{"id":227166,"date":"2022-10-12T10:20:13","date_gmt":"2022-10-12T16:20:13","guid":{"rendered":"http:\/\/corevalues.com\/?p=227166"},"modified":"2022-10-12T10:20:13","modified_gmt":"2022-10-12T16:20:13","slug":"do-you-have-a-workgroup-or-team","status":"publish","type":"post","link":"https:\/\/corevalues.com\/dev\/2022\/10\/12\/do-you-have-a-workgroup-or-team\/","title":{"rendered":"Do You Have A Workgroup or Team?"},"content":{"rendered":"<p><a href=\"https:\/\/corevalues.com\/wp-content\/uploads\/2022\/10\/Do-you-have-a-workgroup-or-team.png\"><img loading=\"lazy\" decoding=\"async\" loading=\"lazy\" class=\"aligncenter size-large wp-image-227181\" src=\"https:\/\/corevalues.com\/wp-content\/uploads\/2022\/10\/Do-you-have-a-workgroup-or-team-1024x173.png\" alt=\"do you have a workgroup or team\" width=\"1024\" height=\"173\" \/><\/a><\/p>\n<p>Your Manager says \u201cwe\u2019re a team\u201d but something just doesn\u2019t feel right because no one works together.\u00a0 Everyone is completing their own assignment. There is neither\u00a0 coordination\u00a0 nor discussion.\u00a0 Their tasks aren\u2019t related to yours and vice-versa.\u00a0 Nothing has occurred to train employees in collaborative workforce development and collaborative working. So, do you have a workgroup or team?<\/p>\n<p>Reality check:\u00a0 You are not on a team or collaborative working.<\/p>\n<p>The most high performing teams are a small group of three to five employees interdependently working towards a common goal and leveraging their skills, strengths, and areas of expertise.\u00a0 This is a team.<\/p>\n<p>What many of us define as \u201cteams\u201d are, in effect, \u201cworking groups&#8221;.\u00a0 Perhaps this is one of the problems managers face as they strive to coordinate the activities of remote employees.\u00a0 Leading a team and directing employees require different skills. When I train managers, independent consultants and leadership coaches to use the TIGERS 6 Principles tools and resources, they learn to build teams like these for the efficient and swift outcomes small teams provide.<\/p>\n<p>A workgroup is simply a group of people in the same place, working on different things.\u00a0\u00a0 All teams are workgroups.\u00a0 But not all workgroups are teams.<\/p>\n<p>Workgroups don\u2019t collaborate on a common goal. Instead, they work independently to achieve individual objectives. Teams on the other hand work collaboratively and are able to achieve more productivity and engagement according to Gallup studies. According to one report, five to eight member teams maximize employees\u2019 potential. The result is better <a href=\"https:\/\/corevalues.com\/decision-making\/team-decision-making\/what-derails-team-decision-making\/\" target=\"_blank\" rel=\"noopener\">\u00a0decision-making\u00a0<\/a> and problem-solving, communication, engagement, accountability, and productivity.<\/p>\n<p>Answering the the question, do you have a workgroup or team is the first step when developing a training program or launching a company-wide campaign.<\/p>\n<h2>You have a workgroup if:<\/h2>\n<ul>\n<li>Your role as a manager is to assign tasks, monitor outcomes for each person, and ensure that processes are uniform;<\/li>\n<li>The individual members have identical or similar job descriptions<\/li>\n<li>Individual members are independent of each other in delivering results;<\/li>\n<li>When someone doesn\u2019t report for work, the rest are not prevented from completing their tasks (even if the production in terms of quantity is reduced); and<\/li>\n<li>Results zero in on individuals, some of whom deliver higher quantity and\/or quality than others.<\/li>\n<\/ul>\n<h2>On the other hand, you have a team if:<\/h2>\n<ul>\n<li>The members of the group are interdependent on each other to come up with a product or a service;<\/li>\n<li>The success of the team depends on each person bringing their \u201ccontribution\u201d or part of the puzzle so that the project can be completed in a certain way; (the most concrete example for this are doctors, nurses, and specialists in a hospital working on a patient\u2019s case.)<\/li>\n<li>We aren\u2019t splitting hairs by drawing the line between teams and workgroups.\u00a0 The difference is of great consequence in terms of\u00a0 accountability, purpose and group dynamics.<\/li>\n<\/ul>\n<h2>Splitting hairs<\/h2>\n<p>With a workgroup, you are left to your tasks.\u00a0 Failures and achievements are your own. Mess up and you cry alone.\u00a0 Succeed and you receive credit.<\/p>\n<p>In a team, you get the support of a group even if you are held accountable for the work assigned to you. Failure means that the team (as a whole) has failed.\u00a0 The individual isn\u2019t solely to blame.\u00a0 The responsibility to help those in trouble rests on the shoulders of the team.\u00a0 If the project finds success, the whole team claims it.\u00a0 Think of it as a sport. The individual doesn\u2019t win or lose.\u00a0 The whole team does.<\/p>\n<p>When it comes to purpose, a workgroup\u2019s is the same as the organizational purpose.\u00a0 There is no other goal than the organization\u2019s default objectives.\u00a0 To put it bluntly, the workgroup is there to simply work.\u00a0 On the other hand, a team\u2019s raison d&#8217;\u00eatre is the goal itself.\u00a0 The whole point is to accomplish a goal (which may be something the team has agreed upon or assigned to them).\u00a0 The objective is specific to the work the members do.<\/p>\n<p>As to group dynamics, workgroups\u2019 meetings are admittedly efficient because the leader dictates the flow.\u00a0\u00a0 Information flows down from the manager or leader.\u00a0 Rarely does it flow up.\u00a0 If open communication is practiced, the leader has the final say.\u00a0 (Before you mock workgroups, do take note that in many scenarios this type of efficiency is required.\u00a0 Therefore, workgroup dynamics aren\u2019t necessarily a bad thing.)<\/p>\n<p>With teams, problem-solving and decision-making are discussed.\u00a0 Everyone works out the solution through consensus or predetermined decision-making ground rules.\u00a0 Everyone has the opportunity to be heard.\u00a0 Knowledge and information are disseminated to everyone.\u00a0 As a result, everyone claims ownership.<\/p>\n<h2>Why do some organizations discourage teams?<\/h2>\n<p>Hight performance teams are very effective for achieving organizational goals and tasks identified in both long and short term strategic plans, for innovation, and profitable outcomes.\u00a0 However, workgroups do have their place under the sun.<\/p>\n<p>Workgroups function best for exigencies.\u00a0 An urgent need or demand such as the sudden lockdowns associated with the pandemic. operated well though individuals completing their tasks. However, tech innovation that coordinates group process for teams and across business units has been profound. In my view, it now boils down to leadership mindset and the<a href=\"https:\/\/learn.corevalues.com\/courses\/TIGERS-6-principles-collaborative-leader\" target=\"_blank\" rel=\"noopener\"> improved leadership skills required for facilitating and leading teams.\u00a0<\/a><\/p>\n<p>My preference for teams is reflected not just in this blog but in my life\u2019s work as the researcher and then developer of the TIGERS 6 Principles.\u00a0 The six principles, trust, interdependence, genuineness, empathy, risk resolution and success have revolutionized numerous organizations that transformed their individualistic workgroups into high performance teams.\u00a0 Teams are superior\u00a0 when performance, accountability and complex decision-making and plan execution are required.\u00a0 Organizations benefit when the expected results dependent on quality and opinion.<\/p>\n<p>Teams are powerful.\u00a0 Teams built Facebook and put men on the moon.\u00a0 It enabled organizations to redirect and survive months into lockdown.<\/p>\n<p>At TIGERS we teach managers to build high performance teams and to coach team performance because the magic happens when trust, interdependence, genuineness, empathy, risk resolution and successful achievements are present. I find delight in the collaboration I see when individuals understand how, when they work together, they all feel accountable for the outcome. The effects aren\u2019t just visible on the organization\u2019s financials.\u00a0 The overall attitude and culture become more sustainable and scalable, too.<\/p>\n<p>Learn how to empower your teams to optimize performance.\u00a0 Have the TIGERS 6 Principles\u2122 tools and resources at your disposal to build and facilitate high performance teams. We teach you how to use effective tools throughout your organization. <a href=\"https:\/\/my.timetrade.com\/book\/Z98ZN\" target=\"_blank\" rel=\"noopener\">Schedule a call to learn more.\u00a0<\/a><\/p>\n<h2>Care to take this conversation, Do You Have A Workgroup or Team, further?<\/h2>\n<p>Here are some additional resource you may find valuable:<\/p>\n<ul>\n<li><a href=\"https:\/\/learn.corevalues.com\/courses\/TIGERS-6-principles-collaborative-leader\" target=\"_blank\" rel=\"noopener\">TIGERS 6 Principles Collaborative Leader Training<\/a><\/li>\n<li><a href=\"https:\/\/corevalues.com\/decision-making\/team-decision-making\/what-derails-team-decision-making\/\" target=\"_blank\" rel=\"noopener\">What Derails Team Decision-Making?<\/a><\/li>\n<li><a href=\"https:\/\/www.linkedin.com\/video\/event\/urn:li:ugcPost:6980183304696197120\/\" target=\"_blank\" rel=\"noopener\">Leading Accountable Group Decision-making webinar<\/a><\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<p>Copyright, TIGERS Success Series, Inc. by Dianne Crampton<\/p>\n<h4><a href=\"https:\/\/corevalues.com\/wp-content\/uploads\/2017\/06\/leading-accountable-decision-making-go.png\"><picture class=\"wp-image-227168 alignleft\"><source srcset=\"https:\/\/corevalues.com\/wp-content\/uploads\/2017\/06\/leading-accountable-decision-making-go-300x169.png.webp\" type=\"image\/webp\" \/><img loading=\"lazy\" decoding=\"async\" loading=\"lazy\" src=\"https:\/\/corevalues.com\/wp-content\/uploads\/2017\/06\/leading-accountable-decision-making-go-300x169.png\" alt=\"leading accountable decision-making\" width=\"351\" height=\"198\" \/><\/picture><\/a><a href=\"https:\/\/corevalues.com\/tigers-success-series-about-us\/\" target=\"_blank\" rel=\"noopener\">About TIGERS Success Series, Inc.<\/a><\/h4>\n<p>TIGERS\u00ae Success Series provides a comprehensive and robust system for improving both your work environment and profitability.\u00a0 We specialize in\u00a0 management facilitation methods that build workforce cooperation and high performance team dynamics. Scaled to grow as your organization and leadership performance grows, our proprietary <a href=\"http:\/\/www.tigerssuccessseries.com\/\" target=\"_blank\" rel=\"noopener noreferrer\">Team Behavior Profile<\/a>\u00a0and\u00a0\u00a0l<a href=\"https:\/\/corevalues.com\/tigers-team-wheel-game\" target=\"_blank\" rel=\"noopener noreferrer\">eadership training workshops<\/a>\u00a0are based on the six principles we have found to be the right mix to make this happen. The six principles are Trust, Interdependence, Genuineness, Empathy, Risk and Success. Born from our many years of business, psychology, and educational group dynamic research, and subsequent four years of independent evaluation, we instill and sustain behaviors that improve work group performance and talent retention for measurable ROI. Since 1987, TIGERS has served committed leaders who desire enhanced cooperation among departments, teams, managers and individual employees. This heightened level of cooperation leads to improved revenue, purpose, commitment and impact. Employees quit companies because they don\u2019t get along with leaders and co-workers. Work culture refinement and behaviors that build strong relationships erase this trend remarkably fast.\u00a0 For more information call 1+541-385-7465 or visit\u00a0<a href=\"https:\/\/corevalues.com\/\">https:\/\/corevalues.com<\/a>\u00a0.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Your Manager says \u201cwe\u2019re a team\u201d but something just doesn\u2019t feel right because no one works together.\u00a0 Everyone is completing their own assignment. There is neither\u00a0 coordination\u00a0 nor discussion.\u00a0 Their tasks aren\u2019t related to yours and vice-versa.\u00a0 Nothing has occurred to train employees in collaborative workforce development and collaborative working. So, do you have a [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","footnotes":""},"categories":[26],"tags":[718,698],"class_list":["post-227166","post","type-post","status-publish","format-standard","hentry","category-team-cultures","tag-corporate-team-building","tag-leadership-team-building"],"_links":{"self":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/227166","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/comments?post=227166"}],"version-history":[{"count":0,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/227166\/revisions"}],"wp:attachment":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/media?parent=227166"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/categories?post=227166"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/tags?post=227166"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}