Effective Team Performance in Health and Social Care

Leadership for Health and Social
Care

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................4
1.1 Explain the features of effective team performance..............................................................4
1.2 Explain how you identify the challenges experienced by developing teams........................4
1.3 Explain how you identify the challenges experienced by established teams........................5
1.4 Explain how challenges to effective team performance can be overcome............................6
1.5 Explain how you will analyse how different management styles may influence outcomes
of team performance....................................................................................................................6
1.6 Explain how you analyse methods of developing and maintaining:.....................................7
Trust and Accountability.............................................................................................................7
1.7 Explain how you compare methods of addressing conflict within a team............................8
2.1 Explain how you identify the components of a positive culture within own team................8
2.2 Explain how you demonstrate how own practice supports a positive culture in the team....9
2.3 Explain how you use systems and processes to support a positive culture in the team.......10
2.4 The creative and innovative ways of working together in a team.......................................10
3.1 factors influencing the vision and strategic direction of the team.......................................11
3.2 Communication of the vision and strategic direction to the team members.......................12
3.3 The ways to work with others to promote a shared vision within the team........................12
3.4 The vision and strategic direction of the team influences practice of the team...................13
4.1 identify the objectives of the team.......................................................................................13
4.2 The skills, interests, knowledge and expertise within the team can meet agreed objectives
...................................................................................................................................................14
4.3 The ways to facilitate team members to actively participate in the planning process.........15
4.4 Process for enhancing sharing skills and knowledge into team...........................................15
4.5 Analyse roles and responsibilities with team members.......................................................16

5.1 Setting the personal work objectives with team members based on agreed objectives.......17
5.2 To identify opportunities for development and growth for team members.........................18
5.3 To provide advice and support to team members to make the most of identified
opportunities .............................................................................................................................19
5.4 Using solution focused approach to support team members to address challenges............19
6.1 Explaining monitoring and evaluating progress towards agreed objectives.......................20
6.2 Provide feedback on performance to...................................................................................21
6.3 Awarding recognition when individual and team objectives have been achieved..............22
6.4 Team members are managed when performance does not meet requirements...................22
CONCLUSION..............................................................................................................................23
REFERENCES..............................................................................................................................24
Books and journals.....................................................................................................................24

INTRODUCTION
The management is the core blood of the any organization, it makes the organization
move and breathe (Weller, 2014). The health and social care is highly influenced by the
leadership and management of the organization. I am a leader of a health and social care unit.
This report is to show you the leadership aspects and the factors which influence the team and
leadership in the environment. It will tell you about the features and importance of an effective
management and efficient staff in the health and social care. This report will cover the teams
challenges and the ways of over throwing the changes and situations. It will focus on the
influence of many factors on the management and staff and the way to accept and deal with it.
1.1 Explain the features of effective team performance
I believe that an effective team can be attained when the unit is supportive towards each
other and are focused on achievement of a mutual goal. Team performance also relies highly on
the leader, a skill of leadership is important to penetrate the group's skill sets (Moran, 2010).
Every member within the team should be allotted with personal objectives which all together
form a mutual goal. All the members need to have knowledge of their role in the team and
should be responsible for his work. I suggest that there is an effective necessity for the unit to
have respect for the leader or senior support worker of the working party, only then the team
would be able to follow him/her with at most obedience. The leadership must be confident of its
decisions and should motivate the employees to work harder. An effective leader possesses a
quality of having a thorough knowledge about the strength and weakness of each member of the
team, which he/she uses to the advantage of the team by using the strength with right effect and
supporting the weakness in an effective manner. The staff and the manger must have a
communication between them which is really important, the members must not feel any struggle
in talking to the leader over any issue. Personnel must be aware of their abilities and weaknesses
so they can put helps efforts to facilitate the working of the team. Support to the whole team can
be provided with a strategic training to improve the skill sets of the members and enhancing
confidence, performance and the overall performance of the team.
1.2 Explain how you identify the challenges experienced by developing teams
I have studied that every team is a heterogeneous set of personnel with diversity in their
nature, which gives rise to legit lack of communication and relationship issues. A team which
consists of members with kindred skills and interests, may fail miserably. A squad must be made
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of members who possess a set of diverse skills and interest to achieve the desired goal. The
leader has the responsibility of providing the staff with a purpose and direction to achieve that
goal. A team with no strong leadership will fail to recognize its purpose, no accountability will
result in the team losing its momentum and morale is degraded in the process. Conflict between
the team members can't be avoided. I comprehend that he efficiency and communication of the
team is tested by the manner in which the members deals with that conflict. A training program
may help the employees get a better view about the conflict, training the employees helps the
staff gain confidence and strong relationship. When the team is unable to respect the leadership,
the members start to feel less accountable to the leader and work in an uneven fashion which
affect the proficiency of the group and momentum is lost.
Under a situation of conflict, the team is needed to work together to gain efficiency and
stay on track with the task. While the unit is assumed and made to work together as a group, but I
believe that it is also expected for every individual to know their respective role, this will reduce
the chances of role confusion within the group. In a situation of role confusion or not following
the roles the team will not be able to achieve organized state. The staff is made up of individuals
with diverse background, skills, and a different view of the world. A conflict arises when
understanding and acceptance of each member in the team is below the belt.
1.3 Explain how you identify the challenges experienced by established teams
An established team is endangered by the conflicts between the members, which are
mostly interpersonal in nature. These disputes may arise by the informal discussions within the
team. A team which is established may become self-satisfied, it is necessary to maintain
momentum of the service. I have experienced that a team of established nature go through the
inevitable scenario of power struggle among the members of the group. The employees are
forcing on each other and compete on agenda which degrades the efficiency and effectively of
the team. These situations of conflict tarnish the understanding and the members start to reject
ideas within the group and a negative environment is created through negativity within the
group. The group in order to avoid the conflicts agree with the members too fast, which kills the
room for health discussion and the ideas which are not too wise are selected.
Lack of understanding among the team members make the group unsupported of each
other and the team efficiency is lost, non-corporation and unsupported behavior leads to lacking
behind in the resources' availability as the members do not help each other. The leadership of the
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team also proves to be ineffective due to conflicts and sense of superiority in the members. The
members are not accepting the time to change and are unable to create results with the current
understanding and team work in the team. I understand that the members do stop thinking out of
the box and do the regular orthodox work. Motivation and morale hits the bottom as there is no
enthusiasm within the team members.
1.4 Explain how challenges to effective team performance can be overcome
I suggest that the challenges such as degradation in morale and consistency can be
overcome by keeping meetings for team where all the members can provide their opinion on the
problems and the solution to improve the performance of the team. I have come up with a
communication in which employees not working on the same task can suggest a task to other
employees. For keeping the team up to date and to enhance consistency this way is effective.
One person reminding you of the work which is unfinished is repetitive and frustrating for the
team members, so to avoid this situation, one on one supervision can be introduced.
When there is conflict among the team members and the decision of the task in-
statement cannot be taken, the system of supervision via communication book can be put on the
roll to increase group negotiation with team members communicating (Nancarrow, 2013). I have
studied that the supervision system also helps to find out the room for improvement, reflection of
work, personal sharing among the members of the team. Providing the members with
motivational words, hikes to highlight their performance. I suggest that the employees must
awarded which will make them feel chesty about their achievements and their role in the task .
The senior support worker must be willing to think out of the box, suggest the team members
with the task they have to work upon the given time scale. I believe that the team members
should understand the strength of working in a team and the understanding and acceptance must
be increased.
1.5 Explain how you will analyze how different management styles may influence outcomes of
team performance
I have experienced from my tenure in the field that the management style of leader has a
huge impact on the overall performance of the team. Style of administration vary with the kind
of situation the team is facing, the leader must be aware of all these styles to come up with a
solution in the current scenario and enhance the performance of the team. There are many styles
of managing a team, these include autocratic, democratic, paternalistic. I comprehend that to be
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