Energizing Working Relationship … Reimagining Definition of Teamwork ..!

The current trend in most organizations is to move towards more of a , “ Team based Structure “ and thereby support the concept of a flat structure with limited hierarchies . Team based structure , goes through a transversal mode and on an “ end to end “ process?, which is more customer centric based . It is believed that such an approach , can sustain Service Excellence along with supporting Flexibility , Agility and Customer Centricity?

With the above approach , the definition of team work and collaborative work within an organization needs a closer examination and better definition .

A conventional definition of Team work , would be , within an activity , all those who work on various tasks?become a part of one team hence they should be operating in good harmony This definition is changing ..!! More so , after the Pandemic …

So , what is Teamwork ?

A team , can no longer be defined as a composition of , a small group of employees , who are operating , with limited vision. That’s an “island “ ?which is excessively internalised with limited ?external impact on the other elements of the value chain ?. It is this value chain which finally defines?; Customer Experience , Revenues and Profitability ..

The paradigm now is more about , following the process from “ Initiation to Closure “ , leading to a new definition of “ Team Work “ .

Teams , now have a two dimensional definition to enable the,“ end to end process“ concept ?. It is more about flow of a process instead of linking two or multiple blocks of activities ( or multiple teams ) whilst enabling ?excellence in , customer experience .

While we have physical sub teams with boundaries , performance management of a process cannot be limited to physical sub teams , it will need to go well beyond into the concept of a “ single ?end to end extended team “ . ?This would form the core of the new “ Relationship Paradigm within Teams “

When we change the definition of Teamwork and we also need to add the dimension of “ Work from Home “ , as well ?. Hence , multiple compelling reasons to , introduce significant changes in the operating models of teams and related responsibilities , individually ?and collectively .

Managing Change in team and it’s working?models can be an interesting subject with possibilities of being implemented with a simple approach without excessive disruption . Of course , it can also be complex depending upon the individuals and team , that are involved in the process . Since I have discussed Change Management in some of my earlier posts , I won’t go into the details of it . ?Let us take the subject of the new paradigm in Working Relationship or Team Structures and apply some thoughts on it . We could reflect on how we could address this change , in a seamless manner ?

The New Team Structure for Current Times … Way Forward ?

There will be a large number of people who come into the reckoning , when we consider ?team work in a multi dimensional structure ( of course , the pandemic adds some new variables to team working ) . In this backdrop , “ building and enriching?relationships “ becomes complex and warrants a much more focused effort by each one of us.Is it possible ? Of course , it is definitely ?achievable , if we don’t allow our thoughts to wander and pose a question like , “ What will I gain from it ? “ or “ Is it really required since it is just about the work place ? “ .

Can team structures be simplified ?

If we are able to move beyond the above questions and think about the organization landscape as a part of our personal development and also an opportunity to , contribute towards the success of another colleague , then it is possible to make significant progress in terms of simplifying team structures and enriching our working relationship ?. ?

The concept of “ Normal and Extended “ teams , will come into regular reckoning in the future . So what are these teams ? For the success of the organization it will be imperative that both these models are in harmony and operating seamlessly?.

“ Normal Teams “ will be more of “ sub teams “ , which is focused on a set of tasks , while the “ Extended Teams “ , are the real teams since they will be focused on the “ end to end process “ where in the trigger of the process is by the external customer and closure of the process is also , with the customer . The role of the Leadership layer and the HR organization will be critical in ensuring , that the new “ Eco system of Reimagined Team Structures “ gets well defined and sustained to support the concept of “ Normal and Extended Teams “ . Flow of data and communication within the teams and with the world outside becomes a part of the critical success factor hence requiring significant focus . ?

Enabling employees at all levels in the hierarchy, to navigate through various new concepts in Human Capital and Team Paradigms , will be the responsibility of the “ Core Leadership Group “ . They will need to be inspirational by demonstrating, with clear actions, on how to align with across multiple functions and have a larger connect within the organisation. They will need to communicate to all , that everyone should be equally interested and concerned about the performance of others apart from their own since all the teams in the organisation , are linked in the chain which creates value for the external customers .

Success and team work in the professional world of the future , will not be determined by what you achieved individually or through multiple teams . It will be more determined by collectively as “ One Team “ ?, which is more transversal ( end to end focused ) with an objective of making the ?organization stronger in terms of delivering consistent?“ Customer Experience and?Service Excellence “ .

Future organization , will have more of expanded teams , to accommodate the concept of ?“ end to end process “ management . It will not operate in small groups which is not interested in the other groups of the organization ..

Paradigm is changing , be a part of the change by learning much more of various dimensions of business and develop multiple skills to participate actively ..

Make an Impact , begin thinking wider and beyond your current role within your team , paradigms are changing rapidly

Wishing you and families a very healthy and fulfilling 2022 ….!!