Team Principles Essay

Excellent facilitation, teamwork, and collaboration have proven to be the keys to an Engaged Team Performance, thus starting during the transformation process is essential. In the undertaking of ETP there are fundamental principles that have a critical impact on its success that is team-building, change adoption and meeting facilitation and forming a team that is made of both leaders as well as the producers is the best practice that leads to performance improvement. Therefore, it is essential to look at the Group Decision Making, the cycle of change, and meeting facilitation principles in the organization context.

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I have been working in a construction organization as a supervisor, and several meeting is held to discuss matters of the organization. During the session, I have realized that our manager usually manages time, follow the process and the agenda, lead the discussion and interaction, and never arrives at his conclusion but bases his judgment on the attendees' contribution. Therefore, this result to building engaged team performance since according to Kropac, 2019), neutral facilitation of a meeting by a leader like our manager is required to promote more robust and productive team (Kropac, 2019). It is because the facilitator always encourages the group member to interact and participate and directs the members towards a cohesive decision.

In the meeting, the group decision making is usually made through voting where the majority wins, thus creating winners and losers (Managing Group Decision Making). However, the losers typically give in and support the decision, speak positively about it as well as delivering on the commitments and tasks necessary. For instance, there was a time our meeting group was arguing about continuing to purchase the company's product from their usual contracting company which has not been delivering commodities on time. When the voting was done, the majority were for contracting a different company while another critical group was for continuing with the same company because they believed that this issue was to minor to be resolved. Therefore, convincing the others in the same line was very simple, and all of us left the meeting happy and contended. It is evident that the group decision making enhances engaged team performance through the participation of everyone and it results to increased comprehension of the issue as well as the decision among the team members which lead to better change acceptance by the entire organization.

The final principles that contribute to engaged team performance are the cycle of change and anticipating as well as managing the phases of behavior and emotion that stakeholders and team members will move through the change cycle. There was a time in our organization when the start time of work was to be changed from nine thirty to eight am. At first, most members of the staff, including me, were in doubt, denial, and disbelief of whether this can indeed happen. The senior management had to convince us the reason as to why they intend to implement such a significant transformation. Since indeed, the change was to benefit the organization in terms of productivity and increase profit, which was deteriorating at that time, the staffs had accepted the reality. Therefore, all of us ended taking the impending change and with less doubt about the transformation even though some started to provide lame excuses indirectly rather than resist. Though many of us still had concerns and doubts, we still had an opportunity and issue to solve; thus, we had to proceed and make productive participation in analyzing and planning about the transformation. Therefore, involvement, consensus-seeking, communication, and speed are essential techniques to prevent a relapse (Russell-Jones, 2016). In accelerating the intended change, it was crucial for the management to aid team member as well as the stakeholders in gaining confidence within their capability to build a new environment for themselves. Thus, the wheels started to roll more smoothly when they felt that they have the ability to do it and even anticipated a positive outcome. Therefore, it is provided that confidence can be encouraged via a successful demonstration, which is the essential reason for piloting a new organization design. Thus, planning for these stages of change response is critical because it results to a successful outcome, and hence making the transition gracefully more quickly compared to attempting to drag them from the resistant state (Burke, 2017). Like it was effortless in our organization to make most people adapt to the change than making someone who was not willing to come early.

Conclusion

From the discussion, it is vividly clear that for attaining an engaged team performance several team principle has to be put in action; for instance, the meeting facilitation where it is required the facilitator to be neutral in how he is guiding the decision making the process. In group decision making, the team performance is enhanced by ensuring that everyone has the opportunity to participate and the decision to be arrived at depends on the organization criteria and can be either consensus or support. Finally, the cycle of change has been discussed where the essential thing is to anticipate and manage the stages of behavior and emotion that stakeholders and team members will relapse.

References

Burke, W. W. (2017). Organization change: Theory and practice. Sage Publications.

Kropac, M. (2019, April 16). Facilitator Role. Ret rieved May 23, 2019, from https://sswm.info/train-trainers/facilitation/facilitators-role

Managing Group Decision Making. (n.d.). Retrieved May 24, 2019, from Lumen: https://courses.lumenlearning.com/wm-principlesofmanagement/chapter/barriers-to-individual-decision-making/

Russell-Jones, N. (2016). Managing Change Pocketbook. Pocketbooks.