A520.6.5_PALUGODCAROLYN

There are two types of roles that can enhance team performance.  One role strives towards task accomplishment which is the role of task-facilitator and the other strives to build unity and collaboration among members and these are relationship buildering roles (Whetten & Cameron, 2011).  

Task-facilitating roles assist the team in working effectively and efficiently towards  achieving a goal (Whetten & Cameron, 2011).  This role is essential in keeping the teams moving towards their goal, motivating stagnant members, and clarifying visions and goals that may have become unclear or ambiguous.  A good analogy would be the reigns and whips that manage a buggy pulled by horses.  The reigns help keep the horses on track and the whips assure that the animals are moving efficiently.  Note: I am an animal lover and I am not fond of this method of motivation for animal.  It is just an analogy for informational purposes.

Another beneficial role for work teams are relationship-building roles.  These are the types of “feel good” roles that focus on creating positive relationships between members through supportive behavior, humor, coaching, encouragement, solidarity and empathizing (Whetten & Cameron, 2011).  These roles are especially important when there is tension or disagreement with team members or stress is pervading the environment.

Whetten and Cameron explain that a balance of both task-oriented roles and relationship-building roles is fundamental in an effective team (2011).  

I believe that I usually tend to play both roles during team meetings.  I am a natural jokester and enjoy cracking jokes and keeping the mood “light”.  Unless formal behavior is called for, humor is my ultimate weapon.  I am also a very supportive person and enjoy complementing people and encouraging their ideas.  At the same time, I am a very task-oriented person and hate wasting time so I use humor as a way of keeping people focused on the mission and getting people involved and productive.  For example, if the meeting goes off on a tangent, I may make a joke related to something on the agenda as a way to get people focused on the task at hand.  This usually works. 

I am a big fan of harmonization between people and will bend over backwards to make sure everyone is happy and getting along.  The other day, one of our team members had an outburst.  The environment became tense after that and no one was sure how to take it.  Later after that meeting I went to her office and brought her some chocolate and a hug.  Although the outburst was not at me, I knew that she was the type of person that would accept this type of behavior and we both laughed about it afterwards.  Obviously you can’t go hugging everyone, each person and situation requires tact and appropriateness.

I think the most effective way to create collaboration and cohesion among a group of different people is to remain sincere and establish honest communication from the beginning.  In my office we try to avoid talking behind people’s back and have adopted more of a “tell it to my face” attitude.  I believe for this reason we are such a tight knit team.

References

Whetten, D. A., & Cameron, K. S. (2011). Developing management skills (8th ed.). Upper Saddle River, NJ: Prentice Hall.