to help individuals improve performance (Kanaga & Browning, 2011). The benefits of ongoing feedback are extensive, and all organizations can benefit from it. Feedback sessions can be run during a team meeting or in individual settings. Flip charts can be used to describe areas needed for further development as a team. However, if an actual meeting is not convenient than feedback can be given via a telephone conversation as the next best thing. Email can also be an option to provide email, but it can be considered impersonal and lacking sincerity (Newbold, 2013). However, face to face feedback is the best way to achieve thebest levels of engagement for success and coaching. Coaching and Development
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BUILDING BLOCKS OF MANAGING TEAM PERFORMANCE5Incorporating coaching and mentorship together with leadership programs does create a significant effect on increasing team performance, mostly when the amount of trust between manager and team members are high and each are accessible and agreeable to seeking feedback. Employees have stated during studies that coaching and development opportunities given to them have strongly agreed that the process supports positive shifts in organizational culture as being very supportive, which creates trust and openness (Le Comte & Mcclelland, 2017). Trust and openness between management and team members have been known to increase performance. A good coaching and development program will generate positive attitudes and positive work relationships, create a more supporting and empowering culture and enhance methods and talents. Development, coaching and mentoring programs equalize an understanding of different styles of educational opportunities with action-oriented management and reflective management (Le Comte & Mcclelland, 2017). Managers can also develop internal programs where capable members can provide development and mentoring to support one another. Also, when employeesare tasked with coaching or training others on their teams it creates a sense of recognition and team members feel rewarded by it. Rewards, Recognition, CompensationIt is important that employees understand organizational reward systems when their performances are praised so that they know what to work toward. Rewards should motivate employees to improve in task performance (Dyer, 2013). It is vital that transparency and equalitywhen rewards or compensations are issued to individuals and teams. It is best to have all team members informed of the rewards system so that everyone is on the same page (Thompson,
BUILDING BLOCKS OF MANAGING TEAM PERFORMANCE62018). Recognition is also important to team performance because it helps employees feel unitedand appreciated by leadership and their team members.
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