Leadership, Team Building, and Team Member Characteristics in High Performance Project Teams

2002 ◽  
Vol 14 (4) ◽  
pp. 3-10 ◽  
Author(s):  
Anthony P. Ammeter ◽  
Janet M. Dukerich
Keyword(s):  
High Performance ◽  
Team Member ◽  
Team Building ◽  
Leadership Team ◽  
Project Teams ◽  
Performance Project

scholarly journals PRINCIPLES OF TEAM BUILDING IN PROJECT ACTIVITY

2020 ◽  
pp. 103-119
Author(s):  
М.В. Ермолаева ◽  
Ж.М. Кокуева ◽  
А.В. Погодина
Keyword(s):  
Team Member ◽  
Team Building ◽  
Project Teams ◽  
Personal Resources ◽  
Joint Work ◽  
Group Pressure ◽  
Project Activity ◽  
Building Process

Статья посвящена особенностям процесса формирования команды проекта. Показано, что этот процесс обусловлен специфическими свойствами команд, которые позволяют отличать их от коллективов, характеризуемых жесткой структурой подчинения. Выявлено, что к числу таких свойств команды относится интеграция интеллектуальных и личностных ресурсов, нахождение и использование внутренних резервов, которые нельзя вовлечь в управление административными методами, отсутствие группового давления. Показано, что процесс командообразования должен строиться на основе анализа компетенций и ролей каждого члена команды, а также их интеграции в совместную работу. The article is devoted to the features of the team building process in project teams. It is shown that this process is due to the specific properties of teams, which make it possible to distinguish them from the collective characterized by a rigid subordination structure. It has been revealed that such team properties include the integration of intellectual and personal resources, finding and using internal reserves that cannot be involved in the management of administrative methods, and the absence of group pressure. It is shown that the team building process should be based on an analysis of the competencies and roles of each team member, as well as their integration into joint work.

Information systems project teams: factors for high performance

2019 ◽  
Vol 25 (1/2) ◽  
pp. 69-83 ◽  
Author(s):  
Isabel Moura ◽  
Caroline Dominguez ◽  
João Varajão
Keyword(s):  
Information Systems ◽  
Team Performance ◽  
High Performance ◽  
Empirical Studies ◽  
Business Environment ◽  
Project Team ◽  
Project Teams ◽  
Content Type ◽  
Team Members ◽  
Performance Project

Purpose The purpose of this research is twofold: identify and gain a better insight on factors that can influence high performance of Information Systems (IS) project teams from the perspective of IS professionals (i.e. team members and leaders), and thus contribute to the general discussion on high-performance project teams; and offer both IS project team members and their project managers some feedback on how to build and manage teams more constructively and to enhance team performance in today’s demanding business environment. Design/methodology/approach The authors used an exploratory case study of a small-size holding company and a qualitative analysis of the data to address the research questions. Findings Results show a set of perceived factors that can influence high team performance in IS projects. Participants’ perceptions barely coincide. For instance, mutual trust was the only factor suggested as facilitating high team performance by 5 participants (out of 13). Differences may be because of participants’ characteristics (e.g. time on the job). All perceived factors are classified in the literature as nontechnical (i.e. having to do with behavioral and/or socio-organizational matters of project management). Originality/value This paper is among the very few empirical studies consolidating knowledge on high-performance IS project teams (e.g. it is still unclear if there are IS project team-specific factors that influence high performance). For the highly technical IS industry, this study came across human-centric factors transversal to different project teams.

Civil engineers’ personal values/demographics linkage in project team building

2017 ◽  
Vol 24 (6) ◽  
pp. 1337-1349 ◽  
Author(s):  
Atilla Damci ◽  
David Arditi ◽  
Gul Polat
Keyword(s):  
Statistical Analysis ◽  
Work Experience ◽  
Personal Values ◽  
Team Building ◽  
Project Teams ◽  
Team Leaders ◽  
Content Type ◽  
First Time ◽  
The Relationship ◽  
Civil Engineers

Purpose The purpose of this paper is to explore the relationship between civil engineers’ demographics (e.g. age, marital status, education, work experience) and their personal values. The objective was to predict civil engineers’ personal values based on their demographics. Design/methodology/approach A questionnaire survey was administered to civil engineers to collect data on their demographics and their personal values. Statistical analysis was performed to verify whether a significant statistical relationship exists between civil engineers’ demographics and their personal values. Findings The most important and the least important personal values were identified for civil engineers. Statistical analysis indicated that civil engineers’ values do vary based on their demographics. Research limitations/implications The results of this study cannot be generalized, because individuals’ personal values and demographics are, by definition, local. Location and culture may affect the personal values of civil engineers. Practical implications Team leaders normally have access to information about the demographics of the engineers they employ; based on the results of this study, they should be able to predict their personal values, and to make more informed decisions when appointing them to particular positions on project teams. Originality/value The research presented in this paper, establishes for the first time, that a linkage exists between civil engineers’ personal values and their demographics, and makes it easier for team leaders to make assignment decisions.

The Code Breaker: Jennifer Doudna, gene editing, and the future of the human race

2021 ◽  
Vol 26 (2) ◽  
Author(s):  
Arthur A Boni
Keyword(s):  
Technology Transfer ◽  
Business Model ◽  
High Performance ◽  
Gene Editing ◽  
Team Building ◽  
Human Race ◽  
Academic Scientist ◽  
Biotechnology Companies ◽  
Academic Laboratory

In this book review and accompanying commentary and Addendum, we focus on 5 principal topics/major themes that are of interest for our readership, with a focus on framing the translation of transformative technology into a platform business model in biopharma.  We focus on: 1) the behavioral and personal side of the story of the academic scientist, in this case the principal “code breaker” – Jennifer Doudna; 2) the innovation/technology transfer models, including team building appropriate for successfully translating technology from the academic laboratory into the private sector; 3) the IP considerations needed for broad commercialization and dissemination of pivotal, platform inventions in biopharma; and, 4) framing the issues surrounding the ethical discussion related to use in patients associated with a transformative, gene based technology like CRISPR. We also include an Addendum that covers, 5) Some pertinent, concluding comments on the importance of high–performance, diverse teams for founding, building, and growing successful biotechnology companies.

Guidelines for Delivering Personal-Disclosure Mutual-Sharing Team Building Interventions

2006 ◽  
Vol 20 (3) ◽  
pp. 348-367 ◽  
Author(s):  
Nicholas L. Holt ◽  
John G.H. Dunn
Keyword(s):  
High Performance ◽  
Group Communication ◽  
Team Building ◽  
Contextual Sensitivity ◽  
Communication Practices ◽  
Soccer Team ◽  
Building Activities ◽  
Professional Guidance ◽  
Personal Disclosure ◽  
Women's Soccer

The overall purpose of this study was to provide professional guidance to practitioners who may wish to deliver Personal-Disclosure Mutual-Sharing (PDMS) team building activities. First we replicated and evaluated a PDMS intervention previously used by Dunn and Holt (2004). Fifteen members (M age = 25.4 yrs) of a high performance women’s soccer team provided evaluative data about the intervention they received via reflective interviews. Benefits of the PDMS activity were enhanced understanding, increased cohesion, and improved confidence. Guidelines for professionals who may wish to use this team building approach are provided in terms of (a) establishing group communication practices during the season, (b) delivering the meeting, and (c) demonstrating contextual sensitivity.

scholarly journals Multicriteria Decision Making Model for the New Team Member Selection Based on Individual and Group-Related Factors

2011 ◽  
Vol 3 (2) ◽  
pp. 103-114
Author(s):  
Jakub Wojnar
Keyword(s):  
Decision Making ◽  
Team Member ◽  
Team Building ◽  
Multicriteria Decision Making ◽  
Individual Characteristics ◽  
Related Factors ◽  
Multicriteria Decision ◽  
Novel Approach ◽  
Member Selection ◽  
Decision Making Model

Multicriteria Decision Making Model for the New Team Member Selection Based on Individual and Group-Related FactorsThis paper presents a novel approach to the team building emphasizing group-related attributes of potential candidates instead of focusing on their individual characteristics during the recruitment process. The main assumption is that the teamwork capabilities are equally if not more important than individual skills or competences when selecting new team member. Myers-Briggs Type Indicator is used for analyzing teamwork capabilities and multicriteria decision making model will be developed as a final solution.

Empowering Leadership in a University Spin-off Project: A Case Study of Team Building

2019 ◽  
Vol 8 (3) ◽  
pp. 335-349
Author(s):  
Pauli Turunen ◽  
Esa Hiltunen
Keyword(s):  
Best Practices ◽  
Team Building ◽  
Team Leadership ◽  
Project Team ◽  
Project Teams ◽  
Empowering Leadership ◽  
Narrative Study ◽  
Innovation Project ◽  
Rational Process

This case study explores university spin-off (USO) team building from leadership and intrapreneurship perspectives. The study sheds light on a USO team member’s view of team building, examining the inherent tensions and challenges, but also the best practices of team building in general. Thus, the case is based on narrative study and evocative autoethnography, providing knowledge from an insider´s perspective of USO team building and also team leadership, especially for supporting intrapreneurship. The intrapreneurship allows an employee to act like an entrepreneur—in this case, within a USO project team. Instead of considering team building as a completely rational process, the case stresses the need to take into account soft aspects, like emotions, in USO team building. This case study should assist other innovative teams in the future to process narratively different factors, relationships and team behaviour within innovation project teams.

scholarly journals Linking Team Condition and Team Performance: A Transformational Leadership Approach

2017 ◽  
Vol 48 (2) ◽  
pp. 22-38 ◽  
Author(s):  
Amin Akhavan Tabassi ◽  
Kamand M. Roufechaei ◽  
Abu Hassan Abu Bakar ◽  
Nor'Aini Yusof
Keyword(s):  
Transformational Leadership ◽  
Team Performance ◽  
High Performance ◽  
Leadership Behavior ◽  
Team Building ◽  
Theoretical Perspective ◽  
Team Development ◽  
Team Leaders ◽  
Team Members ◽  
Mediating Role

Because project teams in the construction industry shape the primary focus of the industry's project life cycle, a high-performance construction workplace facilitates employees’ technical and innovation skills through team development. Drawing on the current research in general teamwork and leadership, this study, from a theoretical perspective, extends the team condition as a hierarchical construct, incorporating six associated components. This article argues that team building and team development can be studied as ongoing processes that are crucial to project success. In order to reduce the risk of common method variance, the research analysis was completed using 94 construction teams from three different sources, within which team members rated their leader's transformational leadership behavior. The team leaders evaluated the team's conditions, and, lastly, the supervisor of each team rated the team's performance. The model shows that the team condition, which is defined as the factors that contribute to making a great team, has significant direct and indirect impacts on team performance. Furthermore, the transformational leadership behavior of team leaders showed a mediating role between the team condition and the performance.

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