Project Teams

Project Teams


Where are we? Where should we be?

Teams and Composition

A well balanced team means knowing the strengths of each member and plugging the gaps

Teams Types 3: The Teaming Workgroup (TWG)

The teaming work group [TWG] is a growing phenomenon in organisations and while there are many advantages, developing and maintaining robust team standards and protocols is difficult.

Teams and Commitment

Commitment should have a label on it that reads “Fragile: Handle with Care”.

Team Types 2: The Virtual Team

Virtual Teams are not the same as co-located Traditional or Project Teams therefore the approach to their establishment and management must recognise and reflect these differences.

Teams and Planning

Effective planning requires more than just a plan

Teams, Recognition and Individual Performance

The failure to recognise and deal with the differences between good, average and poor performance is a great demotivator and a failure of leadership

Teams and Communication

Honest communication may sometimes be painful but leads to greater effectiveness in the long run

Teams and Organisation

The organisation of a team relates to the management methods they develop to control not just the work that they do, but how they communicate, how they evaluate and how they plan. It also is dependent on the veracity of their processes in goal setting and role clarification.

Teams and Conflict

Conflict well managed will deliver innovation, but intense conflict distracts people from the task at hand, because of the harmful emotional state that it creates. Leaders are the only one in the team with the power to ensure that appropriate conflict management techniques are in place. It is a key task of leadership. Conflict around routine tasks and conflict that is allowed to become relationship conflict (personalised) is a failure of team leadership and the leader.

Appropriate Team Leadership Behaviour

There are many leadership and team models and all argue for flexibility in leadership style. An effective team leader will understand this requirement for flexibility and, in evaluating his/her performance, will examine not only the leadership style adopted but the appropriateness of that style.

Encouraging Participation in Teams

Optimal participation in team-working occurs where team members contribute, to the best of their abilities and with confidence, to mutually-recognised goals. Participation is crucial for ensuring team success as it helps to maximise the contribution of each individual in achieving team and organisational goals.

Team Types and their Characteristics: The Traditional 'Intact' Team

Developing a team and maximising its effectiveness requires an understanding and recognition of the different team types and the particular characteristics and challenges that differentiate one from the other. This article—the first in a series of four on Team Types—explores aspects of the Traditional ‘Intact’ Team and identifies ways to maximise their potential.

Teams with Role Clarity are substantially more successful than teams without

Role ambiguity is a significant barrier to team effectiveness and one of the greatest causes of workplace stress. Teams with role clarity are substantially more successful than those without. Maintaining role clarity is an ongoing maintenance task for the team leader.

Developing a Corporate Team Strategy

Effective teamwork is essential for success in an organisation. Understanding teamwork is key to building an effective team strategy for developing and maintaining happy productive teams.

Goal clarity looks simple, is simple, yet many teams get it wrong

Goal clarity amongst team members requires reasoned thinking, equal engagement with the team members and continuous reaffirmation through communication.