HUMAN BRIDGE BIOMEDICAL COLLEGE

Developing individual and team work

Introduction
What is a Team
Teams a group whose members influence one another toward the accomplishment of an
organizational objective or purpose.
A collection of individuals who are interdependent in their tasks, who share responsibility
for outcomes, who see themselves and who are seen by others as an intact social entity
embedded in one or more larger social systems and who manage their relationships across
organizational border.
What teamwork means
work done by several associates
: work done by several associates with each doing a part but all subordinating personal prominence to the
efficiency of the whole.

What is individual team

A team is a group of individuals (human or non-human) working together to achieve their goal.
Team members need to learn how to help one another, help other team members realize their true

i
potential, and create an environment that allows everyone to go beyond their limitations.
How do you develop an individual
Among other things, personal development may include the following activities:
1. Improving self-awareness.
2. Improving self-knowledge.
3. Improving skills and/or learning new ones.
4. Building or renewing identity/self-esteem.
5. Developing strengths or talents.
6. Improving a career.
7. Identifying or improving potential.

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LO1 Providing team leadership

Work teams is continuing units responsible for producing goods or providing services.
Their membership is typically stable, usually full time and well-defined. Work teams are
found in both manufacturing and service settings and are traditionally directed by
supervisors who make most of the decisions about what is done, how it is done and who
does it. Self-managing teams involving employees making decisions that were formerly
made by supervisors are gaining favor.
team function
The purpose of creating teams is to provide a framework that will increase the ability of
employees to participate in planning, problem-solving, and decision-making to better
serve customers. Increased participation promotes: A better understanding of decisions.

 roles of an effective team

Here are five roles of an effective team: Leaders, Creative Director, Facilitator, Coach
and a Member. All these are essential components of a team, but they need not be
exclusive. A leader can act as a creative director and a coach as well at different times.
A team leader is a person who provides guidance, instruction, direction and leadership to
a group of individuals (the team) for the purpose of achieving a key result or group of
aligned results. ... When a team leader motivates a team, group members can function in
a goal oriented manner.
Import ants of teamwork in leadership
​Leadership and teamwork have a direct impact on the ability for an organization to carry
out its mission. You need leadership to make sure everyone on your team is going in the
same direction and working towards the same goal. Good leadership: Provides a clear
vision for the team.
 Lead by Example. This is one of the most important leadership skills. ...
 Ensure Long-Term Organizational Success. Focus on the long term. ...
 Improve the Organization from Data
 Focus on the Big Picture. ...
 Ask Tough Questions. ...
 Have a Basic Understanding of the Job and Organization. .
 Be Committed. ...
 Maintain Integrity.
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team leader's responsibilities

Team leader responsibilities. Responsibilities of a team leader include decision-
making, coaching, mentoring, developing the team's skills and managing conflict.
What is the most important responsibility of a leader?
provide team leadership
Provide team leadership and coaching
1. Create an environment oriented to trust, open communication, creative thinking, and
cohesive team effort.
2. Provide the team with a vision of the project objectives.
3. Motivate and inspire team members.
4. Lead by setting a good example (role model) – behavior consistent with words.
5. Coach. As a leader you have a responsibility and need to develop others to succeed
in their roles and prepare for future roles.

There are the 7 functions of leadership

 Setting Goals: ...
 Organizing: ...
 Initiating Action: ...
 Co-Ordination: ...
 Direction and Motivation: ...
 Link between Management and Workers: ...
 It Improves Motivation and Morale: ...

Who is a good leader

A great leader posses a clear vision, is courageous, has integrity, honesty, humility and
clear focus. ... Great leaders help people reach their goals, are not afraid to hire people
that might be better than them and take pride in the accomplishments of those they help
along the way.

There are the two main responsibilities of a leader

 A leader sets a clear vision for the organization, motivates employees, guides
employees through the work process and builds morale.
 Leadership involves leading others toward achieving clear goals
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LO2. Foster individual and organizational growth

 Organizational growth,means different things to
different organizations. There are many parameters a company
may use to measure its growth. Since the ultimate goal of most
companies is profitability, most companies will measure
their growth in terms of net profit, revenue, and other financial.

learning and development strategy

1. Focus on Learning Together. Teaching employees new skills helps them cope with
quick changes, which often take place during rapid growth. ...
2. Set Individual Goals. While learning should happen in teams and in groups, goals
should still remain personal. ...
3. Create an Open Communication Culture.
Organizational performance depends on having the right people in the right place with
the right skills at the right time.
• It can give insight into the realities of the learning environment employees
experience. Our Learning cultures research covers this in detail.
• Providing relevant learning opportunities can build organizational effectiveness as
well as enabling staff to achieve personal and career goals which can increase
employee engagement.
The LNA process needs to flow from business strategy. Its aim is to produce a plan to
make sure there is sufficient capability to sustain current and future business performance.
It’s also vital to consider statutory and compliance requirements
How to Identify Employee Training and Development
Needs
1. Understanding Your Employee Training and Development. ...
2. Talk to Your Employees. ...
3. Set Clear Expectations and Goals. ...
4. Create Personal Development Plans. ...
5. Conduct Organizational, Task, and Work Analysis. ...
6. Leverage Systems and Software.

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Important to clearly identify learning and

development program goals and objectives
If employees know what they need to accomplish, they can look at their results as
they go and identify barriers to achieving those goals. objectives of learning and
development is learning and development strategy aims to achieve the following
Meet employee learning and development needs.
 How are learning and development needs identified
Identifying learning and development (L&D) needs
starts with knowing the organization’s current and future capability needs, and then
assessing existing levels of skills, attitudes and knowledge. This assessment can use
formal and informal methods
LO3 Monitor and evaluating workplace learning.
 WHAT IS MONITORING ANDEVALUATION
 Monitoring is a continuous assessment that aims at providing all
stakeholders with early detailed information on the progress or delay of the
ongoing assessed activities.
 Evaluations are also indirectly a means to report to the donor about the
activities. The evaluators are supposed to check and analyses the budget lines
and to report the findings in their work.
 Monitoring and Evaluation is also useful in the Facilities Hospitals it enables
the donors such as WHO, UNICEF to know whether the funds provided are
well utilized in purchasing drugs and also equipment’s in the Hospitals.
 Good planning, combined with effective monitoring and evaluation, can play
a major role in enhancing the effectiveness of development programs and
projects. while monitoring and evaluation help us learn from past successes
and challenges and inform decision making so that current and future
initiatives are better able to improve people's lives and expand their choices.
Differences between monitoring and evaluation
In monitoring, the feedback and recommendation is inevitable to the project manager but
in evaluation, this is not the case. The common ground for monitoring and evaluation is
that they are consideration the outcomes Evaluation is a systematic and objective
examination which is conducted on monthly and/or yearly basis, unlike Monitoring, which
is a continuous assessment, providing stakeholders with early information. Monitoring
checks on all the activities on the last.
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 monitor and evaluate performance

There are five ways to monitor the actions of employees:
1. Watch employees work. One of the most effective ways to monitor an
employee's performance is with your own eyes. ...
2. Ask for an account. ...
3. Help employees use self-monitoring tools. ...
4. Review work in progress on a regular basis. ...
5. Ask around a little.
Roles of monitoring and evaluation
MonitoringandEvaluation (M&E)isusedtoassess
theperformanceofprojects,institutionsandprogrammers set up by governments,
international organizations’ and NGOs. Its goal is to improve current and future
management of outputs, outcomes and impact.
types of evaluation
there are five main types of evaluation. The different evaluation types vary mainly
depending on the stage of the project. While classification could be based on
different criteria such as the methodology adopted, here we look at the classification
based on the time.
1. Formative evaluation: - This type of evaluation, also referred to as
a baseline survey, is carried out before an actual project is implemented. The
formative evaluation is an important type of evaluation as it is not only the starting
point of a project, but also forms the basis for evaluation.
2. Mid-term evaluation:- This is also commonly referred to as the mid-term
reviews. Just like the name suggests, the mid-term reviews are conducted mid-
project., it might be important to conduct periodic evaluations before the actual
mid-term evaluation, although this might depend on management goodwill and
availability of funds.
3. Summative evaluation:- This evaluation type is also known as the
end-term evaluation or the project completion evaluation. It is intended to be
carried out immediately at project conclusion. Summative evaluation is carried
out to establish project outputs and immediate outcomes,
4. Ex-post evaluation: This type of evaluation is also called the post-
implementation evaluation. While an ex-post evaluation is also carried out after project

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closure, the difference between the ex-post and summative evaluation is that it is more
intense, is conducted by external evaluators for the purposes of independent assessment
and takes much longer time duration before being conducted after project completion.
5. Meta-evaluation: Meta-evaluation is a type of evaluation that is based on several
different sources of information. In other words, meta-evaluation is based on several
evaluations. while in other cases, different evaluations conducted by different institutions
on similar initiatives can be considered for meta-evaluation.
Mentoring and evaluating self-methods
 Feedback on performance our self’s
 formal/informal performance appraisals
 obtaining feedback from clients
 obtaining feedback from supervisors and colleagues
 personal, reflective behavior strategies
 routine organizational methods for monitoring
 service delivery

LO4 Develop team commitment and cooperation.

 What is team commitment
It occurs when each member of the team focuses on achieving the team's purpose over
and above their individual objectives. Commitment to team goals is created when:
All team members contribute to and agree on objectives
Team member commitment is a much-discussed topic among leaders. Whether they are
lamenting the lack of it the leading indicator of things like turnover, productivity, quality,
and more.

 Develop team commitment and cooperation

Open communication is the key to successful teamwork. In a professional real estate

agency, you will find that processes and procedures are put into place to create
opportunities for team members to communicate, and to share and obtain information.

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Listed below are some strategies that can be used to develop team commitment and
cooperation.

 Regular meetings.
 Social get-togethers.
 Team goal-setting.
 Encouraging a culture of ideas sharing.
 Professional networking opportunities.
 Build a culture of ownership to agency goals and objectives.

 Step of team commitment and cooperatives

Step 1: Participate in team planning

As with any other business, a real estate agency needs to plan for its future success.
Although the agency licensee may take a strong lead, it’s important that the whole team
has the opportunity to participate in the business planning process.

Step 2: Develop team commitment and cooperation

Open communication is the key to successful teamwork. In a professional real estate

agency, you will find that processes and procedures are put into place to create
opportunities for team members to communicate, and to share and obtain information.

There are some strategies that can be used to develop team commitment and cooperation.

 Regular meetings.
 Social get-togethers.
 Team goal-setting.
 Encouraging a culture of ideas sharing.
 Professional networking opportunities.
 Build a culture of ownership to agency goals and objectives.

Step 3: Manage and develop team performance

To ensure that decisions can be made in an appropriate and timely fashion, each member
of the team needs to be clear about his or her own role and level of responsibility.

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 Team Commitment Basics

Work teams achieve the most success when employees and teams share the same
vision and a collective feeling of trust within and between groups. Commitment to
team members,

LO5 Facilitate accomplishment of organizational goals.

Definition:- Organizational goals are strategically set objectives that outline expected
results and guide employees’ efforts.

Types:- there are three types of organizational goals that are :-

 tactical, Tactical goals are for middle managers to focus on the actions necessary to
achieve goals

 strategic, these type of goal are set by and for top management of the organization.

 operational goals. Operational goals are for lower-level managers to tackle

shorter-term issues.

 Importance and purpose of organizational goals

Organizational goals, often used interchangeably, are the ends toward which
activity is aimed. Goals are the desired outcomes for individuals, groups, or entire
organizations.
 Examples of organizational goals
Examples of effective organizational goals may include steps taken to cut down on the
time taken to improve and process online orders for customers, keeping software up to
date by applying security patches when needed or improving customer service interactions
by streamlining call center productivity.

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