Building and Managing an Effective Team Bundle
Description
This course shows you how to build a team, lead it and keep it performing well. You will learn how teams develop over time and how to set clear goals and roles. You will also practise delegating, giving feedback and dealing with conflict before it damages morale. Each module uses realistic workplace scenarios, such as a reception team struggling after a restructure or a new starter who is unclear on their duties, so you can test your decisions in a safe setting. By the end, you will have a practical action plan to use with your own team.
Learning Aim
To give team leaders the knowledge, skills and confidence to form, lead and sustain a team that works well together, meets its goals and supports the people in it.
Learning objectives
By the end of this course, you will be able to:
- Describe the five stages of team development and identify which stage your own team is in.
- Explain the difference between a group and a team, and list at least four features of a high-performing team.
- Set team goals using the SMART framework and link them to organisational priorities.
- Allocate roles and responsibilities using a RACI chart.
- Choose a suitable leadership style for a given situation using the Situational Leadership model.
- Delegate a task using a structured five-step approach.
- Give constructive feedback using the Situation-Behaviour-Impact (SBI) model.
- Identify the five conflict-handling styles and select the right one for a given scenario.
- Describe practical ways to build psychological safety and support team wellbeing.
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Learning outcomes
After completing the course and applying it at work, you should be able to show that you can:
- Diagnose your team’s current stage of development and change your approach to suit it.
- Agree at least three SMART team goals and share them with your team within one month.
- Clarify roles by producing a RACI chart for one key team process.
- Delegate tasks with clear briefs and agreed check-in points, freeing up your own time for leadership work.
- Give regular, specific feedback using SBI in one-to-ones and huddles.
- Handle conflict early, using the most suitable style instead of avoiding it.
- Create a working environment where staff feel safe to raise concerns and suggest improvements.
