Team Charters: Roadmaps to Successful Progress - Essay Sample

Introduction

Team charters are documents that delineate the motive of the team, how the team will function, and the anticipated results. They act as 'roadmaps' for the teams and its guarantors where they establish at the start of the journey to ensure they are all involved in the progress and provide directions ensuring difficult times. A team charter provides a comprehensive vision and mission that every individual on the team supports. After a team has been formed, all members are expected to come together before handling any precise issues (Cote, 2017). That way, the members are able to voice their concerns and can guarantee their support thus increasing accountability. The paper examines the uses of team charters in the formation of leadership teams.

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Team charters are using in attaining the buy-in of all members, with the inclusion of members who may have been opposed to the idea of joining the team. Team members are also able to brainstorm using the team charters. Brainstorming establishes new notions, inspires, solves issues and develops teams. It ensures that members of a team are involved in larger management issues, and ensures the team works together. It is also important to structure brainstorming and adhere to the rules. In that case, team charters outline the process to be followed. Brainstorming requires the involvement of the team which means that every member must be included to understand the motive of the group (Lin, Huang, Chen, & Huang, 2017). Charters place a substantial burden on the team leader to regulate the process, members' engagement, and sensitivities. When team charters are properly formulated, it is easy to brainstorm and develop new ideas and motivate the members.

Team charters hold members, including leadership, accountable for their actions while following the stipulated principles. Great teams are spearheaded by great leaders and share traits are absolutely fundamental in their capability to lead. One of the most important traits a leader can possess is the capability to comprehend people. Those who are able to comprehend the sentiments of others are well equipped to respond to them and consequently develop influential and more significant associations with those on their groups. When leaders fail to understand their group members, they can refer to the team charters for guidance. Team charters ensure that leaders are decisive especially when members are unable to solve problems at their level (Lussier & Achua, 2013). Teams are formed to intensify cooperation and unity between different members. When establishing goals, leaders should ensure they are specific, measurable, achievable, pertinent, and time-bound.

Group charters spell out the roles and obligations in a concise and measurable way. Teamwork entails working together to attain something beyond the capacities of people working alone. Nowadays, institutions are grounded on teams. Team charters ensure that every individual on the group does not have to undertake all the things stipulated in the task scheduler. They provide the details like the scope, members, intended end outcome, supporting resources, reporting plan, deliverables, and links. Team members are listed individuals thus providing recognition and facilitating commitment. It is also easy to assign and enlist the team members and sponsors. The group charter also offers the opportunity to start with the conclusion in mind (Vanourek, 2012). They also provide updates on the teams' progress. Many teams are guided by a leader who provides guidance and ensures that the members report the activities and the difficulties they are experiencing. The charter is also crucial in setting the parameters and helping the leaders to easily recognize tasks that extend outside the scope.

The charters define operations like ways to adapt to transformation, deal with obstacles, and delineate actions such as attendance. They do not guarantee that teams will operate as teams, but they definitely make clearer what it means and make it easier for the members to address the problems on their own. Having a diversity of competencies and notions within a team usually enriches the group process and can advance productivity (Vanourek, 2012). In case a member fails to adhere to the group's guidelines, the charter can be utilized to justify what the team is asking the member to do. It also guides group debates about how they are working together and can be reviewed to mirror issues that have occurred and resolutions that the group has made or intend to make.

Team charters demonstrate the team's motive and mission clearly to others in an institution. They also define the team problems by providing probing inquiries to motivate explorative thinking and ensuring the members make explicit goal statements. Team charters establish criteria for the assessment of a solution to a problem. They are able to identify the features of a fulfilling solution and differentiate requirements from desires.

By using team charters, team members work together to create a solution that every individual can live with. The establishment of vision and mission is crucial in the assessment of team problems particularly in the identification of the root cause and extent of the issue. The charters also ensure provide a check up on the execution of the mission and make essential changes. They also ensure that the performance of a team, the process, and members' aspects are reviewed within the stipulated time.

Team charters also provide transparency and reduce confusion in a situation where conflicting tasks or projects occur. No leadership style is suitable for all circumstances, but it is crucial to comprehend the natural approach to develop skills that can be omitted. It is also illogical to neglect either the responsibilities or team members. However, a concession between the natural approach and leadership style are likely to lead to average team performance, because they may fail to meet the members' needs or motivate an excellence performance.

The group charters ensure the intended outputs are properly documented. This way, it is easy to understand the Key Performance Indicators (KPIs) that compute the intended productivity (Lin et al., 2017). In establishing the team charters, it is easy to identify the most appropriate leadership style, either transformational or transactional. In transactional leadership, the charters ensure that leaders have guidelines to motivate their members to perform their best.

Conclusion

Conclusively, team charters are crucial in forming strong teams. They ensure that members achieve focus and are glued to the objectives. Group charters also facilitate accountability particularly the leaders and members. It is also easy to identify the responsibility and roles given to individual team members. Teamwork focuses on pooling goals together to attain a common purpose. Charters are also used to delineate the aspects of transformation, addressing the difficulties, and the attendance of member's criteria. They also illustrate the team's vision and mission and assign the resources to be utilized. Transparency is also guaranteed in the charter thus eliminating confusion.

References

Cote, R. (2017). A comparison of leadership theories in an organizational environment. International Journal of Business Administration, 8(5), 28-35. DOI: https://doi.org/10.5430/ijba.v8n5p28

Lin, C. S., Huang, P. C., Chen, S. J., & Huang, L. C. (2017). Pseudo-transformational leadership is in the eyes of the subordinates. Journal of business ethics, 141(1), 179-190. https://doi.org/10.1007/s10551-015-2739-5

Lussier, R. N., & Achua, C. F. (2013). Leadership: Theory, application, & skill development. Mason, Ohio: South-Western Cengage Learning.

Vanourek, B. (2012). Triple Crown Leadership. Blacklick: McGraw-Hill Publishing.