Key Components of Effective Team

This article discusses the key components of an effective team, including clear direction, talented members, clear responsibilities, and efficient operating procedures. It also explores how effective teams are built through leadership, trust, and cooperation. The importance of communication, cohesiveness, and effective leaders is highlighted. The article concludes with the significance of building an effective team for organizational success.

Key Components of Effective Team 1
THE KEY COMPONENTS OF MY EFFECTIVE TEAM
By (Student’s Name)
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Key Components of Effective Team 2
THE KEY COMPONENTS OF MY EFFECTIVE TEAM
Developing an effective team requires the understanding of various components of an
effective team. Many of these components have been incorporated in my team to ensure effective
team. In my team, the major constituents of an effective team include cohesiveness,
communication, collaboration, and communication among the team members. Other components
include coordination efforts, directly confronting problems, conflict management, and making
informed decisions through consensus and compromise (Alsharo, Gregg and Ramirez 2017).
I have always acknowledged that a good and effective team goal encompasses a
desirable state of affair members intend to bring about via combined efforts. A precise
understanding of the objective of the team via well-articulated goals remains the most
characteristic feature of a successful and productive team. Our team has been facing the problem
of togetherness before, and this is why I had to identify the key components and integrate them
into my team to become effective (Rao 2016).
To ensure team effectiveness, I had to facilitate the establishment of most shared
purpose, which is needed to complete the assigned tasks within the allocated schedule. We
randomly chose the team members and brought them together. The member was undertaken
through five phases based as suggested Tuckman theory to facilitate the accomplishment of
group assignment (Kozlowski 2015).
In each team, the team composition is required for a team to work effectively. Team
composition refers to the attributes and nature of the team members. While there are small and
big groups or team within an organization, team composition is fundamental. The competent
team requires members with relevant expertise, moderate differences, and interpersonal skills
concerning their backgrounds. There is no point of inclusion of many individuals into the group

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or team if they lack suitable complementary skills that allow them to contribute to the
achievement of team goals. Thus, my team was effective since it captured this element of the
composition, and it has ensured that we have complementary relevant skills and qualities that
allow the team goals to be achieved. Another essential feature of our group is that we appointed
team members onto the team where everyone feels she fits well and not to feel she is wasting
time. This was effective in our team since this has been the main reasons many teams remain
ineffective as they get appointed in teams where they usually feel that they are wasting time and
hence get discouraged and demoralized thereby failing to contribute to the achievement of the
team goals. Therefore, we acknowledged this aspect of appointment and ensured that we have a
blend of the desired mix of the workforce, right people, expertise, and skills. Our team remains
effective since, during any discussion, every member adheres to absolute values embedded on
three significant ethics in our team. These values include non-assertive, good manners, harmony
and cooperation; relationship building, and trust. Such values have always influenced the extent
of our team cohesiveness and norms.
We only ensure that every team member gets to understand their roles in the team. The
roles in our team are the expected patterns of behavior we attribute to members occupying
specific positions in the team. We have various functions that our members play within the team.
We have adopted the nine roles and have assigned members in such position to ensure the
effectiveness of our team. These roles include promoter, creator, linker, assessor, producer,
organizer, controller, advisor, maintainer as well as judge. Every team role has specific
weaknesses and strengths that are essential for all our members to effectively identify themselves
and more significantly, our members always match the roles with required skills alongside
preferences to balance off weakness with equal strength.

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Another essential component of our team is cohesiveness. We have always ensured
cohesiveness since we have acknowledged that it results in positive and effective communication
and satisfaction. In respect to our team, it is imperative that each member builds cohesiveness via
understanding as well as the respect of everyone’s role as well as contribution attempting to
achieve the team tasks alongside goals. We always appreciate that people who are part of
cohesive groups remain satisfied as opposed to the non-cohesive team members. Team cohesion
has helped our team to lower the stress since members stay supportive of one another. As an
effective team, we have always worked based on the norms which reinforce high-quality
performance as well as a degree of team cohesiveness which provide the required social support
to all our members (Bell, Brown and Weiss 2018).
Our team has also been effective because of our effective leaders. This is because our
leaders have personal qualities that have always allowed us to articulate the vision of our team.
Thus, we have acknowledged the importance of our leaders embracing behavior, which displays
loyalty to the aspiration and needs of our teammates. Our leaders have promoted the good faith
and sincerity which have served to elicit greater influence acceptance. Moreover, we have
always ensured that our team works effectively by having leaders who are attuned to the needs,
expectations, and perception of the teammates. This has assured that team members trust the
leaders, and everyone is willing to be subjected to leader actions. This is because they remain
persuaded that teammates’ interest and rights are never negated (Holbeche 2015).
Apart from effective leadership in our team, we have ensured affective membership,
which is further imperative to accomplish successful and effective teamwork. Our team
membership performs the assigned tasks as required, and this makes our team better to perform
the following task allocated. The primary reason that has guided the formation of a team is to

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complete the tasks within schedule. Moreover, it has helped our team to maintain good social
relations, promotes our members’ personal alongside professional development. Thus, it is
imperative for our team to provide our members with the correct type of individuals, good
internal team process, as well as comprehend team diversity and dynamic towards a shared goal.
This ensures effective social relations, viability, and maintenance aspects of teamwork. We
created effective membership in our team by providing the diversity of skills and knowledge.
This is because, we have appreciated that management teams with diverse backgrounds stay
more innovative as opposed to the homogenous team (Hilty, Shoemaker and Shore 2016).
Our team remains alive to the value of effective because we have realized that it can
either break or make an organization. This has ensured that we work out together, and this has
always resulted in amazing things. The contributions of our team members assist organizations in
making tremendous leaps. We always try to avoid dysfunctional teams which can bog us down,
which might make our organization to fail to deliver our goals (Murray 2016).
We have always ensured a clear sense of direction, talented members, clear and
enticing responsibilities, reason, and efficient operating procedures. Moreover, our team values
constructive interpersonal relationships, active reinforcement systems, and constructive external
relationships. Constructive external relationships have been built by working with each team
member in the organization and dependent upon the resources to achieve our desired goals. This
has ensured that our team stays high-functioning and hence we always pay attention to the
essential components when we establish our team and throughout our team’s development life
cycle thus assuring us of success (Breuer, Hüffmeier and Hertel 2016).
In conclusion, we have developed a capable team by paying every attention to every
critical component of the effective team. This has ensured that we continuously achieve our

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goals and objective within the schedule and budgets. This has been accomplished by reviewing
how our team works effectively, reviewing our team operations and areas of strengths and
weaknesses. We have always rectified our shortcomings by balancing them off with the
corresponding strengths. We allow innovativeness in the team by allowing every member of the
team to share their ideas and innovations to promote the relationship and trust building.

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Case Study Questions
What are the critical components of the effective team?
There are various components of the team which ensure that teams remain productive.
A clear sense of direction has been a critical component of an effective organization. Our
members provide a shared purpose. They always understand the anticipated outcome of the team,
including their roles and the output of the team. This is important because it will contribute to
corporate goals. Another critical component is talented members of the team. We have always
ensured that we put our team together by selecting teammates with a vision of what we need to
accomplish by identifying the competencies required to get the assigned tasks done. Another
critical component is clear and enticing responsibilities in our team.
Every person in our team understands what the role of the team members are, and this
had ensured that our members are aware of whom they went to when they required assistance.
Nonetheless, we have always defined our roles broadly to ensure that it does not eliminate the
chance to benefit from diverse member talents. Reasonable and efficient operating procedures
are another critical component of a capable team. We ensure that our systems are in place for
effective planning, conducting meetings, identifying and solving problems, making decisions,
giving and receiving information. We also provide systems that are in place to evaluate progress
as well as perform our tasks to have a functional team (Meneghel, Salanova and Martínez 2016).
How do effective teams build?
The first step in building the team is to lead the team effectively. We have always
established leadership with every member of the team. We have the most effective team leaders
who help us build our relationships of loyalty and trust instead of fear or power of respective
positions. We have considered every employee’s ideas as valuable, and we do not always treat

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any idea as stupid. We also build an effective team by being aware of the unspoken feelings of
the employees. We do this by setting examples of team members by remaining open with our
team members as well as sensitive to their feelings and moods. We also build effective teams by
remaining clear when communicating by ensuring that we clarify directives.
We also encourage trust as well as cooperation among the workers on our team. We do
this by always recalling that the relationships amongst our team members create among
themselves stay every bit as significant as those people we establish our relationships with
(Owens and Hekman 2016). We have also ensured that we encourage team members to share the
information by stressing the significance of every member of the team contribution and
demonstrating how all their jobs operate together to move the whole team closer to our
objectives and goals.

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References
Alsharo, M., Gregg, D. and Ramirez, R., 2017. Virtual team effectiveness: The role of
knowledge sharing and trust. Information & Management, 54(4), pp.479-490.
Bell, S.T., Brown, S.G. and Weiss, J.A., 2018. A conceptual framework for leveraging team
composition decisions to build human capital. Human Resource Management Review, 28(4),
pp.450-463.
Breuer, C., Hüffmeier, J. and Hertel, G., 2016. Does trust matter more in virtual teams? A meta-
analysis of trust and team effectiveness considering virtuality and documentation as
moderators. Journal of Applied Psychology, 101(8), p.1151.
Hilty, D.M., Shoemaker, E.Z. and Shore, J., 2016. How to build, evaluate, and increase your e-
mental health program efficiency. In e-Mental Health (pp. 59-76). Springer, Cham.
Holbeche, L., 2015. The Agile Organization: How to build an innovative, sustainable and
resilient business. Kogan Page Publishers.
Kozlowski, S.W., 2015. Advancing research on team process dynamics: Theoretical,
methodological, and measurement considerations. Organizational Psychology Review, 5(4),
pp.270-299.
Meneghel, I., Salanova, M. and Martínez, I.M., 2016. Feeling good makes us stronger: How
team resilience mediates the effect of positive emotions on team performance. Journal of
Happiness Studies, 17(1), pp.239-255.
Murray, C.C., 2016. How to build ambidextrous teams. RSM Discovery-Management
Knowledge, 26(2), pp.16-18.

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Owens, B.P. and Hekman, D.R., 2016. How does leader humility influence team performance?
Exploring the mechanisms of contagion and collective promotion focus. Academy of
Management Journal, 59(3), pp.1088-1111.
Rao, M.S., 2016. Collaborate to build effective teams to achieve organizational excellence and
effectiveness. Industrial and Commercial Training, 48(1), pp.24-28.