A Plan for Team Performance of Health Care Inc

A Plan for Team Performance of Health Care Inc

Time Frame

The Health Care, Inc. team will be meeting monthly on every first Monday of the month for one hour. The group is situated in a similar time zone and therefore meeting will be at 9.30 am to 10.30 am on every first Monday of the month.

Communication Styles

The communication style to be used in this team is Assertive Connector style. As explained by Marzano and Association for Supervision and Curriculum Development (2005), Assertive Connector style allows positive results, goodwill, and full communication. This style will unite the concepts of emotional objectivity, personal responsibility, and assertiveness. The style is advantageous as it will value the relationship among members and what they say. 

Communication Methods

One of the communication methods to use is computer-based conferencing systems which will allow the team to exchange information views or ideas. As explained by Stough, Eom and Buckenmyer (2000), computer-based conferencing systems include multimedia conferencing, video conferencing, teleconferencing, desktop conferencing, and e-mail meeting.

Dealing with Individual Team Members Performance

As a team leader of Health Care Inc. team, it is important to review the current organizational measures. This is followed by defining the accomplishment of an individual in the team. Individual performance measures should be developed as well as performance standards. Lastly, each performance should be tracked. 

Dealing with Dysfunctional Virtual Team

As a team leader, when a dysfunction occurs in the team, it is essential to state one’s observations by expressing the concerns using specific examples. All members should be requested to attend the following meeting where the issue should be explained to all members and the leader listening intently. The team leader should create a safe discussion space, for example, opening up of the anonymous conference. Crystallization of underlying issue should follow whereby symptoms causing the problem are identified. For best solution, the team members should collaborate, and every member should be committed to being part of the change.  Settle-Murphy (2017) explains that it is important to personally reach out to the disaffected persons through face to face meetings, calls or emails. The last step is consciously modeling the best practices behavior.

Evaluating the Communication Skills of Every Member

The team leader will rate how each member shares information with the team. Every member should be evaluated on how well they listened to the group. Also, the way each member made a fair decision should be rated as well as asking questions and clarifications. 

References

Marzano, R., & Association for Supervision and Curriculum Development. (2005). A handbook for classroom management that works (1st ed., p. 67). Alexandria, Virg: Association for Supervision and Curriculum Development.

Settle-Murphy, N. (2017). Recognize and address early signs of virtual team dysfunction to avoid irrecoverable problems later. Guided Insights. Retrieved from https://www.guidedinsights.com/recognize-and-address-early-signs-of-virtual-team-dysfunction-to-avoid-irrecoverable-problems-later/

Stough, S., Eom, S., & Buckenmyer, J. (2000). Virtual teaming: a strategy for moving your organization into the new millennium (1st ed., p. 371). MCB University Press. Retrieved from http://www.vps.ns.ac.rs/Materijal/mat409.pdf

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