How To Form And Manage Teams

How To Form And Manage Teams

"How to Form and Manage Teams" Please respond to the following: Watch the video from Karl McDonnell, CEO of Strayer University, titled “ What behaviors do you look for when building your teams ?” Discuss what you believe are the most critical things to consider when forming a team. Describe how this may or may not be different from what you thought prior to your readings and watching this video. Give an example of a time when you were on a team that was either well-formed or poorly-formed and give two to three (2-3) reasons as to why you feel this way.

Paper For Above instruction

Effective team formation and management are critical components of organizational success, influencing productivity, morale, and overall achievement of goals. According to Karl McDonnell, CEO of Strayer University, key behaviors such as trust, communication, accountability, adaptability, and mutual respect are fundamental when building effective teams. Reflecting on this perspective, it becomes evident that successful team formation hinges on selecting members who exhibit these qualities and foster a collaborative environment.

Prior to engaging with the readings and the video, my understanding of team formation was largely centered around selecting individuals with the necessary technical skills and experience. I believed that expertise was the primary criterion for assembling a team. However, the insights from McDonnell’s video broadened this view by emphasizing the importance of interpersonal behaviors and emotional intelligence in team dynamics. Critical considerations now include assessing a candidate’s ability to communicate effectively, demonstrate accountability, and adapt to changing situations — qualities that underpin a cohesive and resilient team.

One notable example from my experience involves a project team I participated in during university. The team was well-formed, largely due to clear roles, open communication, and a shared commitment to the project’s success. The team members had mutual respect and were accountable for their assigned tasks, which contributed to high morale and efficient progress. Conversely, I also experienced a poorly-formed team in a volunteer setting, where vague roles, lack of communication, and unequal participation led to frustration and missed deadlines. These contrasting experiences highlight the importance of intentional team formation based on behavioral qualities.

In summary, effective team formation requires a shift from solely skill-based selection to prioritizing behavioral attributes that foster trust, accountability, and adaptability. These qualities ensure the team functions optimally, overcoming challenges and achieving objectives collaboratively. Recognizing these factors before and after familiarization with McDonnell’s insights underscores the significance of intentional team-building strategies that focus on both competencies and interpersonal dynamics.

References

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