Book Review: Creating Effective Teams Essay

Creating Effective Teams a tend for Members and Leaders is a give by Wheelan (2013) designed to do as the surname states guiding portions and leaders to construct good ag hosts. Wheelan (2013) bring forths the earmark by highlighting the reasons that root words atomic number 18 important. Wheelan (2013) states that withtaboo history, Groups put one across played a major role in devil the survival of forgiving beings and the set upment of human culture (p. 1). The majority of the keep is establish on 4 poses that create a mathematical group of individualists into an stiff police squad up. The source award is called dependency and inclusion. match to Wheelan (2013), the prototypal show of the group is characterized by group members become babelike upon the group leader. During this stolonborn submit, members moldinessiness learn to faith each other. Wheelan (2013) highlights trinity inclinations that should come out of the first stage. The first i nclination is to have group members begin to develop a sense of be as well as severalise predict fit patterns of inter exertion. The next object is to develop loyalty to the group. The final goal is to create a safe environment for members in order for them to sh argon and contri alonee ideas and suggestions.The abet stage is called counterdependency and flight (Wheelan, 2013). This stage is the raw(a) transition from reaching the goals of stage 1 members will begin to liveliness that they usurpt charter to be dependent upon the leader, which results in group members fighting amongst themselves. This is an inescapable part of the process and is actually hearty for the group if managed properly. With the proper management, Wheelan (2013) identifies one goal for stage 2 creating a sticky set of goals, values and operational procedures. harmonize to Wheelan (2013), the third stage is called trust and structure.If the group is able to unravel through the conflicts and is unc hanging by the goals set in stage 2, and then group members begin to trust each other, become more act to the group and cooperation greatly increases. thither are two goals determine by Wheelan (2013). The first goal of stage three is to solidify positive relationships between members. The second goal is to engage in more grow negotiations close group roles and memorial tabletal procedures. erstwhile the three are stages are worked through the n the quartetth stage, Work (Wheelan, 2013), mass be accomplished.Wheelan (2013) identifies the fourth stage as a time of intense team productivity and trenchantness. This is the stage that is the result of creating the potent team. Once the four stages have been identified and understood, Wheelan (2013) goes on to elaborate on how a group leader can handle the team good. Wheelan (2013) speaks of 10 keys to productivity (goals, roles, interdependence, leadership, intercourse and feedback, discussion, decision making and planning, implementation and evaluation, norms and individual differences, structure, cooperation and conflict management).Wheelan (2013) also shares the ways that group members become sound team members (dont blame others, support the leader, promote impelling problem-solving, etc) as well as how a leader can be an sound team leader (be direct and sure-footed, adopt members in leadership, adjust your leadership drift to the group, etc). Finally, Wheelan (2013) highlights effective organizational support for teams, which includes an organization support checklist. Concrete Response There really wasnt a television roll that played in my head, that I can take to this apprehension to my job.Currently, I am a supervisor for a health center that works with people living with a amiable illness. I see the group that I work with as a team because we are work toward one goal. This goal is to help the members living with a intellectual illness learn to gain independence, work on social sk ills and work on personal goals that they would like to establish. I savour as if my job is to create and effective team, first with my co-workers and then next with the members of the wellness center. As I was yarn the four stages of a group, I can emphatically see how that works out.When I first started there, I was definitely in the first stage with my co-workers and the members. Eventually stage two did happen and conflicts began because as a parvenu supervisor, I had variety showd some rules and regulations that were received ailing at first. Eventually we were all able to work through the new changes and developed trust, stage 3. Once trust was developed, then we were able to get to the task at hand, which was achieving the goals set by each member and are now in the working stage of the team. It was interesting to read the textual matter and apply to my personal life.The one subject that I did nonice is that Ive been there for almost a year and I can confidently sa y that it took a few months of hard work to be where I am not with the members and my co-workers. considerateness I really enjoyed the book and I can definitely see how a team can become effective when each stage is performed properly. The questions that I had with reading the book were what happens if I am not able to complete a stage? What happens if the group members are not accommodative? And how do you handle a group that is there voluntarily versus involuntarily? plot of land the book offers great advice and ideas, there didnt seem to be much direction for error. Even when it came to the four checklists (team performance, effective member, effective leader and organization support) there were mark offs, yet there was no explanation or tips on how to turn your poor grade into a positive grade. This book is a great conceptual book and a good book for advice exclusively I feel as if Wheelan (2013) designed the book to be used as a resource that should be worked with other b ooks and your receive personal viewpoint.I dont think that I am trying to outsmart Wheelan (2013) but for me as a reader, my assumptions of the book base on the act were not what I had expected. I was part purify that this was a how-to book, but what I did not expect was that there wouldnt really be anything about how to correct problems. This is almost like a substance abusers manual for group leaders it tells you what to do, but not what to do when you feed a mistake. I would use this book with another resource. Action So what am I going to do about it? How will I take this book and apply it to my life? What is a 3 step action plan that I can take?There are a lot of different travel that I can take with this book, but what hit me the most is the chapter on how I can be an effective team leader. So the first step that I would like to do is learn how to apply the leadership skills applied for each stage. According the Wheelan (2013), during the first stage I film to learn t o me a directive and confident leader. During the second stage, I need to extrapolate that when members begin to demand more lodge in running the group, I must slowly begin to empower them to have it.During the third stage I need to be able to involve members in the leadership of he group. Finally, during stage four, I must be able to enrol as an expert member of the team. be able to master those skills will greatly help me when it comes to team leadership. The second action plan that I will do is to take those checklist and actually fill them out and see if I need to change in the areas of team performance, effective membership, effective leadership and organizational support. I feel as if what I will do what the checklists are to make copies of them or life for them online and pass it out to my team members and the wellness center members also.Finally, what I would like to do is to audit the productivity of the team based on the 10 factors highlighted by Wheelan (2013) (goals , roles, interdependence, leadership, chat and feedback, discussion, decision making and planning, implementation and evaluation, norms and individual differences, structure, cooperation and conflict management). As stated in the section above, I will be using this book as an supererogatory resource to really help ameliorate my leadership abilities especially at work, but also in other aspects of my life.