INSML024 Build teams and allocate work to team members
Overview
This standard is about building teams and allocating work to team members, including set up for a particular project and ongoing teams. You specify the purpose of teams and their expertise, skills and attitudes required to achieve them. You ensure that the work required of your teams is allocated amongst team members, taking account of their skills, knowledge and competence, their workloads and opportunities for personal development. You encourage your teams to collaborate and build respect for the strengths and expertise that each employee brings. You encourage creative problem solving and feedback to enhance team and individual performance. You also celebrate individual and team successes and refocus energy when things go wrong.
This standard is for all managers and leaders.
Performance Criteria
specify the purpose of teams and what they must achieve
define the expertise, knowledge, skills and attitudes required to achieve team purpose
identify team members' knowledge, skills and competences to determine their roles within the teams
plan and develop any knowledge, skills and competences lacking in the teams
develop and implement succession and knowledge and skills transfer plans, where required
confirm the work required of teams with your manager and seek clarification on any outstanding points and issues
plan how teams will undertake the work, identifying any priorities or critical activities and making effective use of the available resources
allocate work to team members by taking account of their skills, knowledge, competence, backgrounds and experience
analyse team members existing workloads, and opportunities for their development
brief team members on the work they have been allocated and the standard of performance expected
encourage team members to ask questions, make suggestions and seek clarification in relation to the work they have been allocated
respond to any concerns team members may have about their work
demonstrate behaviours that show and inspires team members to show, respect, helpfulness and cooperation
agree the behaviours that will help achieve team purpose and those likely to hinder progress with team members
support team members to understand their unique contribution to teams, the contributions of fellow team members, and how these complement each other
provide opportunities for team members to get to know each other's strengths and weaknesses and build mutual respect and trust
allow time for teams to develop through their stages of growth
support the team to seize opportunities presented by team member changes and the introduction of new members
encourage team members to share problems with each other and solve these creatively together
encourage open communication between team members, including providing constructive feedback to enhance the performance of individual members and the whole team
monitor the performance of teams to evaluate how well its purpose is being achieved
celebrate team and individual successes together
identify conflicts, acknowledge the feelings and views of all parties, and redirect energy towards a common goal
dissolve teams once their purpose has been achieved and they are no longer required
follow the industry legal, organisational, codes of practice and policies relevant to building teams and allocating work
Knowledge and Understanding
the importance of confirming and clarifying the work required of teams with your manager and how to do this
2. how to identify the scope of knowledge, skills and competence required to achieve the purpose of teams
3. the importance of selecting team members with the required knowledge, skills, competence and different personalities so they can play complementary roles within teams, and how to do so
4. the succession and knowledge and skills transfer planning
5. the importance of agreeing with team members the behaviours that are likely to help achievement of team purpose and those that are likely to hinder progress and should be avoided
6. how to help team members to understand their unique contribution to team purpose
7. the contributions expected of team members and how these compliment and support each other
8. the importance of providing opportunities for team members to get to know each other's strengths and weaknesses to build mutual respect and trust
9. the importance of encouraging open communication between team members, and how this supports collaboration
10. how to provide feedback to team members to enhance the performance of fellow team members and the team as a whole
11. the importance of allowing time for teams to develop through its stages of growth, and how to do so
12. the importance of celebrating team and individual successes together and commiserating together when things go wrong
13. the different ways of communicating with members of teams and refocusing the energy on achieving its purpose
14. how to plan the work of teams, including how to identify any priorities or critical activities and the available resources
15. why it is important to allocate work across teams and how to do so
16. why it is important to brief team members on the work they have been allocated and the standard or level of expected performance and how to do so
17. the ways of encouraging team members to ask questions, seek clarification and make suggestions in relation to the work which they have been allocated
18. the concerns team members may have about their work and how to address these concerns
Industry and sector specific knowledge and understanding
19. the industry and sector legal, organisational, codes of practice and policies relevant to your role and the activities being carried out
20. the industry and sector requirements for the development or maintenance of knowledge, skills and competence.
Context specific knowledge and understanding
21. the purpose and objectives of your teams, the plans for undertaking the required work and the resources required
22. the required mix of expertise, knowledge and skills to achieve teams' purpose
23. the work required of your teams and your organisation's standards or levels of expected performance
24. the backgrounds and experience of team members, their knowledge, skills, competence and workloads
25. the opportunities for team members' development and your organisation's policy and procedures for personal and professional development
26. the reporting lines in your organisation and the limits of your authority
INSML024 Build teams and allocate work to team members
Overview
This standard is about building teams and allocating work to team members, including set up for a particular project and ongoing teams. You specify the purpose of teams and their expertise, skills and attitudes required to achieve them. You ensure that the work required of your teams is allocated amongst team members, taking account of their skills, knowledge and competence, their workloads and opportunities for personal development. You encourage your teams to collaborate and build respect for the strengths and expertise that each employee brings. You encourage creative problem solving and feedback to enhance team and individual performance. You also celebrate individual and team successes and refocus energy when things go wrong.
This standard is for all managers and leaders.
Performance Criteria
Knowledge and Understanding
the importance of confirming and clarifying the work required of teams with your manager and how to do this
2. how to identify the scope of knowledge, skills and competence required to achieve the purpose of teams
3. the importance of selecting team members with the required knowledge, skills, competence and different personalities so they can play complementary roles within teams, and how to do so
4. the succession and knowledge and skills transfer planning
5. the importance of agreeing with team members the behaviours that are likely to help achievement of team purpose and those that are likely to hinder progress and should be avoided
6. how to help team members to understand their unique contribution to team purpose
7. the contributions expected of team members and how these compliment and support each other
8. the importance of providing opportunities for team members to get to know each other's strengths and weaknesses to build mutual respect and trust
9. the importance of encouraging open communication between team members, and how this supports collaboration
10. how to provide feedback to team members to enhance the performance of fellow team members and the team as a whole
11. the importance of allowing time for teams to develop through its stages of growth, and how to do so
12. the importance of celebrating team and individual successes together and commiserating together when things go wrong
13. the different ways of communicating with members of teams and refocusing the energy on achieving its purpose
14. how to plan the work of teams, including how to identify any priorities or critical activities and the available resources
15. why it is important to allocate work across teams and how to do so
16. why it is important to brief team members on the work they have been allocated and the standard or level of expected performance and how to do so
17. the ways of encouraging team members to ask questions, seek clarification and make suggestions in relation to the work which they have been allocated
18. the concerns team members may have about their work and how to address these concerns
Industry and sector specific knowledge and understanding
19. the industry and sector legal, organisational, codes of practice and policies relevant to your role and the activities being carried out
20. the industry and sector requirements for the development or maintenance of knowledge, skills and competence.
Context specific knowledge and understanding
21. the purpose and objectives of your teams, the plans for undertaking the required work and the resources required
22. the required mix of expertise, knowledge and skills to achieve teams' purpose
23. the work required of your teams and your organisation's standards or levels of expected performance
24. the backgrounds and experience of team members, their knowledge, skills, competence and workloads
25. the opportunities for team members' development and your organisation's policy and procedures for personal and professional development
26. the reporting lines in your organisation and the limits of your authority