Humans are social by nature in all aspects of their lives, so it’s natural that this tendency also applies to establishing different types of work teams. It gives us a sense of belonging and helps us structure ourselves.
The different types of work teams are as diverse as the ones you can form in your personal life. Below, we explain what they are, their characteristics, the different types, and why they are so important.
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What is a work team?
Table of Contents
A team is defined as a group of people with a range of different and complementary skills who come together to achieve a common goal. These synergies emerge in the workplace to leverage the skills of each team member, leading to increased productivity.
The typology of work teams can vary, but in general, they are all strengthened by strong leadership, good communication between the people who make them up, ability to rely on one another, and a sense of purpose.
From there, the types of teams will depend on the company’s interests , the personality of the participants, and the type of leadership, among other factors. We focus on all of these below.
Characteristics
People are, without a doubt, the essence of a team; however, this isn’t the only characteristic that makes them strong. The following qualities will ensure a team has greater success:
1. Communication
Fluid and open communication is one of the key characteristics that guarantees success in any of our interactions, not only at work but in any field. An environment where people are willing to communicate, offering their opinions and accepting the opinions of others, is the ideal setting. If communication is open and effective, misunderstandings and, consequently, conflicts are more likely to be avoided. Should these potential misunderstandings arise, maintaining a communicative attitude can help resolve problems more easily, thus enabling the team to function properly.
Related: Importance of interpersonal communication at work
2. Cooperation
In addition to communication, cooperation is another fundamental characteristic that will facilitate success within a work team. No one likes having to do all the work so that others can take the credit. In a collaborative team , each person will have their role within the group, but ideally, everyone will be interested and will collaborate with what the other members are doing if necessary. In addition to strengthening the relationship between everyone involved, it also makes it possible to learn tasks and skills other than those of each individual, thus adding greater value to the team as a whole.
3. Proactivity
Showing interest and dedication to each individual’s tasks helps achieve high performance and boost team morale. Ideally, all team members should be equally proactive in both finding solutions to a problem and putting in the effort they need to complete their assigned tasks.
4. Recognition of achievements
Recognition doesn’t have to come only from a boss or leader. Acknowledging a job well done by someone who works side by side with us can help boost morale. Especially knowing that a person has invested time and effort into a specific task. When each team member knows that their efforts will be valued by the rest, and vice versa, productivity and inspiration are more likely to increase.
5.Inspirational leadership
A team is more likely to be more effective when it has a leader who inspires it. A leader is not only the person designated to lead a group of people; they are also responsible for inspiring others so that a team functions harmoniously and all members can collaborate in the best possible way. This can be achieved by practicing active listening , empathy, or delegating.
Related: How to Be a Good Leader at Work and Motivate Your Team
Different types of work teams
There are countless different types of work teams. They are formed for various reasons, such as functionality , duration , or the scope of assigned objectives . Some of the most common types are:
Traditional
Traditional teams are those formed by the organization itself and typically comprise a department. They are made up of people who share knowledge regarding a specific area. These groups have clear and defined guidelines and a leader, also designated by the company, who possesses the knowledge, skills, and experience necessary to perform their role.
Virtual
After all, we’re in the virtual age. The fact that teams and the workplace were becoming virtual was the next logical step. Being separated or far away, geographically speaking, is no longer an impediment to organizing or establishing a team. What’s more, there are many tools that facilitate the formation of virtual work teams, such as email, video conferencing, or even the ability to edit the same document simultaneously in the cloud.
Functional
These teams are made up of organizational members from various vertical levels. Typically, a functional work team has several subordinates and a manager with the authority to manage different tasks. The people who make up the team have different responsibilities, but they all work toward the same goals.
For example, in the epidemiology department of a specific health department, there may be two teams with a supervisor on each. One team may focus on viral infectious diseases, and the other on animal bites that can transmit diseases. They are all part of the same department, but are divided into two functional teams.
Multifunctional
A cross-functional team is considered one of the most comprehensive, as it involves people with diverse skills who are experts in their own fields. This way, if a decision needs to be made, they don’t have to consult with company management, as they have the authority to make it on their own. However, these decisions must have a common basis and guide the team toward achieving objectives.
An example of a cross-functional team might be one composed of the marketing manager, the sales manager, and the finance manager, working together to design an advertising campaign.
Informal
These teams emerge spontaneously, generally because their members share the same opinions and have similar personalities and interests. The group’s leader also emerges naturally. They have no defined structure, and although they pursue a common goal, it is usually informal. They can be dissolved as easily as they were created.
Self-employed
Autonomous or self-managed work teams are groups composed of professionals who have the authority and independence necessary to make decisions regarding the work they do in an organization.
This scenario allows each member to complete their work within the agreed-upon timeframe without having to rely on others. This type of team is becoming increasingly relevant due to the rise of remote work, which involves different time zones, for example.
Related: What is home office and is it here to stay?
Problem solving
As their name suggests, these teams emerge with the intention of solving a specific problem. They are made up of professionals from different sectors and with extensive knowledge in their field. They are not common, as they arise when a solution cannot be found using the traditional methods used by the company. Once the problem is solved, the team disbands.
Related: Problem-solving skills at work
Self-directed
These are teams that don’t require management or a leader to manage their work. They have a flat structure and work on a project assigned by management, but they can decide which strategy to follow when achieving the established objective.
Led by a leader
These teams are made up of employees with a leader appointed by the organization. The group can be comprised of professionals from a specific area or staff from several areas or departments. The team leader has more experience and guides and motivates the members of their group to achieve the established goals.
According to its functionality
In this group, there are two different types:
Executive teams: These teams are responsible for finding solutions to problems and implementing them. They also take credit for the success of the results.
- Advisory teams: Unlike the previous teams, advisory teams find solutions, but they don’t implement them. Instead, they recommend their implementation to management. The latter must appoint another team to implement these solutions.
Concentric
Concentric teams have a circle-based structure. A series of adjacent circles, called peripherals, are organized around a core team. This core team is responsible for the entire project and consists of a high-level representative from each of the peripheral teams. Thus, each core team member oversees one of the peripheral teams.
The core team is also responsible for presenting the results and conclusions of the work carried out, as well as keeping all peripheral teams informed about progress and challenges.
Team building at work has countless benefits. For starters, it allows employees to strengthen their sense of belonging, reduces stress , improves performance, and increases productivity. It’s an excellent way to develop creativity and strengthen learning.
Implementing these principles in an organization will provide significant value in the short, medium, and long term; it also develops a more open leadership style and keeps employees happier, which enables talent retention.
Related:
- Characteristics of a high-performance team
- Working generations: generations and work
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