Team management is the art and science of orchestrating a group of individuals to work harmoniously towards achieving shared objectives. It encompasses a multifaceted approach that involves planning, organizing, leading, and controlling the team's activities. At its core, effective team management revolves around understanding the strengths and weaknesses of team members, fostering open communication channels, and leveraging individual talents to maximize overall performance. One of the primary responsibilities of team management is setting clear goals and objectives that align with the organization's mission and vision. This involves defining the scope of work, establishing key performance indicators (KPIs), and outlining the steps needed to accomplish the desired outcomes. Clear direction provides team members with a sense of purpose and direction, motivating them to work towards common goals. Delegation is another crucial aspect of team management. Delegating tasks and responsibilities allows managers to distribute workload evenly among team members, capitalize on individual strengths, and promote skill development. Effective delegation involves assessing each team member's capabilities, providing clear instructions, and offering support and resources as needed. Furthermore, team management entails creating a supportive and collaborative work environment where team members feel empowered to express their ideas, share feedback, and collaborate on projects. This requires fostering a culture of trust, respect, and open communication, where all voices are heard and valued. Conflict resolution is also an integral part of team management. Conflicts are inevitable in any group setting, but how they are addressed can make a significant difference in team dynamics and productivity. Effective managers are skilled at identifying and addressing conflicts promptly, mediating disputes, and finding mutually beneficial solutions that promote harmony and collaboration. Continuous feedback and performance evaluation are essential components of effective team management. Regular check-ins, performance reviews, and constructive feedback sessions provide team members with valuable insights into their strengths and areas for improvement. This allows managers to recognize and reward top performers, address performance issues proactively, and identify opportunities for professional development. Finally, successful team management requires adaptability and flexibility. Every team is unique, comprising individuals with diverse backgrounds, personalities, and work styles. Effective managers recognize the importance of adapting their leadership approach to accommodate the needs and preferences of different team members, fostering an inclusive and supportive work environment where everyone can thrive. In conclusion, team management is a multifaceted discipline that requires a combination of strategic planning, effective communication, conflict resolution, and leade

1. Team Management

2. What is a Team ??
A group of people
committed to a
common purpose, set
of performance goals,
and approach for
which the team
members hold
themselves mutually
accountable.

3. Types of Teams
• Problem-Solving Teams.
• Self-Managed Teams.
• Cross-functional Teams.
• Virtual Teams.

4. 1. Problem-Solving Teams
• Typically composed of 5-
12 employees from the
same department who
meet for a few hours each
week to discuss or Share
the ways of Improving
Quality, Efficiency & the
Work environment, like as
in the PSPCL.

5. 2. Self-Managed Teams
• Advanced form of Problem-
solving teams, which not only
Discuss/Share the ways of
Improvements but also
Implement the Solutions &
takes responsibility for the
outcomes of the latter, like
Assigning tasks to the
members, making Operating
decisions, etc.

6. 3. Cross-functional Teams
• Employees from about the same
Hierarchical level, but from different
work areas, who come together to
accomplish a task.

7. 4. Virtual Teams
• Teams that use computer
technology(WAN, Video
Conferencing) to tie
together Physically
dispersed members in
order to achieve a
Common Goal.

8. Other Team types:
• Interdependent Teams(Team India).
• Independent Teams(Shooting Team India)
• Interdisciplinary Teams.
• Multidisciplinary Teams.

9. What is Team Management ??
• Team management refers to techniques,
processes and tools for organizing and
coordinating a group of individuals
working towards a common goal in a
team.
Since Whole team members are
accountable for Results & function in a
Cohesive way, so formation of a team
needs a Serious Attention.

10. What It Takes to Be a Team Player ?
• Personality
– Individualism versus collectivism.
• Interpersonal Skills
– Conflict management skills.
– Collaborative problem solving skills.
– Communication skills.
• Management Skills
– Develop and establish goals.
– Control, monitor, provide feedback.
– Set work roles and assign tasks.

11. Team formation
To make the Teams more effective several well-
known approaches to team management have
come out of academic work, like;
• Belbin Team Inventory by M.Belbin: He
Proposed a method to identify the different
types of personalities within teams.
• In 1990, Margerison & McCann suggested
Team Roles by Identifying Potential team roles.

12. Belbin Identified 8 roles as;
• Chairman/Coordinator.
• Shaper.
• Plant.
• Monitor/Evaluator.
• Company Worker.
• Resource Investigator.
• Team Worker.
• Completer/finisher.

13. • Chairman/Coordinator: A person with Stable,
Dominant, an Extrovert character who’s
Pre-occupied with Objectives. He/She
Quantifies Objectives, establishes Priorities &
comes to firm Conclusions.
• Shaper: A person with Anxious, Dominant &
Extrovert personality & is full of energy & gets
easily frustrated. He/She gives Shapes to
Team’s efforts & Pushes for Decisions.

14. • Plant: An Introvert person with very High IQ.
He/She scatters the seeds of Ideas for others
to Nourish & is more concerned with Basic
Issues.
• Monitor/Evaluator: Also an Introvert person
with High IQ. He/She is a very Serious, Critical
& perhaps seen as destroyer of Ideas. He/She
lacks Warmth.

15. • Company Worker: A Stable, Controlled &
Practical Organizer. He/She is adaptable.
• Resource Investigator: A Dominant, Friendly &
Relaxed Extrovert personality. He/She brings
the Outside Resources & keeps in touch with
Reality.

16. • Team Worker: A Stable, Sensitive, Extrovert
personality concerned with People & their
Needs. He/She is just loyal to the team &
avoids Confrontation or Bold Challenge.
• Completer/Finisher: An Anxious, Introvert &
‘Ill-at ease’ type personality until all the
details are worked out. He/She follows the
decision taken but is fussy about the details.

17. • In India, RPG group followed Belbin’s
approach with Success.
• Now a days, this is One of the India’s biggest
Industrial group consisting of 15 companies
under its Umbrella, like CEAT tyres, etc.

18. • In 1990, Margerison & McCann identified key
Potential team roles for different team
members & concluded that One team
member can play more than One Team Role,
as per their Preference & their Skills.
They suggested 9 key team roles as;

19. Role of Team Members

20. Other aspects of Team Management
• Upkeeping Team Fundamentals.
• Managing Juniors.
• Managing Team Experts.
• Handling Breakdowns.

21. Team Fundamentals
•Teams are Always associated with performance &
success.
•Teams are small groups of dedicated individuals
committed to the same and common task.
•Teams combine different and complementing
capabilities and potentials of individuals synergistically
•Team members feel mutually responsible for each
other.
•A team feels responsible as a unit for its success.

22. Managing Juniors
•Motivate by establishing objectives and
reviewing at the end.
•As far as possible, let juniors plan and do while
you only counsel and decide.
•Make frequent, constructive small criticisms
and suggestions immediately after the fact.
•Set up appropriate control, Review
mechanisms & Try to reward them where
needed.

23. Handling Team Experts
Shortcomings faced w.r.t. Experts
•You don‘t understand what he is talking about !
•You can‘t judge the depth and accuracy of his
output.
•You don‘t even understand how he performs !

24. But they Excel in & can be used for..
•Strategy development.
•Operations planning.
•Organization structuring.
•Management systems.
•Implementation.

25. Handling Breakdowns
Breakdowns are:
• Situations which cause uncertainties,
confusion, and difficulties.
• Interruptions on the way to the goals.
• Situations and events which collide with our
commitments.

26. But Positively, Breakdowns:
• Focusses the creativity of High Performance
Teams to overcome the performance barriers.
• Are important milestones on the way to the
Work breakthroughs.
• Can be initiated purposely by high
performance teams to test the team and to
create Work breakthroughs.
• Focusses Team members to create effective
and efficient solutions.

27. Ingredients for Successful
Team
• Clarity in goals.
• Established ground rules.
• Selection of team members according to capabilities.
• Clear communication and interactions.
• Quick wins.
• Appreciation.
• Awareness of group think.
• Time Sharing with each other.