Teams going through change Team type - Project,Business,Management,Marketing,Accouting Network

Teams going through change
Team type	Group	Work	Parallel	Project	Matrix
Propensity to initiate change	Dependent on nature and composition of group	Limited	Limited in terms of organizational impact	Potentially high depending on integration into organization	Fair given propensity to address change
Propensity to adapt to change	Dependent on purpose and composition of group	Dependent on team members and team culture	Dependent on purpose and team members	Theoretically high. Good for limited changes in scope but not total	Dependent on degree of enabling or disabling structure
Advantages during change	Difficult to get alignment	Good at implementation once it is clear	Good for pilot schemes	Good focus for specific implementation goals	Flexible, so good for initiating ideas
Disadvantages during change	Useful for coming up with out-of- the-box ideas	Does not like change too often	Can become alienated through failure, or through boasting about success	Not good for tackling complex topics such as values or leadership	Leadership sometimes not clear, so discussion can go on for ever
Advice for leaders	Good for initiating ideas and spreading the word	Need to involve the leaders or shapers of these teams early – especially if you need their commitment rather than compliance	Useful for starting things up and proving an idea. Do not let members become too isolated. Encourage them to link in with the outside world	Good for short-range tasks such as appointing consultants or researching techniques. Not good for the complex stuff. Do not be tempted to give complex issues like ‘improve communication’ to a project team	Good for initiating ideas and spreading the word
Team type	Virtual	Network	Management	Change
Propensity to initiate change	Limited unless project specific	Potentially large depending on nature and composition of group	Theoretically and practically high. Typically should be the team that initiates change	Raison d’être
Propensity to adapt to change	Dependent on purpose and team members	Dependent on purpose and team members	Theoretically and practically high. Sometimes will have difficulty adapting to others’ change	Theoretically and practically high
Advantages during change	Brings disparate groups together if tightly focused	Wide reaching, so good for sharing sense of purpose and sense of urgency	Powerful, so makes an impact	Has increased energy and sense of purpose because it was set up to make change happen
Disadvantages during change	Lack of cohesion means purpose may be misunderstood and important issues are not raised	Not good for monitoring implementation because of lack of process and regularity	Often resistant to changing through lack of time or lack of teamwork, so role modelling of desired changes can be weak. Focus on events after the launch often poor due to packed agenda and belief that it will all happen smoothlya	Not impactful if it lacks influence (presence of powerful people)
Advice for leaders	Involve the key virtual teams early – especially the leaders and shapers, but do not expect them to implement anything complicated	Good for initiating ideas and spreading the word	Do something surprising yourself if you want your management team to change the way it works. Insist on role modelling. Keep your eye on the ball because there will be problems	Recruit powerful people Work on alignment Ensure resources

Team development processes are disturbed in times of change. An external event can shift a performing team back into the storming stage. Only teams that are quite remote from the changes can simply incorporate a new scope or a new set of values and remain relatively untouched.