1. TEAM PERFORMANCE AND PROJECT SUCCESS
Ijeoma Okoronkwo
Harrisburg University
GRAD PGMT

2. OVERVIEW
Introduction
Problem Statement
Literature Review Framework
Research Method
Findings
Results &Discussions
Conclusion

3. INTRODUCTION
Successful project execution is contingent upon the project team
Research has identified that people management drives project success more than technical issues and this can be traced to:
Diversity of knowledge and ideas
Skills
Amity among team members.
Yet project failure has often been traced back to team performance, with diverse pitfalls in their quality of interaction, group behavior and effectiveness.
The question then is - What is team Performance? How can it be measured? And what performance factor/s impact most on project success?

4. PROBLEM STATEMENT
How teams can build and function at an effectiveness that would at all times deliver projects successfully from start to finish

5. LITERATURE REVIEW FRAMEWORK
Researches describe various considerations of team performance in the areas of:
Effectiveness and efficiency from communication, coordination, team members' skills and knowledge, collaboration and team effort
Contextual and organizational factors and
The dynamics of project processes and management

6. LITERATURE REVIEW CONTD
Gap In The Research – Not enough research showing development process of building productive collaborative team relationship that promotes healthy competition and trust among team members and creates a work atmosphere that engenders more creativity

7. promote collaboration and cohesion
PURPOSE OF RESEARCH
This research paper will be focusing on the key factors that produce the quality construct in a project team that would deliver a successful project at all times. For example factors that would:
promote collaboration and cohesion
give a balance of Members’ contributions
Promote trust and goodwill among team members

8. RESEARCH METHOD
The research approach is as follows:
Conduct literature review
Develop survey questions
Perform Data Collection
Perform Data Analysis
Develop a Team Performance Model

9. PROPOSED SOLUTION APPROACH
We used the Qualitative Research Method
Purpose - gather an in-depth understanding of team behavior that promotes effectiveness and the factor/s that govern such behaviors.
To provide an insight to the exact construct that forms a web of unity in teams

10. HYPOTHESIS TRUST Open communication Vulnerability Empathy
Accountability
collaboration
TRUST

11. SURVEY DESIGN
The survey questions were designed to assess the impact that open and honest communication, collaboration and organizational culture has on team performance.
To probe into the underlying team behavioral concept that drives these 3 factors

12. Survey Design Continued
Total number of 20 respondents from the Agile and Traditional Project teams participated in this survey( 7 from Agile and 13 from Traditional teams)
The survey had 20 questions and took an average of 10mins for participants to complete

13. The Survey Questions
Category 1- Trust Based Communication Vs Skill & Professionalism No
SURVEY QUESTIONS
Percentage of Respondents (%)
Agree Disagree Neutral
RQ3
A climate of open and honest communication drives team effectiveness more than skill and effort
RQ5
Openly giving and accepting of constructive criticism among team members is more of a function of trust than obligation
RQ10
Your team members are always passionate and free in their discussions of both work and personal issues
RQ11
Your team is comfortable with acknowledging their mistakes to one another
RQ14
Members explore differences with enthusiasm and welcome healthy debates
RQ16
In my team, we are able to work through differences without damaging relationships
Average percentage

14. The Survey Questions
Category 2 – Methodology and Performance ; Individuals and Interactions over Processes and Tools No
SURVEY QUESTIONS
Percentage of Respondents (%)
Agree Disagree Neutral
RQ2
Self-managed teams get more work done than hierarchical teams
RQ15
Team members display high level of corroboration and mutual support
RQ17
We are more committed to results when we reach decisions on our own than when told what to do
RQ18
In my team, we see success as a collective achievement

15. The Survey Questions No
SURVEY QUESTIONS
Percentage of Respondents (%)
Agree Disagree Neutral
RQ4
Team performance is at its peak when team members depend on each other more than working independently on tasks
RQ6
Support more than obligation drives performance in teams
RQ7
Collaboration drives team success more than skill and effort
RQ8
Trust more than obligation drives accountability in teams
RQ9
Team cohesiveness is founded on trust than skill and competence
RQ12
Focus on tasks alone yields greater team performance than focusing on tasks and relationships
RQ13
Team performance is high when members show consideration for the needs and feelings of each other more than their individual tasks
RQ19
My team culture can be summarized as, ‘one for all and all for one'
Category 3 – The Relationship Quotient in Team Performance VS Skill and Competence

16. FINDINGS
Category 1- Trust Based Communication Vs Skill & Professionalism

17. Category 2 – Methodology and Performance ; Individuals and Interactions over Processes and Tools

18. Category 3 – The Relationship Quotient in Team Performance VS Skill and Competence

19. DISCUSSION AND CONCLUSION
The culture of trust and goodwill is the foundation of team building
Collaboration is founded on trust remains one of the keys in team performance
Trust enables teams to engage in effective communication that is consistent and meaningful leading up to commitment and inter-dependence among team members

20. THANK YOU