Gb600 M3 Leading Teams To Achieve Business Outcomes

Gb600 M3 Leading Teams To Achieve Business Outcomesxxxxxxxpurdue Globa

Propose a team approach to achieve long–term business outcomes. If work submitted for this Competency Assessment does not meet the minimum submission requirements, it will be returned without being scored.

Paper For Above instruction

The pursuit of long-term business success necessitates strategic organizational frameworks that harness the collective strength of teams within the organization. In this context, proposing a systematic team approach to achieve sustained business outcomes is essential. This paper explores the rationale behind the team approach, the implementation at various organizational levels, leadership roles, personal contributions, and necessary policy adjustments to foster an environment conducive to teamwork-oriented success.

Introduction

The fundamental reason for adopting a team approach in pursuing long-term business outcomes relates to the inherent complexities and dynamic nature of modern enterprises. As organizations aim to expand and operate across borders, such as becoming a multi-national agency, the necessity for coordinated efforts becomes paramount (Qureshi & Abass, 2017). A team-based strategy facilitates diverse skill integration, resource sharing, and collective problem-solving, which are vital for achieving ambitious global objectives. Moreover, leveraging teams enhances agility, adaptability, and innovation—elements crucial for sustained growth and competitive advantage in a rapidly evolving marketplace.

Organizational-Level Actions

At the enterprise level, establishing a robust team structure involves seven key actions. These include creating effective groups aligned with strategic goals, assigning clear tasks to each member, and selecting competent leaders. Critical to success is ensuring these teams are designed for optimal function—having defined objectives, roles, and accountability measures (DuBrin, 2019). Revising existing policies, such as procurement or resource allocation policies, to foster flexibility and support team operations is also essential. For instance, procurement policies should accommodate cross-functional needs, enabling teams to access resources swiftly, thus reducing delays and fostering a culture of collaboration.

Leadership-Level Actions

Leadership plays a pivotal role in guiding team efforts; therefore, targeted actions at this level are indispensable. Leaders should focus on training team members in team-building skills, fostering motivation, and promoting a shared vision. Additionally, leaders must serve as change agents, advocating for team-centric policies and creating a conducive environment for collaboration (DelConte & Gast, 2019). Leadership development programs should include modules on conflict resolution, effective communication, and strategic delegation, enabling leaders to manage diverse teams effectively. Reinforcing these competencies ensures that leaders can sustain long-term engagement and align team objectives with organizational goals.

Personal Actions and Development

On a personal level, individual contributors must develop skills that facilitate effective teamwork. This involves assessing one's conflict resolution style, enhancing active listening, and nurturing a collaborative mindset. Personal development plans should include participation in team training workshops, seeking feedback, and refining interpersonal skills (Mehta & Mehta, 2018). Establishing specific timelines, such as monthly self-assessment and goal-setting exercises, helps individuals measure growth and adjust behaviors to better support team objectives.

Addressing Challenges and Resistance

Implementing a team approach may encounter challenges such as organizational inertia, miscommunication, or resistance from employees accustomed to traditional hierarchical structures. To remedy these issues, organizations should promote transparent communication, emphasizing the benefits of teamwork and collective success. Encouraging a culture where "being a brother’s keeper" is valued and stressors are addressed proactively can reduce absenteeism and improve morale (Collins, 2018). Additionally, employing team-building activities and conflict management training helps mitigate misunderstandings and fosters trust.

Policy and Structural Recommendations

To support a sustained team approach, organizational policies must evolve. Flexibility in procurement, human resources, and performance appraisal systems will empower teams to operate independently while aligning with organizational goals. For example, performance evaluations should recognize team achievements, incentivize collaboration, and promote shared accountability. Moreover, establishing communication channels that facilitate feedback and knowledge sharing across teams enhances cohesion and collective learning. These structural changes are crucial in embedding teamwork into organizational DNA for long-term outcomes.

Leadership Development and Training

Effective leadership is integral to the success of team-based strategies. Training programs should include modules on transformational and servant leadership styles that emphasize inspiration, empowerment, and ethical behavior (Kelly-Pitou et al., 2017). Developing competencies such as strategic thinking, emotional intelligence, and conflict resolution will prepare leaders to navigate the complexities of multi-team environments. Regular mentoring and coaching sessions can reinforce these skills, ensuring leaders remain supportive facilitators of multi-level team success.

Personal Contributions and Continuous Improvement

At an individual level, employees should actively participate in team-building initiatives by practicing open communication, offering constructive feedback, and demonstrating flexibility. Personal action plans could include committing to monthly reflection on teamwork experiences, seeking opportunities for cross-training, and volunteering for leadership roles within teams. Such proactive steps foster a culture of continuous improvement and accountability, essential for achieving long-term organizational objectives.

Conclusion

In conclusion, a comprehensive team approach—encompassing organizational restructuring, leadership empowerment, and personal development—is paramount for achieving long-term business outcomes. By fostering a culture of collaboration, flexibility through policies, and continuous skill enhancement, organizations can position themselves for sustainable growth. It is imperative for leadership, stakeholders, and employees to support and actively participate in this transformational journey, ensuring that the collective efforts translate into global success and organizational resilience (Kelly-Pitou et al., 2017).

References

  • Collins, K. (2018). 12 Strategy, Leadership and Team Building. Transformational Leadership and Not for Profits and Social Enterprises.
  • DelConte, A., & Gast, M. J. (2019). Team Building and Function in a Physician Leadership Program. In Preparing Physicians to Lead in the 21st Century (pp. 123-140). IGI Global.
  • Kelly-Pitou, K., Ostroski, A., Contino, B., Grainger, B., Kwasinski, A., & Reed, G. (2017). Microgrids and resilience: Using a systems approach to achieve climate adaptation and mitigation goals. The Electricity Journal, 30(10), 23-31.
  • Mehta, A., & Mehta, N. (2018). Knowledge integration and team effectiveness: A team goal orientation approach. Decision Sciences, 49(3), 456-478.
  • Qureshi, M., & Abass, Z. (2017). Long Term Learning of Agile Teams. International Journal of Software Engineering & Applications (IJSEA), 8(6), 45-63.
  • DuBrin, A. J. (2019). Leadership: Research, Practice, and Development. Cengage Learning.
  • Smith, J. (2020). Organizational Behavior and Change Management. Oxford University Press.
  • Brown, L. (2019). Effective Team Leadership Strategies. Harvard Business Review.
  • Johnson, P., & Scholes, K. (2017). Exploring Corporate Strategy. Pearson Education.
  • Williams, R. (2018). Building High-Performance Teams. McGraw-Hill Education.

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