Techno_4 Team Formation Flashcards
It involves bringing together a group of individuals with diverse skills, backgrounds, and personalities to work towards a common goal.
TEAM FORMATION
The top leader responsible for the overall direction of the company
Chief Executive Officer (CEO)
Leads the technical team
Chief Technology Officer (CTO)
Manages daily operations and execution
Chief Operating Officer (COO)
Handles financial strategy and fundraising
Chief Financial Officer (CFO)
Develops branding, marketing, and customer engagement strategies.
Chief Marketing Officer (CMO)
- Lead Engineers & Developers
- Product Managers
- QA & Testing Teams
CHIEF TECHNOLOGY OFFICER
- Project Managers
- Customer Support Teams
- HR & Admin Staff
CHIEF OPERATING OFFICER
- Accountants & Financial Analysis
- Fundraising & Investor Relations Team
CHIEF FINANCIAL OFFICER
- Marketing Team
- Sales Team
- Business Development Managers
CHIEF MARKETING OFFICER
According to this model, the five key dysfunctions that can hinder team effectiveness are the absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results.
THE FIVE DYSFUNCTIONS OF A TEAM BY PATRICK LENCIONI
This explains how leaders should adapt their leadership style based on their team members’ readiness (competence and commitment). It consists of four leadership styles.
SITUATIONAL LEADERSHIP MODEL BY HERSEY AND BLANCHARD
This follows a continuous cycle of meeting, planning, creating, releasing, and revising to ensure flexibility and efficiency in teamwork. This cycle fosters collaboration, rapid problem-solving, and continuous improvement, making Agile teams highly responsive to change.
AGILE TEAM DEVELOPMENT MODEL
Also known as the Kubler-Ross Change Curve, this helps teams navigate the challenges of change and uncertainty. The model is based on the idea that team members will typically experience a range of emotions and reactions as they adapt to new situations, and that effective team development requires recognizing and addressing these reactions.
CHANGE MANAGEMENT CURVE
This is a popular framework for understanding team dynamics. The model describes teams’ five stages as they work together: forming, storming, norming, performing, and adjourning. This makes the team development process very important in project management, as it empowers individuals and teams to work together to achieve a common goal.
TUCKMAN’S STAGES OF GROUP DEVELOPMENT
What is Tuckman’s Stages of Group Development
Tuckman’s Stages of Group Development
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Forming
Team acquaints and establishes ground rules. Formalities are preserved, and members are treated as strangers. -
Storming
Members start to communicate their feelings but still view themselves as individuals rather than part of the team. They resist control by group leaders and show hostility. -
Norming
People feel part of the team and realize that they can achieve work if they accept other viewpoints. -
Performing
The team works in an open and trusting atmosphere where flexibility is key, and hierarchy is of little importance. -
Adjourning
The team conducts an assessment of the year and implements a plan for transitioning roles and recognizing members’ contributions.
What is Hierarchical Structure
A hierarchical structure is like a pyramid where authority flows from the top to the bottom. It has clear levels of management, and each person reports to someone above them. This structure ensures order and clear decision-making but can sometimes feel rigid or slow.
Example: In a school, the principal is at the top, followed by department heads, teachers, and then students. Each group knows who they report to, and decisions follow this chain of command.
What is Functional Structure
A functional structure organizes employees into departments based on their expertise or job function. Each department focuses on specific tasks, like marketing, finance, or HR, and has a manager who oversees it.
Example: In a hospital, doctors, nurses, and administrative staff all work in separate departments, each led by a department head.
What is Matrix Structure
A matrix structure combines functional and project-based teams. Employees report to two managers: one for their department and another for a specific project. This setup allows flexibility and resource sharing but can lead to confusion.
Example: In a construction company, an engineer may report to the engineering manager while also working under a project manager to build a new office building.
What is Divisional Structure
A divisional structure divides a company into smaller units based on products, regions, or customers. Each division functions like a small business, with its own resources and teams.
Example: A multinational clothing brand might have separate divisions for men’s wear, women’s wear, and children’s wear, each with its own marketing and sales teams.
What is Network Structure
A network structure focuses on outsourcing tasks to external organizations or individuals while the core company handles coordination. This allows the organization to stay lean and flexible.
Example: A fashion brand might design clothes in-house but outsource manufacturing to factories and hire freelance photographers for ad campaigns.
What is Team-Based Structure
A team-based structure organizes work around teams instead of traditional departments. Teams collaborate to complete projects or achieve goals, sharing responsibilities and decisions.
Example: A software company might form a team of developers, designers, and marketers to create a new app together.
What is Horizontal/Flat Structure
A horizontal or flat structure eliminates most layers of management, giving employees more decision-making power. This structure encourages collaboration and faster communication.
Example: In a small startup, everyone works closely with the founder, and decisions are made collectively without middle managers.
