Managing individuals in organizational contexts

Managing Individuals

As a team leader or team member, it is vital to foster communication and understanding within the team. Teamwork is the key to a successful project, whether the team consists of one supervisor and one worker, or if the team is a large group assigned to a particular task. Team members can use a variety of methods to better understand communication in the team setting, as well as finding motivation to do the best work possible.

When developing a team, it is important for the team leader to select members that will be productive and pleasant. The team member selection process is among the most important duties the team leader will have to perform as a part of the team. The team needs to be a positive mix of people with the right combination of skills that will make the group successful. According to the BPR Learning Center (2001), there are some basic skills that can be looked for when seeking team members. There need to be team members who understand the current process. These people would be experts, usually from within the organization. Also, spots needs to be filled by team members that work closely with customers or those within the company that the team must please. It may be beneficial if these people have union or special interests involvement. A team will likely need technical experts that can best manage and present data electronically. Consultants may be objective team members with a lot to contribute. Team members from every extreme of the organization may be considered. Finally, there must be team members who are new to the process so that the team will not be stuck in a routine because a new team member can bring a fresh perspective. In order to make sure that the team is productive, the team leader must not only consider who is the "best and brightest," but also consider who will work together as a team well. Genius will not do anything if it cannot be shared with the team. They must be creative, open minded, and respectable.

There are also many factors that need to be considered in order for the team leader to manage the team effectively. Among the methods that can be used for team management are getting a deeper understanding of how each team member works. According to Pearl Young in the Program Manager article (2001), the Myers-Briggs Type Indicator (MBTI) can provide this insight into the self (the team leader) and the other team members. MBTI can aid communication among team members by revealing the varying ways in which information is sent and received. "People receive, process, and act upon information differently. If you understand their preferences and then communicate in a way that they understand, chances are you will not only get what you expected, but those with whom you communicate will feel good about how they received and acted on your communication." (Young 2001) The different leadership styles, as well as the communication styles, are an important way to approach team building, as well as interpreting what motivates each team member. The team leader must especially remember to apply personality, communication styles, and motivation interpretations to himself or herself as well, because communication begins with this person.

Each individual's personality plays a role in the success of the team. This is due largely in part to the different communication styles that each personality type employs. Members of a team must be able to exchange information flawlessly, and incompatible personality types will have a barrier for communication. Also, team members with vastly different motivations may also be unable to relate to one another. According to the Gale Encyclopedia of Psychology (2001), however, it is important to avoid making all decisions based on personality types of the MBTI system because it is an unstable system. People change and grow, and the results of a personality test given today might be vastly different from the results of a test given tomorrow, next week, or next year. Many experts argue that there is no evidence that this system can predict career success or job performance. What is the redeeming quality of the system, then, for team leaders to employ? "From the point-of-view of the test-taker, the MBTI provides positive feedback in the form of unique attributes that are both vague and complimentary, and thus could appeal to large numbers of people. It is possible that the MBTI could be useful as a vehicle for guiding discussions about work-related problems." (Gale 2001)