Developing teams in the organization second post

DEVELOPING TEAMS IN THE ORGANIZATION- SECOND POST
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Developing Teams in the Organization- Second Post
Developing a team usually incorporate training and support throughout individuals’ career. Team development is an essential task of a team leader or an experienced manager. To develop a team, the leader must be in a position to know how his or her members work and know what type of training they need to perform roles effectively. Therefore, in team development, the first thing to consider is to identify the areas of practice (Mesmer-Magnus, Asencio, Seely & DeChurch, 2018, 2). The leader may use a training assessment to determine who needs to advance skills. The other step to develop a team is to choose the right training method. After identifying the areas that need improvement, the manager can select better training that suits individuals. Coaching is another approach to develop a team. In this approach, the performance gaps get closed by better communication through a relaxed one on one conversation between team members and the leader (Page & Donelan, 2014, 175). Other team development methods include delegation of duties, managing talents and ensuring an effective succession plan.
Team formation, on the other hand, requires more than just abstract commitment, as it demands a lot of input from managers. The first step in team formation or building is establishing a leadership. Leaders must have the right leadership skills so that employees can carry on task even in the absence of the manager.

Building good leadership skills, foster trust in judgment. A team is also formed through proper interrelationship with each other. When leaders learn about members, they determine their set skills, likes and dislike or what motivates people (Aga, Noorderhaven & Vallejo, 2016, 807). Such knowledge is invaluable to team leaders as it allows correct matching of workers’ competencies and expertise to particular challenges. A team is built through a good interrelationship when members learn to listen to both sides and freely deliver opinions and arguments (Dong, Bartol, Zhang & Li, 2017, 446). Also, a good team if formed through setting ground rules for the members to follow. In that way, each knows what he or she is required and functions towards a common goal.

Reference list
Aga, D.A., Noorderhaven, N. & Vallejo, B., 2016. Transformational leadership and project success: The mediating role of team-building. International Journal of Project Management, 34(5), pp.806-818.
Dong, Y., Bartol, K.M., Zhang, Z.X. & Li, C., 2017. Enhancing employee creativity via individual skill development and team knowledge sharing: Influences of dual‐focused transformational leadership. Journal of Organizational Behavior, 38(3), pp.439-458.
Mesmer-Magnus, J.R., Asencio, R., Seely, P.W. & DeChurch, L.A., 2018. How organizational identity affects team functioning: The identity instrumentality hypothesis. Journal of Management, 44(4), pp.1530-1550.
Page, D. & Donelan, J.G., 2014, March. Team building 101 for accountants. In Developments in Business Simulation and Experiential Learning: Proceedings of the Annual ABSEL conference (Vol. 28).