Strategy to Ensure fair and Even Contribution and Collaboration by team members
In order to ensure fair and even contribution and collaboration by team member, the team leader has to develop guiding principles for the team that will enable better coordination within the team. These principles will include:
Communication is one of the biggest problems experienced by teams. Communication barriers and non defined communication channels are the greatest challenge that hinders flow of ideas within the team. To solve this problem, proper channels of communication should be clearly established i.e. face to face communication or written communication to enable the team share ideas effectively. The group should meet in a venue that is free from external noise or disturbances that will affect group members. The language used during the team meeting should be well understood by the group members to encourage understanding of the issues being addressed and to contribute effectively. Finally, each team member should be encouraged to feel free in expressing his or her ideas within the team.
A team charter is a manuscript that stipulates a group scope or scale of function, goals and purpose or rationale. It is normally developed by top management and presented to various teams in an organization set up.
A team charter document has generally eight sections
The purpose statement gives the reason for the team’s existence. It generally highlights how the team will utilize the team charter to meet its objective.
This section introduces the team activities and functions. This section summarizes functions of the team with a brief description of the products or services that team deals in and how these products support the team.
Team mission and objectives
The team’s mission gives the actual reasons for the team’s existence. A mission statement highlights the team believe and aspiration. Mission statement is long-term in scope. Goals are developed from the general mission of the team. From the goals, short term objectives that are achievable within a short span of time are developed.
This section lists the members who form the group. There are core members i.e. those members who are responsible for conducting the main business of the team on routine basis and extended team members who are involved in team activities on part time basis.
Team/group membership responsibilities
This part categorizes the responsibilities and requirement of key members of the group and other subordinate members founded on personal ability and know-how.
Spells out the existing authority the team posses and also establishes the empowerment the team has to have in order to meet its objective.
This section describes the process the team utilizes in its operational plans. It includes conflict resolution procedures that clearly spell out how to define and resolve conflict within the tem. It also includes decision making process and procedures for improvement of process in the team.
Team Performance Assessment
This section defines critical areas of performance that require further improvement by the team. Here the team records key areas that need improvements in order to effectively achieve the team’s goals
What do you include in the conflict resolution section to provide stronger strategies?
Definition of the conflict: This will enable the team to clearly establish the problem that is causing the conflict. To achieve this tem member need to confront the real cause of conflict by being objective and not personal. The aim of defining the problem should be to find a definite solution to the conflict (Augsburger, 1992).
Tactic to employ if a group member cooperating efficiently: How will the group deal with disagreements between group members?
Each and every group member should be encouraged air their views freely. The member may also explain in writing his reasons for not contributing to the team. Other sources of communication such as electronic mode should be used to ensure that everyone in the team contributes.
To manage a conflict among members, the team should
- Confront the conflict. Members should openly express their views on the conflict and be listened to
- The team should jointly find the root cause of the conflict by discussing within themselves and share their feelings on the subject.
- The team should then reach an agreement and all participants in the conflict feel that the conflict has been resolved to satisfaction.
Augsburger, D. (1992). Conflict mediation across cultures.Kentucky, KY: Westminster / John Knox Press.