Team Development & Performance Management Flashcards

Which stage of team development is characterized by establishing roles and norms?

Answer: Norming

The Norming stage is the third phase in Tuckman's stages of team development, following Forming and Storming. During this stage, team members begin to resolve their differences, establish clear roles, and agree upon shared norms and processes. This leads to increased cohesion, cooperation, and a more stable working environment as the team starts to function effectively.

What is the primary purpose of SMART goals in performance management?

Answer: To set clear, measurable objectives

SMART goals are a framework used in performance management to ensure objectives are Specific, Measurable, Achievable, Relevant, and Time-bound. This structure provides clarity and focus, making it easier to track progress and evaluate success. By setting clear, measurable objectives, individuals and teams can better align their efforts with organizational goals and improve performance.

Which leadership style is most effective for developing high-performing teams?

Answer: Transformational

Transformational leadership is highly effective for developing high-performing teams because it inspires and motivates team members to achieve beyond their perceived capabilities. These leaders foster a sense of purpose, encourage innovation, and empower individuals through intellectual stimulation and individualized consideration. This approach cultivates growth, commitment, and strong team cohesion.

What is the key benefit of 360-degree feedback in performance management?

Answer: To provide multi-perspective performance insights

360-degree feedback is a comprehensive performance appraisal method that gathers feedback from multiple sources, including peers, subordinates, supervisors, and self-assessment. This multi-perspective approach provides a holistic view of an individual's performance, strengths, and development areas. It offers richer, more balanced insights than traditional top-down reviews, aiding in professional growth.

Which technique helps identify skill gaps in a team?

Answer: Skills matrix

A skills matrix is a visual tool used to map and assess the skills and competencies of individual team members against the requirements of a project or team. It helps identify existing strengths, critical skill gaps, and areas for development. This enables leaders to make informed decisions about training, resource allocation, and team composition to optimize performance.

What is the purpose of regular one-on-one meetings in performance management?

Answer: To offer continuous feedback and support

Regular one-on-one meetings are vital in performance management for providing continuous feedback, coaching, and support to employees. These dedicated sessions allow managers to discuss progress, address challenges, set expectations, and offer guidance in a private, focused setting. This proactive approach fosters development, strengthens relationships, and ensures employees feel valued and supported.

Which factor is critical for fostering psychological safety in teams?

Answer: Open communication without retaliation

Psychological safety is critical for high-performing teams, allowing members to feel safe taking interpersonal risks without fear of negative consequences. Open communication without retaliation is essential for this, as it encourages individuals to share ideas, ask questions, admit mistakes, and challenge the status quo. This fosters innovation, learning, and trust within the team.

What does the 'Hawthorne Effect' suggest about team performance?

Answer: Attention from leadership improves performance

The Hawthorne Effect suggests that individuals tend to improve their performance when they are aware of being observed or receiving special attention from management. This phenomenon highlights the impact of psychological and social factors on productivity, indicating that feeling valued and recognized can be a significant motivator. It often plays a larger role than physical working conditions alone.

During a performance review, you notice that a high-performing team member has recently become disengaged, missing deadlines and showing less enthusiasm. What is the best leadership approach to address this issue while maintaining trust and motivation?

Answer: Privately discuss the change in performance, express concern, and ask open-ended questions to understand the root cause.

The best leadership approach is to address the issue directly and empathetically. Privately discussing the change in performance, expressing concern, and asking open-ended questions demonstrates care and respect, building trust rather than eroding it. This allows the leader to understand the underlying reasons for disengagement and collaboratively find solutions, supporting the team member's motivation and re-engagement.