Skip to content
Added to your Saved Content Go to my Saved Content Added to your CPD log

View or edit this activity in your CPD log.

Go to My CPD
Only APM members have access to CPD features Become a member Already added to CPD log

View or edit this activity in your CPD log.

Go to My CPD

Competence Framework - 16 of 29

< Back         Next > 

COMPETENCE 16: TEAM MANAGEMENT

The ability to select, develop and manage individuals to create and sustain teams.

Introduction

Team management entails bringing people together and motivating, co-ordinating and developing them to achieve specified objectives that cannot be realised individually. It involves encouraging team members, internal and external, to work in collaboration towards achieving a common goal. The success of any change initiative is dependent on effective team management.

KNOWLEDGE

Knowledge of the vision and goals of a change initiative and the maturity of the team.

 

APPLICATION

Agree team objectives and ways of working to achieve the vision and goals of a change initiative. Determine the level of maturity of the team.

Consider:

  • Ways to develop team objectives.
  • The different stages of team development and ways to determine the maturity of the team.
  • The chosen life cycle and delivery approach in place.

 ❷

KNOWLEDGE

Knowledge of the way in which individual and team needs correlate.

 

APPLICATION

Meet the demands of a change initiative through balancing individual and team needs. Celebrate the success of team achievements.

Consider:

  • Characteristics of a successful team.
  • Ways to motivate and sustain individuals within the team.

KNOWLEDGE

Knowledge of the range of development and support opportunities available.

 

APPLICATION

Provide opportunities for coaching and mentoring to members of a team. Create an environment of learning and trust to promote continual development, with the ability to be alert to any signs of stress within the team.

KNOWLEDGE

Knowledge of the ways in which team dynamics change.

 

APPLICATION

Address performance issues likely to negatively impact the success of a change initiative.

Consider:

  • Ways to maintain a healthy team ethos and avoid ‘groupthink’.
  • Typical indicators of performance issues.
  • The different ways of addressing performance issues.

KNOWLEDGE

Knowledge of performance monitoring techniques.

 

APPLICATION

Acknowledge levels of performance through constructive feedback to individuals and teams.

Consider:

  • The tools and techniques available to deliver constructive and effective feedback.
  • The factors that create a safe and receptive environment.