The idea behind teamwork and collaboration is that you can take advantage of the shared knowledge and skill of the participants to achieve outcomes that may not be possible or may take too long to resolve by a person working alone.
The key area to manage in teamwork is the potential clash between team goals and the team members’ goals, particularly if the organisation has established incentives based around personal rewards rather than company or team goals because the employees will then have a personal agenda that does not incorporate the values, culture and goals of the company or more importantly the goals of the combined team.
As a manager looking to enhance teamwork, the first step would be to communicate the clear expectation that teamwork and collaboration are expected. Get the team together, encourage open communication, define the group’s purpose, and establish a common set of expectations. This entry was posted in Coaching, Leadership, Team Building, Teams, Teamwork and tagged Leadership, leading teams, team building, team goals, Teams. Published by Sarah Foster on October 4, 2011 in Customer Service, Food Safety, Food Safety Humour, Food Service Humour and Food Service Training.
The leader must also be a part of the team whether this is making sure all wait staff, cooks, chefs and other key players is all on the same page or through demonstrating how tasks need to be completed. A great example of poor teamwork is the famous Hell’s Kitchen television show with Gordon Ramsey as the star. If a sense of camaraderie isn’t established before the shift begins, then rank in the kitchen takes over the feeling of being part of the team. Kitchens are definitely a challenging place to work which means that motivation must be put at the top of the priority list. This doesn’t mean hold a cookie on a dangling string in front of your staff; it means care about getting to know your employees so that you can lead and inspire them to become better at their profession. Managers have to provide the motivation by fully training their staff, spending time on the floor with their cooks and giving constructive criticisms instead of degrading, sardonic remarks when someone isn’t performing up to their standards. There’s no way around the chaos that will ensue but if respect formed as a mutual bond amongst staff, from employee to supervisor and vice versa, motivation will stay high. Teamwork is a continual loop that shows teamwork can never be underestimated in ANY company – especially in the professional kitchen! Enter your details into the form to register and get immediate access to the learning materials.
Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. If you really want to make interaction easy, compliment and show appreciation for each others’ strengths. Comparing people to their predecessors or even to each other is energy spent directly on being uncomfortable. If a team member proves to be unworthy of the team’s trust, you will handle it as needed.


Kate Nasser, The People-Skills Coach™, delivers coaching, consulting, training, and keynotes on leading change, employee engagement, teamwork, and delivering the ultimate customer service. I have very challenged goals and very good ideas to bring a good results to the company and I am accomplishing it.
With the September 2010 grand opening of The SimLife Center, TTUHSC completed their vision of creating an interprofessional, multimodality, regional simulation center.
Teamwork is all about co-ordination, co-operation and the collection of skills joining together to achieve a common objective.
By empowering the team and involving them in all aspects you instil a sense of setting their own destiny and encourage them to strive to achieve goals that they themselves have set.
With one part of its whole missing, the food business no longer functions as one smooth operation and guess what?
Ramsey is renowned for his bad temper, use of profanity and degradation of anyone in his kitchen. There’s waiters rushing in and out, bringing in orders, taking them back out; too many cooks and not enough chefs and that forever short period of time the food must be prepared before the customer gets angry. The end result of that can be disastrous causing a lack of helpfulness towards each other, leaving each to their own task and basically asking for potential accidents to happen in or outside of the kitchen.
This is because the two most powerful motivators are trying to make a difference and the opportunity to work closely with others to achieve a common goal. It’s a completely natural feeling for people to work extremely well together when there’s motivation present.
It’s up to the staff to carry out their responsibilities while staying attuned with their colleagues. This little shift in the professional kitchen paradigm will have everyone working together as a well-oiled team, not to mention, keeping the kitchen running as a smooth operation. The only way to acquire that is to start working as a team from the bottom of the faculty chain all the way up to the top of the management line! In leadership, teamwork, and customer service experience, Kate's people skills sessions move all from inspiration to action! Yet disagreements still swirl and people get frustrated because they have different exit outcomes for that interaction. In additional to it, I would like to have your comments in my current professional life: I am working in a company with a very low overall performance and the whole team is very negative and more focused in gossip. If compensation can not be restructured to reward team goals then it must rest with the manager to build team spirit and inspire the shared vision. Team building also fosters strong interpersonal relationships which will again encourage teamwork.


While this is surely great for the network ratings and brings a lot of attention, it’s also a great example of what can happen in a kitchen without teamwork present or the leader setting a solid example. Multiple task trainers, advanced patient simulators, haptic devices and standardized patients are available as tools to bridge the gap between theory and practice.
By creating shared or common goals, having measurable outcomes, promoting interdependency, building trust, honour and respect, you will create a team that will make things happen more effectively and more quickly than a team that is focused on individual pursuits.
Are you interacting to — identify obstacles, explore options, follow procedure, come to agreement?
This new paradigm furthers Texas Tech’s institutional goal of becoming a nationally recognized Health Sciences Center while promoting safe, quality patient care. Marie Hall SimLife Center at Texas Tech University Health Sciences Center (TTUHSC) in Lubbock. It also integrates high-technology advances such as virtual reality and 3-D visualization to support learning and competency evaluations. Future healthcare providers develop communication skills via valuable hands-on work with manikins, task trainers, simulators and actors and learn to react to authentic high-stress scenarios.
TTUHSC believes knowing about teamwork does not guarantee an individual is able to demonstrate the knowledge, skills, and attitudes of an interprofessional team member. Therefore, simulation is used at TTUHSC as a tool to help individuals develop the competencies required to be a member of an interprofessional team. Improving patient safety with research and training conferences The TTUHSC faculty members are engaged in multiple research endeavors related to the pedagogy of simulation. Past research has focused on the integration of guided refl ection and the use of simulation to promote critical thinking. Nursing faculty are participating in multi-site studies investigating the use of the advanced cardiopulmonary simulator, Harvey, for teaching cardiovascular assessment.
Interprofessional faculty teams are currently researching the use of simulation as a tool to promote interprofessional teamwork.
Researchers are specifi cally analyzing the use of simulation to promote patient safety by recognizing situations at risk for medication errors and improving interprofessional communication.
Decker is excited about the enhanced level of resource sharing now possible at The SimLife Center and will host conferences and regional trainings. Texas Tech hosted its fi rst regional Simulation User Network (SUN) conference in fall 2010.



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