Running head: PROACTIVE PLANNING
It is a common phenomenon in interviews to find team-playing being included in CVs of
candidates. Team work is an essential aspect in work place. For team work to realized, teams
need first to be built and bonded. Team building is an essential responsibility of managers. In an
expertly assembled and bonded team, employees are in a position to understand each other’s
strengths and weaknesses and even interests. Such understanding helps the employees to relate
and work efficiently towards the organization’s set goals and objectives. Without this
understanding, efficiency in the work place can rarely be achieved as each employee pull
towards their direction emphasizing on their interests at the expense of those of the organization.
I hereby, therefore, explore the whole essence of self-directed and high-performing teams.
Difficulties managers face while establishing self-directed and high performing teams
Some managers have mastered the art of building efficient teams while others fail in such
art. There are different reasons as to why some managers succeed while others find it extremely
hard to establish such teams. These difficulties are elaborated below.
Nonparticipation by leadership: one of the primary reasons why some managers fail is
because they differentiate themselves from the team. They act as observers and directive givers.
They fail to recognize the fact that they are part of that team they want to build and that requires
them to be actively involved in whatever the team is doing so as to create the connectedness that
is so much required to lubricate the team interrelationships. For a group to work as a team, the
manager should embrace group-based leaders where all group members, manager included work
in unison (Brenner, 2009.
Lack of and infrequent communication: communication plays a vital role in team
building. To that end, manager’s failure to frequently or totally communicate with the team
members leaves the team members blunt leading them to make decisions on th...