Team Management Skills

The Skills You Need to be a Great Boss

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Team Management Skills  
The Core Skills Needed to Manage Your Team

Moving Into Your First Management Role  
Learning to be a Successful Manager

Mintzberg's Management Roles  
Identifying the Roles Managers Play

Seven Surprises for New Managers  
Common Management Misconceptions

Management By Wandering Around (MBWA)  
Staying in Touch with Your Team

Supporting Your People  
Helping Team Members Achieve

Deming's System of Organizational Knowledge  
Understanding Your Organization

Improving Team Effectiveness

Building an Effective Team  
Creating a Productive and Efficient Group

DILO (Day In the Life Of)  
Improving Team Effectiveness by Analyzing Daily Activity

Team Briefings  
Sharing Organizational Information Efficiently

Four Dimensions of Relational Work  
Matching Interpersonal Skills to Tasks

Employee Satisfaction Surveys  
Learning What Your People Think

Accounting for Time  
Making the Most of Time Recording

Why the Rules Are There  
Helping People Understand and Enforce Rules

Safety in Teams  
Fostering a Culture of Safety

Building Confidence in Other People  
Creating Self-Assured Teams

Creating a Healthy Workplace  
Maximizing Team Happiness and Productivity

Lencioni's Five Dysfunctions of a Team  
Solving Key Teamworking Problems

Birkinshaw's Four Dimensions of Management  
Developing an Appropriate Management Model

Waldroop and Butler's Six Problem Behaviors  
Overcoming Obstructive Behavior Patterns

Getting Your Team Through the Holiday Season  
Relieving Holiday-Induced Stress

Managing in a Matrix Organization  
Collaborating with Other Managers

The GRPI Model  
Increasing Team Effectiveness

Team Dynamics

Forming, Storming, Norming, and Performing  
Understanding the Stages of Team Formation

Cog's Ladder  
Understanding and Accelerating Group Formation

The Leader-Member Exchange Theory  
Getting the Best From all Team Members

Belbin's Team Roles  
How Understanding Team Roles Can Improve Team Performance

The PAEI Model  
Developing Your Management Team's Roles

Benne and Sheats' Group Roles  
Identifying Both Positive and Negative Group Behavior Roles

The Margerison-McCann Team Management Profile  
Organizing Teams for Maximum Effectiveness

Team Charters  
Defining Expectations Upfront to Improve Results

Building Trust Inside Your Team  
Creating a Strong, Cohesive Group

Gaining the Trust of Your New Team  
Developing a Reputation as a Trustworthy Manager

Managing Emotion in Your Team  
Maintaining Harmony in a Group

Improving Group Dynamics  
Helping Your Team Work More Effectively

Helping People Flourish at Work  
Creating a Thriving Team

The JD-R Model  
Analyzing and Improving Employee Well-Being

Team-Building Activities

Team-Building Exercises  
Planning Activities That Actually Work

Team-Building Exercises – Communication  
Fun Ways to Build Communication Skills

Team-Building Exercises – Strategy and Planning  
Engaging Ways to Build Core Skills

Team-Building Exercises – Problem Solving  
Fun Ways to Turn Problems Into Opportunities

Team-Building Exercises – Leadership  
Developing Leaders for the Future

Team-Building Exercises – Creativity  
Strengthening Creative Thinking in Your Team

Effective Recruitment

Effective Recruitment  
Finding the Best People for Your Team

When to Create a New Role  
Choosing the Right Time to Expand Your Team

Writing a Job Description  
Conveying the Meaning of the Job

Hiring People: Questions to Ask  
Know What to Ask to Find the Right Person

Inbox/In-Tray Assessment  
Uncovering How An Employee Will Perform on the Job

Successful Handovers - How to Make a Smooth Transition  
How to Make a Smooth Transition

Success Profiling  
Benchmarking Recruits Against Your Top People

Using Recruitment Tests  
Hiring With Better Results

Understanding Workplace Values  
Finding the Best Cultural Fit

Aptitude Testing  
Assessing the Potential for Success

Successful Induction  
Getting New Team Members Off to a Great Start!

Engaging New Recruits  
Building and Maintaining Motivation

Off to the Right Start  
Teaching Basic Skills to New Hires

Exit Interviews  
Getting Feedback From Departing Staff

The Peter Principle  
Avoiding Promoting People to a Level of Incompetence

How to Run an Accelerated Recruitment Drive  
Successfully Hiring on a Mass Scale

How to set up and run a Remote Interview  
Recruiting Remote Candidates Effectively

Developing Your Team

Understanding Developmental Needs  
Helping Your People Reach Peak Performance

Training Needs Assessment (TNA)  
Making Sure That Your Team is Properly Trained

Heron's Six Categories of Intervention  
Understanding How to Help People More Effectively

Talent Management  
Identifying, Developing, and Keeping Talented People

Succession Planning  
Seamlessly Transferring Key Knowledge, Skills and Abilities

Handling People's Retirement  
Transferring Knowledge and Maintaining Motivation

Active Training  
Maximizing Engagement in Team Learning

On-the-Job Training  
Developing a Hands-On Training Program

Instructor-Led Training  
Creating an Effective Learning Experience

Kirkpatrick's Four-Level Training Evaluation Model  
Analyzing Training Effectiveness

The Nine-Box Grid for Talent Management  
Assessing Team Performance and Potential

Creating a Flexible Workforce

Helping Your People Develop Emotional Intelligence  
Creating a Positive, Balanced Team

Building a Positive Team  
Helping Your People be Happy and Engaged

Planning a Company Retreat  
Designing Exciting and Memorable Off-Site Events

Coaching Your Team

The GROW Model  
A Simple Process for Coaching and Mentoring

What is Coaching?  
How to be an Effective Coach

Coaching for Team Performance  
Improving Productivity by Improving Relationships

Coaching with Feedback  
Helping Your People to Improve Their Performance

Coaching for Talent Development  
Helping People Become More Effective

The Skill/Will Matrix  
Choosing the Best Coaching Approach

Coaching Through Change  
Helping People Embrace Change

Informal Coaching for Managers  
Knowing When to be a Coach

High-Performance Coaching  
Achieving Full Potential

Solution-Focused Coaching  
Using a Simple and Positive Coaching Approach

Building Rapport in Coaching  
Developing Mutual Understanding and Trust

Coaching to Develop Self-Awareness  
Helping People Get to Know Themselves

Coaching to Explore Beliefs and Motives  
Understanding What Drives Your People

Gibbs' Reflective Cycle  
Helping People Learn From Experience

The POSITIVE Model of Coaching  
Getting People Excited About Their Goals

The PRACTICE Model of Coaching  
Finding the Best Solution to a Problem

David Grove's Clean Language  
Communicating with Greater Clarity

Motivating Your Team

Motivating Your Team  
How to Motivate Your People

Theory X and Theory Y  
Understanding Team Member Motivation

McClelland's Human Motivation Theory  
Discovering What Drives Your Team

Herzberg's Motivators and Hygiene Factors  
Learn How to Motivate Your Team

Sirota's Three-Factor Theory  
Keeping Workers Enthusiastic

The Three Component Model of Commitment  
Improving Commitment and Engagement

Expectancy Theory  
Motivate Your Team by Linking Effort With Outcome

Maslow's Hierarchy of Needs  
Building a Happier, More Satisfied Team

Alderfer's ERG Theory  
Understanding the Priorities in People's Needs

Pygmalion Motivation  
Motivating Improved Performance by Setting High Expectations

Amabile and Kramer's Progress Theory  
Using Small Wins to Enhance Motivation

Handy's Motivation Theory  
Motivating People to Work Hard

Broaden and Build Theory  
Using Positive Emotions to Build Success

Team-Specific Motivation  
Discovering Your Team's Biggest Motivators

Rewarding and Engaging People

Understanding Strategic Compensation  
Creating the Right Pay Structure

The Psychological Contract  
Meeting Your Team's Unspoken Expectations

Adams' Equity Theory  
Balancing Employee Inputs and Outputs

Hackman and Oldham's Job Characteristics  
Understanding the Basis of Job Enrichment

Rewarding Your Team  
Learning Why "Thank You" Is So Vital

Job Enrichment  
Increasing Job Satisfaction

Managing High Achievers  
Harnessing Top Performers' Full Potential

Keeping Valued Team Members  
Restoring Commitment to Prevent Resignations

Job Embeddedness  
Reducing Staff Turnover

Re-Engaging Team Members  
Turning Negative Back to Positive

Motivating Without Bonuses  
Keeping Your Team Happy Without a Check

Theory Z  
Merging Eastern and Western Management Styles

Helping People Take Responsibility  
Encouraging Accountability

Creating an Energizing Work Environment  
Providing an Inspiring Place to Work

Helping Your People Find Purpose in Their Work  
Finding Deeper Meaning in a Job

Performance Management

Performance Management and KPIs  
Linking Activities to Vision and Strategy

Management by Objectives (MBO)  
Aligning Objectives With Organizational Goals

Holding People Accountable  
Helping People Take Ownership of Their Work

Performance Appraisals  
Getting Real Results From Performance Reviews

Dealing With Poor Performance  
Is it Lack of Ability or Low Motivation?

Performance Agreements  
Increasing Personal Accountability

Using Stretch Goals With Your Team  
Inspiring Excellence in Others

Delegating Effectively

How Well Do You Delegate?  
Discover Ways to Achieve More

Successful Delegation  
Using the Power of Other People's Help

Avoiding Micromanagement  
Helping Team Members Excel – On Their Own

Preventing Manager Dependency  
Teaching Your Team to Be More Independent

Task Allocation  
Pick the Right Player for the Job

Managing Different Groups of Workers

Managing Perfectionists  
Harnessing the Commitment to Excellence

Managing Introverted Team Members  
Harnessing the Power of Independent People

Managing Unsociable People  
Getting the Best From Solitary Team Members

Communicating With Deaf or Hard-of-Hearing Colleagues  
Overcoming Hearing Loss Challenges

Managing Extroverts  
Harnessing the Energy of Your "People People"

Managing Volatile People  
Get the Best From Emotional Team Members

Managing Part-Time Staff  
Strategies for Your Flexible Workforce

Managing Home-Based Team Members  
Working With Remote Staff

Managing Working Parents  
Creating a Flexible, Happy Workforce

Managing Knowledge Workers  
Getting the Most from Them

Managing Caregivers  
Respecting the "Sandwich Generation"

Managing Salespeople  
Motivating an Ambitious, Driven Team

Managing Contractors  
Hiring, Managing, and Motivating Contract Workers

Managing Freelancers  
Finding and Motivating Independent Workers

Managing Volunteers  
Finding the Right Balance

Managing Interns  
How to Find and Develop Yours

Working With an Executive Assistant  
Building a Successful Relationship

"Blue Collar" Workers  
Making the Most of People's Hard Work and Skills

How to Manage a Team Member With PTSD  
Fostering High Performance Through Empathy

Managing Unskilled Workers  
Keeping People Happy and Motivated

Emotional Labor  
Helping Workers Present a Positive Face

Managing People With Low Ambition  
Using Different Motivational Strategies

Managing Generation Y'ers  
Harnessing the Talent of a New Generation

Managing Friends and Family Members  
Balancing Personal Relationships at Work

Managing Pessimists  
Harnessing Negative Thinking... Positively

Working With Consultants  
Getting the Best From Independent Experts

How to Manage Passive-Aggressive People  
Bringing Hidden Hostility to Light

How to Manage Rivalry in the Workplace  
Avoiding the Negative Effects of Rivalry

Managing Different Types of Teams

Setting up a Cross-Functional Team  
Working Effectively With Other Functions

Managing Cross-Functional Teams  
Balancing Team Needs and Functional Lines

Managing a Geographically Dispersed Team  
Achieving Your Goals Together While Apart

Managing Virtual Teams  
Team Working That Overcomes Time and Space

Managing in a Results-Only Work Environment  
Measuring Output, not Presence

Managing in a Unionized Workplace  
Getting Things Done in a Constructive Way

Managing in a Call Center  
Creating a Positive Work Environment

Managing Around the World

Managing in Argentina  
Working in an Artistic, Cultured Economy

Managing in Australia  
Working Successfully in an Independent Culture

Managing in Brazil  
Working in an Emerging Economy

Managing in Canada  
Working in a Diverse Country

Managing in Chile  
Working in a Relationship-Oriented Culture

Managing in China  
Working in a Global Powerhouse

Managing in France  
Working in a Culturally Rich Country

Managing in Germany  
Working With German Culture and Teams

Managing in Hong Kong  
Working in a Diverse, Thriving Culture

Managing in India  
Achieving Success in a New Culture

Managing in Indonesia  
Navigating a Diverse, Vibrant Culture

Managing in Italy  
Working in a Culturally Rich Country

Managing in Japan  
Etiquette and Management Strategies

Managing in Malaysia  
Navigating a Land of Contrasts

Managing in Mexico  
Working in a Vibrant, Diverse Culture

Managing in New Zealand  
Working in a Friendly, Outgoing Culture

Managing in Nigeria  
Working in a Culturally Rich, Vibrant Economy

Managing in Poland  
Achieving Success in a Changing Culture

Managing in Russia  
Negotiating a Rapidly Changing Culture

Managing in Saudi Arabia  
Working Successfully in an Islamic Culture

Managing in Singapore  
Working in a Melting Pot of Cultures

Managing in South Africa  
Doing Business in a Changing Culture

Managing in South Korea  
Working in an Ancient yet Modern Culture

Managing in Spain  
Working in a Vibrant, Family-Oriented Culture

Managing in Turkey  
Seizing Opportunity in a Growing Economy

Managing in the United Arab Emirates  
Finding the Balance Between Old and New

Managing in the U.K.  
Working in a Different Culture

Managing in the U.S.  
Working in a Fast-Paced Culture

Difficult Management Situations

Resolving Team Conflict  
Building Stronger Teams by Facing Your Differences

Bad Behavior at Work  
Using Clear Criteria to Identify and Deal With Offenders

Managing Overconfident People  
Controlling the Effects of Overconfidence

Managing Dominant People  
Handling Strong, Challenging Personalities

Managing "Rogues"  
Controlling Disruptive People

Handling Long-Term Absences in Your Team  
Preparing Early for Extended Leaves

Reducing Sick Leave  
Decreasing Absenteeism. and Its Costs

Formal Warnings  
Understanding and Issuing Them

Rationalizing Team Activities  
Reorganizing Priorities in Changing Times

When Teams Shrink  
Coping with Layoffs, and Moving On

Rumors in the Workplace  
Managing and Preventing Them

Managing During a Downturn  
Keeping Morale Up When the Economy is Down

Managing Team Negativity  
Overcoming a Pessimistic Environment

Rebuilding Morale  
Creating a Happy, Committed Workforce

Standing Up for Your People  
Showing Support

Avoiding Discrimination  
Minimize Problems by Being Prepared

From Reactive to Proactive Management  
Getting out of "Firefighting" Mode

Managing "Rebels"  
Guiding Independent Thinkers

Dealing With Bullying on Your Team  
Spotting and Stopping Bad Behavior

Dealing With Seasonal Changes in Workload  
Planning for Busy and Quiet Periods

Managing Grumpy People  
Coping With Team Members' Negative Moods

Dealing With Sloppy Work  
Overcoming Careless Habits in Your Team

Historical Management Theories

Frederick Taylor and Scientific Management  
Understanding Taylorism and Early Management Theory

Elton Mayo's Hawthorne Experiments  
Early Exploration of Workplace Motivation

Frank and Lillian Gilbreth  
Pioneers of Ergonomics

Henri Fayol's Principles of Management  
Early Management Theory

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