TEAMWORK

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Tips
Articles
Teamwork Takes Work

Tips

Ways to reinforce positive leadership:
	Think about the "One Minute Manager" catch someone doing something good.
	When someone invests effort on a challenging project, give them feedback in such a way that acknowledges the effort and suggests resources and ways to be more effective.
	Create team incentives that allow peers to recognize one and other. Have an employee of the week.
	Remember to be sincere. False praise doesn't cut it.
	Be specific about the reason for your praise.
	Just as a reprimand is always given in private, praise should always be given in public.
	Provide opportunities for success as an individual and as a team.
	Don't just give feedback, ask for feedback and listen.
	Say "Well done"

To be an effective partner, the way we do business is as important as what we do. Therefore, in addition to being guided by the University's values, we demonstrate the following components of teamwork in our work and communication:
Components of Teamwork
Value	Defined	To do this:
Quality	Strive for the total satisfaction of those who use our services by focusing on the fulfillment of their present and future needs.			Work collaboratively to clarify, anticipate and exceed expectations
				Obtain feedback to determine satisfaction levels
				Actively solve problems
				Continually develop and improve ways to work more efficiently and effectively with the available resources
Trust	Act in the best interests of the University.			Demonstrate self management, decisiveness and accountability
				Communicate with honesty and openness
				Encourage new ideas and risk taking
				Work together to support other team members and solve problems
Commitment	Support and enhance the image and reputation of the University and the individuals who make up its community.			Build partnerships between all staff and the wider community
				Display a positive attitude and willingness to support structures, systems and processes that contribute to a more effective organization
				Engage others in decisions and actions
				Share accountability, rewards and control
				Encourage creativity, innovation and pro-activity
				Be flexible and adaptable in dealing with change
Ethics	Act in a responsible, fair and sensitive manner for the well being of individuals, groups and society.			Share information to meet new demands
				Take responsibility for actions
				Identify problems and suggest ways to work better
				Encourage diversity of ideas and active participation from team members
				Value diversity and promote social justice
	Adapted from the University at Curtin of Australia.

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Articles

Aligning Employees With Organizational Objectives
The mission statement is intended to define the philosophy and intentions of a group or organization. With a share sense of purpose we can craft our goals and objectives. Often times, we may find that the changes in economics and circumstances can influence activities, decisions and goals. It is rarer that the mission of an organization will change as often. The significance of a mission statement in organizations becomes clearer when we examine what drives the agenda and the objectives and choices that are necessary. Understanding the mission, allows for clear objectives and better management planning. Clear cut objectives result in clear expectations and decisions. The expectations of the team members are also clear. This is a team that is aligned with the objectives.

Being part of a team that is moving forward, making things happen, and accomplishing results can be one of the most professionally rewarding experiences that people have in their careers.

Organizations that can capture and generate this energy are rewarded on several fronts; with enhanced customer satisfaction, financial improvement, operational excellence, and employee enthusiasm.

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Teamwork Takes Work

When developing self-directed work teams, individualism often gets in the way. Providing training and communicating a clear mission are two ways companies can overcome the barriers.
By Shari Caudron
http://www.workforce.com/archive/feature/22/20/76/index.php

Hold the team to high standards
Managing team performance begins with making your expectations clear. Focus on the results you expect in these categories:

		Objectives. What do they need to do to accomplish the team goal? Help each member translate the overall goal into meaningful steps and activities. That helps them construct a plan for focusing the time and resources and helps them set priorities.
		Collaborative style. Working together isn't an option, it's a requirement. What skills will help members work well with teammates? Hold them accountable not only for what they do but also for how they go about it.
		Personal development. Personally and professionally, your team members are all works in progress. Paying attention to their personal and professional development benefits the individual and strengthens the team and the organization itself. Source: Team Management Briefings, as adapted from When Teams Work Best, Frank LaFasto and Carl Larson, Sage Publications.

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