B S B X T W 4 0 1
Lead and facilitate a team

Section 1: Team Performance Plan
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IT team

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Topic 1: Planning the team outcomes
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Overall team objectives:
Identify Potentially Interesting New Goods and
Services to Present to Your Clientele
Develop Innovative Commercial Strategies for
the Provision of Goods and Services to
Clientele
Maintaining a Competitive Edge in the Market
Team Performance Plan

Topic 1: Planning the team outcomes
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Overall team responsibilities:
You should keep work logs.
Maintain the equipment and perform the necessary support duties,
as well as investigate and correct any problems that may arise.
Process documentation.
Install video and audio conferencing
Improve the efficiency with which the personnel of the different
company departments make use of software and other systems.
Perform backups to protect the personal information of users of the
organization as well as the security of their systems.

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Topic 1: Planning the team outcomes
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Overall team outcomes:
Aim to control disturbance. The patterns of business and
technological disruption will continue to develop throughout the
coming year and beyond.
Centralise data analytics. Since the beginning of time, IT departments
have been in charge of the collecting, storage, and administration of
data.
Maintain a high level of security. The beginning of a new year is an
excellent opportunity to conduct an assessment of the enterprise's
security measures as well as the role that IT plays in safeguarding
systems and data.

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Topic 1: Planning the team outcomes
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Lion Marketing – our marketing agency
 A consumer economy is driven by marketing, which promotes various goods and services while
simultaneously targeting people who are most likely to become purchasers. Increased sales for a company
that successfully implements various marketing techniques lead to the company's expansion, the creation
of new jobs, an increase in the amount of tax money collected by governments, and, eventually, general
economic growth.
Operations team
 Operations Managers are in charge of ensuring that procedures are designed, followed, analysed, and
altered, in addition to monitoring those processes in all aspects of a company's operations. This indicates
that Operations Managers are both the core of an organization and the overarching structure that is
responsible for ensuring the success of the overall infrastructure.
Build in overlapping areas for employees to have unscheduled conversations with one another and
opportunity for collective brainstorming.
Employees should not feel as though they have to remain seated at their desks for the entirety of the workday
in order to be considered productive. During unscheduled encounters such as obtaining coffee, eating lunch,
or waiting for a meeting to begin, members of the team have the opportunity to talk to one another and share
their views.

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Team strategies and contingencies
Roles and responsibilities
Clarify the expectations that are expected. When we hire new people, we give them only general
direction regarding the requirements of the position, and then we step back and allow them make
decisions on their own without providing any input. In the absence of leadership, individuals will act
in accordance with their own moral standards.
Imagine the process of establishing employment expectations as being similar to building a house.
You would never anticipate that a carpenter would construct a home without using any equipment.
In the same vein, it is irresponsible to place high expectations on employees without also providing
them with the resources necessary to fulfil those objectives.
Even if you only hire the smartest and brightest candidates, very few graduates of colleges or
employees of other companies have the expertise and knowledge to immediately start working at
your company without any training. Find out what kinds of knowledge are required to finish a work
that has been given to you. If there is a component that is missing, training should be provided.

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Contingency plans
Encourage full participation and success
It is necessary for there to be value added by the performance management
process; otherwise, there would be issues with resistance and nonparticipation. In
addition to this, the process itself needs to be as streamlined and uncomplicated
as is humanly possible. Reminders and scheduling tools that are automated can
be helpful in maintaining a consistent workflow.
Start with performance planning
An employee and their management should engage in a process of collaboratively
defining what constitutes good performance on a yearly basis. This process should
take place. First, go over the employee's job description and the general
expectations that are placed on them. Then, move on to each area of duty or
obligation and grow progressively more precise.

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Set goal effectively
In most cases, the departmental managers are the ones
who will be responsible for establishing the initial goals
for their particular area of the company, basing those
goals on the general objectives of the organization. Make
sure that these department-level goals are accessible to
all managers so that overlapping or conflicting goals can
be avoided, and make sure that everyone has visibility of
these goals and understands what is expected of them

Topic 1: Planning the team outcomes
Team meeting preparation
Operational Financial Stability
Another reason why operational and financial stability is so important in
one's life is that it is required for one's continued existence. People who lack
financial stability have a greater risk of suffering from mental health issues
such as depression and anxiety. This causes changes in the body
throughout the course of time. A person who is not secure in their financial
situation may suffer from aches and pains, as well as frequent fevers and
illnesses. It has been known for a very long time that there is a direct
connection between a person's physical health and their mental health. As a
consequence of this, having a secure financial situation will protect you from
mental illnesses and depression that are tied to money. If you have enough
money, you will be able to eat healthful foods and, if necessary, seek
medical assistance. Also, the wealthiest residents are under a lot of
pressure, but for a variety of different reasons.

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Topic 1: Planning the team outcomes
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Communication
 Phrasing statements as questions. When you are trying to make a statement, you should steer
clear of asking questions. Alternately, be wary of concluding your remarks with a question mark,
as if you were asking the audience a question.
 I am apologizing unnecessarily. Those in influential leadership roles are aware of when and how
to apologize. Think about how a member of the team may react if they heard the following
statement: "I'm sorry to ask you to wrap off the module today. I understand that you have a lot
on your plate. The implication of this statement is that the staff member's time probably won't
be well spent on this module. Instead, take into consideration this other possibility: "I want to
thank you for completing your modules today. I really appreciate it. I really appreciate your
adaptability." The second method conveys assurance to the recipient, allowing the staff member
to have a more positive outlook on the use of her time.
 Utilizing many types of conversation fillers. Be wary of filler words and phrases such as "um,"
"uh," and "like." There is nothing wrong with using one or two of these fillers, but using too
many of them can make you come across as uneducated or insecure.

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Issues, inefficiencies and challenges
Conflict
Time constraints and impending deadlines.
Balancing the need for secrecy with the interests of the organization.
Authenticity and forthrightness in situations in which coaches are also in charge of determining
opportunities, salaries, and promotions.
a lack of success in obtaining a concise objective for the coaching session
a lack of ability to reach a consensus on the desired result of the coaching
conversation
Difficulty suppressing the want to share the coach's point of view
Coaching cantered on the problem, not the perso
a failure to accept responsibility

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Team performance monitoring
Feedback
We compared each individual result to the predetermined criteria, taking into
account the outcomes that we decided upon. The findings indicate that certain
employees still have a tremendous deal of room for development, even after
receiving some mentoring. It can be evident in the way that they create habits of
pessimistic thinking or become passive, or in the way that a technology group meets
with the management staff every month to work on quarterly priorities. To put it
another way, collaboration refers to the process of working together with other
people in a group setting. However, it is a talent that can be learned. The result of the
community project would be significantly determined by the frequency with which
you communicate with other people.

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Topic 1: Planning the team outcomes
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Learning and development opportunities
Organize the training program such that it begins with the information that is the most essential and
foundational of all. Following that, move on to more strenuous forms of training. The knowledge
and experience that is gained can be considered a continuation of the education that was received
previously. In addition to this, it is essential to determine the areas of preparation in which you are
lacking. It's possible that employees won't be able to keep up with the training if they don't already
have sufficient experience in the sector. Take, for instance, a worker who was incapable of
comprehension. As part of the prework for the training, you should go over the records of any
previous coaching sessions. You and your employee will have the opportunity to review the records
of any previous coaching sessions as part of the biweekly ability study. You need to be ready for
them to start the conversation, so prepare yourself accordingly. Investigate the impact that their
actions have had on their firm. Investigate the behaviours that they've exhibited since the last
coaching session. Examine the results they've achieved as well as the impact their actions have had
on the market.

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Topic 1: Planning the team outcomes
WHS
There are a number of Acts, Regulations and Codes that ensure WHS.
Everyone is responsible for a safe workplace.
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Topic 1: Planning the team outcomes
ACTIVITY: RESEARCH AND DISCUSS
Choose any of the Acts listed and research its purpose and relevance to team work.
The trainer/assessor will facilitate a class discussion about the outcomes from the
video.
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Topic 1: Planning the team outcomes
REPUTATION AND CULTURE
An organisation’s culture comprises of the values and behaviours of a
company’s employees. An organisation’s reputation can include the way
in which its employees behave.
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Topic 1: Planning the team outcomes
ACTIVITY: READ AND DISCUSS
Consider that a project is halfway through its implementation and a project team
member has requested they be taken off the project due to a lack of skill in a certain
area. Other team members are becoming agitated at their inability to produce work on
time and believe the standard is unacceptable.
• How is the team impacted?
• What contingencies could be implemented here?
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Topic 1: Planning the team outcomes
ACTIVITY: GROUP WORK
You are responsible for a project team that is developing a short video for new trainers,
explaining the expected code of conduct when working as part of a team.
Undertake the tasks provided for this activity.
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Topic 2: Coordinating the team
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Topic 1: Insert topic title
Topic 2: Coordinating the team
• After planning team outcomes, as a team leader or supervisor it would
be your role to communicate objectives, roles, responsibilities and
allocate tasks.
• Communicating the common team objectives can assist individuals in
the team to understand how they each fit into the overall goal and
outcomes of a project or activity.
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Topic 1: Insert topic title
Topic 2: Coordinating the team
TASK ALLOCATION
Allocating tasks to team members should be done so based on their
skills, knowledge and experience, as well as looking at opportunities for
professional development within their role.
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Topic 2: Coordinating the team
COMMUNICATION
A major aspect of leading a team will be to facilitate open and respectful
communication and collaboration between team members.
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Topic 2: Coordinating the team
COMMUNICATION SKILLS
Methods of communication can be verbal, non-verbal and visual, using
different platforms and mediums.
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Topic 2: Coordinating the team
ACTIVITY: READ
Communication styles:
https://online.alvernia.edu/articles/4-types-communication-styles/
Take any notes to summarise what you have read and keep for future reference.
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Topic 2: Coordinating the team
DIVERSITY
• Organisations have a wide range of diverse employees and as a team
leader you must be able to accommodate different individual needs.
• Employees may come from different cultural backgrounds, have
varying levels of English skills, come from various academic or
vocational backgrounds, have visual, learning or physical disabilities as
well as different learning styles and preferences.
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Topic 2: Coordinating the team
ACTIVITY: WATCH
Video: Equality, Diversity and Inclusion
https://www.youtube.com/watch?v=C-uyB5I6WnQ (03:14)
Video: Workplace Diversity – Australia Post
https://www.youtube.com/watch?v=05-H96tmQs0 (04:55)
Write down your key takeaways.
The trainer/assessor will facilitate a class discussion about the outcomes from the
videos.
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Topic 2: Coordinating the team
ACTIVITY: RESEARCH AND DISCUSS
Divide into small groups.
Each group to choose a culture listed on the fact sheet below and report back on
potential differences that may impact on communication in the workplace.
Fact sheets:
https://www.diversityaustralia.com.au/resources/
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Topic 2: Coordinating the team
ACTIVITY: READ, PRACTICAL AND DISCUSS
Visit the following link to the Australian Bureau of Statistics website looking at the
Cultural Diversity in Australia from the Australian Census 2011:
http://www.abs.gov.au/ausstats/abs@.nsf/Lookup/2071.0main+features902012-2013
• Identify major cultural groups in Australia (choose a state).
• Test your knowledge on cultural diversity.
Australia’s cultural diversity:
http://www.racismnoway.com.au/teaching-resources/anti-racism-
activities/puzzles/quizzes/28.html
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Topic 1: Insert topic title
Topic 2: Coordinating the team
CROSS COLLABORATION
Identifying opportunities for cross collaboration can provide a number of
benefits for a team. For example, utilising different functional expertise or
the ability to share resources across an organisation.
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Topic 2: Coordinating the team
ACTIVITY: RESEARCH AND DISCUSS
Work in small groups.
Research one collaboration software that can be used to allocate tasks and support
effective communication and cohesion for a work team, working on a small project.
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Topic 3: Supporting the team
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Topic 1: Insert topic title
Topic 3: Supporting the team
During the course of a team project or activity, it is critical that you, as a
team leader are supporting them throughout.
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Topic 1: Insert topic title
Topic 3: Supporting the team
MENTORING AND COACHING
• Positive role modelling is a system of mentoring and discipline that
focuses on positive workplace behaviour and performance.
• Being a mentor or providing a mentor for team members can support a
person through their job role.
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Topic 3: Supporting the team
ISSUES AND PROBLEM SOLVING
During the course of a project or team activity, you may need to solve
problems arising with tasks, deal with individual issues, address under
performance, resolve conflict within a team, or support individuals with
any challenges that they are facing.
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Topic 3: Supporting the team
ACTIVITY: READ
Thomas-Kilmann Model for conflict resolution:
https://climb.pcc.edu/blog/what-are-the-five-conflict-resolution-strategies
How great leaders manage team conflict:
https://inside.6q.io/how-great-leaders-manage-team-conflict/
Read the following information about best practice dispute resolution that can be
followed to sort out issues in the most effective way:
https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/best-practice-
guides/effective-dispute-resolution
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Topic 3: Supporting the team
ACTIVITY: GROUP WORK
Firstly, reflect back on the group work that you undertook in the previous activity.
Undertake the tasks provided.
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Topic 3: Supporting the team
ACTIVITY: READ AND WATCH
Visit the following Mindtools site and read the article discussing Conflict Styles and A
Conflict Resolution Process. There is also a short video clip on conflict resolution in the
workplace:
http://www.mindtools.com/pages/article/newLDR_81.htm
Take any notes to summarise what you have read and keep for future reference and
write down your key takeaways from the video.
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Topic 3: Supporting the team
ACTIVITY: GROUP WORK
Before meeting with your group, research the following ethical and legal responsibilities
that you have as a team member working at an organisation.
Undertake the tasks provided.
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Topic 4: How is the team performing?
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Topic 4: How is the team performing?
Monitoring a team’s performance can determine if they are meeting any
agreed work plans, and if not, it provides an opportunity to provide
feedback and implement any strategies to address any performance gaps
or training and development needs.
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Topic 4: How is the team performing?
MEASURING PERFORMANCE
A team member’s performance can be measured against the work plans
that detail what they should be achieving, by when and if this meets the
expected outcomes.
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Topic 4: How is the team performing?
PROVIDING FEEDBACK
Providing feedback on a team’s performance should be done so in a
timely manner to avoid conflict, delays, breakdown in team cohesion or
deadlines for deliverables.
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Topic 4: How is the team performing?
CONSTRUCTIVE FEEDBACK
All feedback that you provide to your team should be constructive. This
means that you are providing suggestions and comments that contribute
to a positive outcome, better process or improved behaviour.
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Topic 4: How is the team performing?
ACTIVITY: READ AND WATCH
• Performance appraisals and reward systems (37:58)
Take any notes to summarise what you have watched and write down your key
takeaways from the video.
• Big Keith’s Appraisal – The Office (funny) (02:58)
• Read through the examples on performance standards.
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Topic 4: How is the team performing?
LEARNING AND DEVELOPMENT OPPORTUNITIES
After you have looked at a team or individual’s performance and identified
any gaps or opportunities for improvement, then the next step would be to
identify specific learning and development opportunities that can be
implemented.
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© 2020 RTO Works
BSBXTW401 Lead and facilitate a team

Topic 1: Insert topic title
Topic 4: How is the team performing?
ACTION PLANS
Action plans can be used to address both individual and team training
needs. These are sometimes referred to as training plans and can broadly
include:
• clear goals and objectives
• activities for training and development
• timings
• actions
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• outcomes
• progress reporting
• evaluation and feedback.

Topic 4: How is the team performing?
ACTIVITY: READ
How to build your first employee training program:
https://resources.workable.com/tutorial/employee-training-program
How to develop a successful employee training program:
https://www.ispringsolutions.com/blog/how-to-develop-a-training-program
Take any notes to summarise what you have read.
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Topic 4: How is the team performing?
ACTIVITY: GROUP WORK
Refer back to the group research work that you undertook.
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Topic 4: How is the team performing?
ACTIVITY: FEEDBACK
Refer back to all your group work. You are to ask each team member for feedback on
your own performance for all the activities undertaken.
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