Building a productive, diligent and committed team in any organisation is a big task for many companies. A team can be anything from two depending on the size of the organisation. It is not usually a straight forward issue but adopting some proved approach and tactics can help you to build a dynamic team. It is important to understand that the society is changing and so also is the attitudes to things. For instance many people don’t want to get tied to a particular job for a long time as it was in time past. This is not a work place problem only; it is affecting every segment of the society. You might have observed that many people migrate to find jobs in other countries just to find a change from the monotony of their communities’ living pattern.

There are many countries where multi-cultural ideology is gaining ground; many people from different orientation live and work together and as a result there has been a lot of shift in work-place structure and policies. For instance, a lot of things that were tolerated in the past must not be mentioned any more in a work place. In Britain for instance, the policy of equality applies and abuse and bullying have zero tolerance. None compliance to these things are capable of destroying a team or any organisation.

Employment is now more like partnership rather than the boss-servant relationship of the past. People are more self-conscious than they were before; they know what they contribute to an organisation and what their market value is. For instance in the past footballers were more attached to a club and built lasting bonds with the fans; today, that is not the case, the situation is “highest bidder gets the best legs.” The same trend is fast creeping into the rest of job market and very soon it might become more pronounced than ever. The economic down-turn will not change the trend.

There is more specialisation today than before and people focus in their field and acquire detailed knowledge about things. This calls for more consultation and group participation at work place. Team meetings can be more productive when people are allowed to brief other stakeholders about how they want to carry out their project and when there are suggestions, different views or disagreement, it should be done with respect and dignity. The old system where the boss knows everything is lame; nobody knows everything and bullying is illegal now.

Setting realistic goals and targets is very vital in team building; for instance asking a third division club to go and win the football world cup is not only a folly, it is distasteful and porous; some organisations do the same thing. People go for seminars where they were taught all manner of things and they quickly run back to start driving ill-equipped work force to go to Mars. It is important that organisations live their size par-time and work progressively towards their dream. The drives should be proportional to their strength and available material resources. The team should always have intelligent planning and briefing before and during any project. Meetings that waste time should be limited and fire fighting approach should be avoided. Job scheduling should be respected and when things that can alter those schedules are brought in, it should be accommodate in the general plans. This will help an organisation to stay focussed, clear backlog of assignments and avoid burning valuable energy.

Accountability: this is a very vital aspect of organisational management. It can cause great conflicts in organisations. The line of responsibilities and accountability should be laid out clearly and reviewed from time to time. When this is done properly there will be less conflicts and dissention. Don’t run counter-productive responsibility and accountability system; develop well planned job procedures and reporting system. Make every effort to give your client realistic time to deliver their project, if not, you will create multiple problems; one with you customers and the other with your team.