Building a Strong Team
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Building a Strong Team
As in any field, employees in public health tend to be more productive and satisfied in their work when they are part of a strong, supportive team. How do leaders help to bring about such a team?
This week you learned about several strategies for building teams that meet the needs of the organization and of the team members. These strategies include the use of the Behavioral Event Interview (BEI) when hiring, as well as the STAR method, which can be helpful in many contexts including an interview. As a reminder, “STAR” stands for:
ANSWER THE FOLLOWING QUESTIONS:
1.Situation: give an example of a situation you were involved in that resulted in a positive outcome
2.Task: describe the tasks involved in that situation
3.Action: talk about the various actions involved in the situation’s task
4.Results: what results directly followed because of your actions
USE THE FOLLOWING ARTICLES ONLY (DO NOT DEVIATE FROM ARTICLES)
1. Fernandez, C. (2007). Employee engagement. Journal of Public Health Management & Practice, 13(5), 524-526.
2. Fernandez, C. (2006). The behavioral event interview: Avoiding interviewing pitfalls when hiring. Journal of Public Health Management & Practice, 12(6), 590-593.
Please apply the Application Assignment Rubric when writing the Paper.
I. Paper should demonstrate an excellent understanding of all of the concepts and key points presented in the texts.
II. Paper provides significant detail including multiple relevant examples, evidence from the readings and other sources, and discerning ideas.
III. Paper should be well organized, uses scholarly tone, follows APA style, uses original writing and proper paraphrasing, contains very few or no writing and/or spelling errors, and is fully consistent with doctoral level writing style.
IV. Paper should be mostly consistent with doctoral level writing style.
For this Discussion, consider the steps you could take as a leader to build a strong team. What would you do to hire your replacement in your current job (if you work in the public health area) or to fill a public health position you hope to hold in the near future? How might you use the BEI and STAR method to help you in this hiring/interviewing process?
SAMPLE ANSWER
Employees tend to be more productive and satisfied with their work when they are part of a strong, supportive team with the help of a strong team leader. Leaders significantly influence building a strong team through application of strategies that build teams that meet organizational and team member’s needs. Fernandez (2006) argues that building a strong team is a challenging task for managers. Team selection and team building are the predictors of future derailment, while hiring the wrong employees is a common experience limiting building a strong team. As a leader, one can build a strong team through hiring the right people for the job roles. The right people should not only have technical skills to qualify as strong team members but should also possess knowledge on the job tasks to be given as well as have soft skills. Soft skills are vital for work dynamics and ultimately govern innovation, productivity and the team’s agility. Leaders can build strong teams through choosing members who have diverse backgrounds to bring a range of skills to the organization. Leaders should look for committed members who are willing to see the vision of the organization come to yield. They will guide the organization towards attaining its vision and mission. A leader should guide the team and be enthusiastic for his role to impact the team positively.
The public health sector is highly dynamic requiring strong teams to perform tasks effectively. To get the right team for public health, it is crucial to hire the right employees for the right job roles. The process of hiring and replacing employees in the public health sector, can be done through strategies like interviewing the candidates before hiring them. According to Fernandez (2006), the interview is an imperative part of letting the team manager about a candidates qualifications, attributes, competencies and traits and how consequently deciding on which candidate best suits the job vacancy. The old style of interview is typically plagued by spending time telling employees about the organization rather than the organization learning about the prospective candidates.
The BEI and STAR method can be useful for the hiring and interviewing processes. BEI is a strategy of interviewing that demonstrates efficacy based on a prospective candidates actual experience. It starts by examining the job description closely to pull out critical areas that determine the success of the candidate. This technique also has open-ended questions to examine the candidates accomplished tasks. BEI is a suitable method that can be applied to public health to list critical areas of job performance like conducting preventive medicine or disaster response programs followed by application of the epidemiological method to identify factors increasing mortality. The next step can include questions relevant to the candidate’s actual behavior like specific experience in emergency response initiatives like responding to the Ebola outbreak.
The third step can include a STAR method that represents situation, task, action and result. It guides an interviewer to a successful interview through which they answer questions regarding a situation they were involved in resulting to a positive outcome, describing tasks involved in the situation, talking about various actions involves in the situation and the task and finally the results directly followed because of actions. Using BEI and SMART techniques for interviewing employees helps build a team that has highly predictable performance in terms of Interpersonal interactions. BEI specifically predicts the future behavior through examining the past performances that are critical for future performances of the organization. Both techniques are suitable for developing appropriate methods that build strong teams
References
Fernandez, C. (2006). “The behavioral event interview: Avoiding interviewing pitfalls when hiring,” journal of public health management & practice, 12((6), 590-593
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