Team Effectiveness Assessment -

Running head: TEAMWORK
TEAMWORK
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Building Trust on Your Team. How do Kayser’s, Lencioni’s and DeGrosky’s discussions inform
your understanding of the importance of building trust on your team? What do you need to do to
enable mutual trust on your team?
Human resource in an organization is the most implement asset for growth successful
operation and developing bard identity. This is due to the fact that the people contribute their
skills and talents in the different departments so that the companies work positively in the
competitive market. These people work in small teams depending upon their fields of work and
keep on engaging in the successful operation of the organizations. Hence the team members are
the most valuable resources for the growth of the companies. However, the management of these
teams are not effectively handled which leads to the conflicts among the team member and
misinterpretation of the messages lead to reduction of productivity of the companies.
Many of the companies do not focus upon the satisfaction of the team members regarding their
contribution in the organizational development. In this respect, the theory of Maslow’s hierarchy
of needs and motivation can be mentioned. According to this theory, the employees of the
companies expect that their organization and management will be meeting certain needs
associated with requires to meet their physiological, safety, love and belonging, esteem, and self-
actualization needs. Therefore it can be said that the individual employees along with the
different team members have their own expectation to be motivated effectively.
The book ‘Building Team Power: How to Unleash the Collaborative Genius of Teams for
Increased Engagement, Productivity, and Results’ by Thomas Kayser has pointed out some very
impotent aspects of making the team members satisfied with their work (Kayser 2011). In this
book the author has pointed out the crucial behaviors the team leaders needs to understand for

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effective team building and practice to be a collaborative partner. Here the author has put more
focus upon the effective collaborative measures to be taken for the efficient team building. The
process of team building depends upon the understanding of the leaders and the other team
members. When the communication system is strengthened and all the negative influence are
eliminated, then the team members develop a personal bonding among themselves. This is the
primary step for collaboration. In case, team members fail to understand the issues and diversity
of one another, then they cannot build the team without much issues but lead to develop conflicts
every time.
Kayser has found the importance of having in depth knowledge about the subjects of
operation by the team leaders for building a collaborative partnership with the team members.
Depending upon the capabilities of the team members in a team, the leader can engage them in
the growing progress of the companies. In the process of facilitating teamwork within the own
work groups, across the work groups, or in the task forces, the committees, in problem-solving
teams, in the executive councils the team leaders need to engage the team members in the
decision making process. As pointed out by Lencioni, the poorly functioning team cannot
perform the best while in the competitive scenario. The author has focused upon the absence of
affection as well as empathy to grow distrust among the team members. There can be cultural
differences, personality, emotional aspects and the confidence of capabilities of the team
members that challenge effective building of bond.
This particular issue of dysfunctional teams are coupled with fear of conflicts, lack of
commitments, and lack of focus and avoidance of accountability among the members of team.
From the book of Katzenbach and Smith (2015), it has been understood the problem affects more
in the companies thriving in the competitive business scenario. The absence of trust and inability