and nonclinical tasks.

Read More
1436 Words | 6 Pages

The Five Dysfunctions of a Team is a book that walk through a leaders perspective of a uncooperative team. The leader Kathryn take the management team of Decision Tech to an off site team building ____. They group works through the five dysfunctions and reflects on their own positions within the company. In any business people must interact. When a team of people are working together there must be a level of respect and rapore to build a better future of success for the business.

Read More
1469 Words | 6 Pages

Increased Work Efficiency / Productivity A team that has good culture of teamwork and mutual motivation will make the members more productive and smarter. Such a team where seamless and effective relationships exist, members are poised to learn from one another, develop skills and leverage on such internally gained skills to expedite work processes thereby increasing overall efficiency, reducing downtimes and knowledge gaps. Collaboration among such team members will make members to perform at their best by working on what they do best.

Read More
1618 Words | 7 Pages

When a team communicates well with each other, respect and motivate each other and have a good relationship with each other, productivity will increase and so will performance. By being aware of each other’s skills and character, there will less likely be conflicts on the job which will further boost performance and eventually

Read More
902 Words | 4 Pages

Belbin and his team began to identify separate clusters of behavior, each of which formed distinct team contributions or “Team Roles.” They defined a team role as: “A tendency to behave, contribute and interrelate with others in a particular way.” Belbin’s work uncovered nine archetypal team roles, all of which have essential parts to play in successful team work over time. Belbin’s research also gives team members a common language to help individuals form productive working relationships, develop high-performing teams, raise self-awareness, identify talent, and aid in recruitment.

Read More
471 Words | 2 Pages

Sometimes, virtual teams like many other corporate teams have hurdles to jump through to reach ultimate success. The disadvantages and dysfunction of a virtual team if not considered can ultimately lead to failure. There are five dysfunctions of a team and the greatest barrier to a virtual team is the lack of trust. Teams cannot function a 100 percent if there is no trust within the organization. Building and sustaining trust in a physical working environment is strenuous enough, however the procedure is considerably

Read More
2037 Words | 9 Pages

INTRODUCTION The word ‘team’ can be defined as a group of people working together towards a common goal. A team also generally is known as a group of people with different skills and different tasks, who works together on a common project, services, or goal. Then, the important thing in teamwork is ‘collaboration’, which is the act of working effectively with others to achieve a common goal. Collaboration acts as the lifeblood in the team, even the team is not large enough, but the collaboration is required.

Read More
1023 Words | 5 Pages

Literature Review A brief literature review relating to the following subject matter has been presented in order to know understand the term teams and how they work within organizations. According to Verma (1997), team approach is a distinctive way of working that harnesses the collective skills, strengths, and energy of team members. Ducanis & Golin (1979) believed that the most important features of a team are coordination, communication, highlighted roles and tasks and shared norms. But not all groups are formed for the accomplishment of a specific problem; teams are also formed for the purpose of social affiliation or personal goals.

Read More
1285 Words | 6 Pages

It has been argued that teamwork encourages and facilitates communication. Interpersonal communication is essential for team’s success and effectiveness (Dulaimi and Dalziel, 1994). When information is clearly exchanged between team members and effective communication channels are established, conflicts are reduced, appreciation of other members roles and ideas is increased and so, cooperation, team spirit and knowledge sharing are fostered. Teamwork also contributes to adaptability. Without adaptability nothing could ever happen (Milne, 2008).

Read More

More about Cross Functional Team Case Study

Related Topics

Open Document