1. Communication & Leadership (MD)
1.1. Communication
1.1.1. Effective communication is likely the most integral factor in effective teamwork. Communication not only allows for the team to be effective, it also helps to increase moral, build trust, and generates a sense of camaraderie. This is fundamental in expanding the knowledge of team members and engendering a sense of belonging and engagement.
1.2. Leadership
1.2.1. As a leader, it’s important to acknowledge the power dynamics involved and ensure that the feedback shared in your group is constructive and supportive, especially for developing an effective team dynamic. It is required of an effective leader to not just delegate, but to actively engage with team to allow for efficient decision making.
1.3. Sense of Belonging
1.3.1. Leaders need to identify what kind of culture they want to foster, as this will shape how attached team members feel. Inclusivity, honesty and regular engagement are intrinsic to creating a sense of belonging. If team members feel listened to and respected, they are far more likely to consider themselves an important part of the team.
2. Effective Role Allocation (OS)
2.1. Effective team work is possible through a number of considerations, understanding strengths and weaknesses of those who are in a group is vital to getting the most out of a team and the task at hand
2.1.1. . For example, you have a member of a group who may struggle to assert themselves in a public speaking situation, along with a member who prefers to visually communicate, in this instance instead of giving a live presentation it would be beneficial to give the presentation in the form of a video recording or a audio recording to go alongside the presentation.
2.2. Looking at the strengths of one member of the group and the weaknesses of another can help to determine the right tasks and responsibilities for the group, by mitigating the weaknesses of others and then substituting them with strengths of others.
2.2.1. Agent Characteristics: Three indices for agent characteristics:
2.2.2. Task Complexity: Determines if an agent can perform a specific task.
2.2.3. Agent Dexterity: Evaluates an agent’s capability to plan and move in the environment.
2.2.4. Agent Effort: Considers dynamic behaviors related to ergonomic and safety constraints.
3. Achievable Goals (PG)
3.1. Alignment with Team Objectives - Ensure everyone understands how their individual contributions support the group’s goals.
3.2. Clear Direction and Action Plans - Develop detailed plans to guide the team’s efforts toward achieving objectives.
3.3. Accountability and Ownership - Establish roles and responsibilities to encourage accountability among team members.
3.4. Realistic Targets - Set attainable goals to maintain motivation and enthusiasm, avoiding unrealistic expectations.
4. Feedback (PG)
4.1. Constructive Feedback
4.1.1. Path for Growth - Provide feedback that help team members improve.
4.1.2. Solutions-Oriented Approach - Focus on offering solutions alongside constructive criticism to encourage development.
4.2. Peer Feedback – Encourage a culture of openness where team members can give and receive feedback.
5. Positive Attitude (PG)
5.1. Encouragement and Support
5.1.1. Build a Supportive Environment - Create a culture where team members support one another.
5.1.2. Encourage Innovation and Risk-Taking - Encourage team members to explore new ideas without fear of failure.
5.2. Team Bonding Activities - Organise activities that strengthen relationships, improve communication and promote teamwork and trust among team members
5.3. Resilience and Adaptability
5.3.1. Promote a Growth Mindset - Encourage team members to view challenges as opportunities for learning.
5.3.2. Embrace Change and Challenges - Introduce a willingness to adapt and innovate in response to new situations.