W2DT1- Managing Project Teams

A high-performing team is always self-sustaining. Given my role as the chairperson of XYZ Corporation, I will help the organization to achieve a high performing project team in the following ways. First, the team leaders should set team meetings to communicate the goals of the organization. According to Wong (2007), the vision of the leader should entail the team sharing the same mission and purpose. During meetings, there will be an exchange of information and new ideas that will inspire the team. Second, as the leader, I will define roles and responsibility for the teams. All teams in the organization should move in the same direction. It is ideal if team members understand their roles in improving the project management functions (Wong, 2007). Third, I will maintain effective communication at all level. Citing Morgeson, DeRue and Karam (2010), one way to build a high-performing team is to maintain effective, constant and purposeful communication. Communication helps to share information, solve problems and set goals. Since teams understand that communication is essential, they will have to approach it with a determined intention.

Fourth, I will have to use high-performing process in decision-making. The decision-making will entail empowering the teams to do what is necessary. The teams should have freedom in making decisions within the boundaries of their roles (Wong, 2007). Fifth, I will measure the performance of the teams to determine their progress. Managing and measuring performance has a significant impact on shaping the team. The team leader should use merits to differentiate high and low performance (Morgeson, DeRue & Karam, 2010). The organization should use technologically driven models to review the performance of the team and involve them in the process. Sixth, I will use the high-performing processes in giving feedback to the team. Positive feedback will always empower and inspire the teams to continue working hard (Morgeson, DeRue & Karam, 2010). Receiving positive feedback will energize the team, and they will have the opportunity to sustain outstanding results.



Morgeson, F. P., DeRue, D. S., & Karam, E. P. (2010). Leadership in teams: A functional approach to understanding leadership structures and processes. Journal of management, 36(1), 5-39.

Wong, Z. (2007). Human factors in project management: Concepts, tools, and techniques for inspiring teamwork and motivation. San Francisco: Jossey-Bass.

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