A635.7.3.RB - INSEAD Reflection

            The video and the brief discussion on self-managed teams are insightful and interesting because this is not a new concept, yet many organizations do not carry out the process because it requires teams to work without micromanagement. Markova, Perry (2014) explained that self-managed teams often lack formal mechanisms to persuade individual participation and each team member is expected to contribute. In addition, members often have equal rights and performance duties and these rights and duties create unique team dynamics. Tesluk (2008) explained that self-managing teams are not a new phenomenon and self-managing teams have a formal responsibility to decide how they will manage their work and get it done.

            There are several benefits for self-managing teams which include:

1.      Independence to work without micromanaging
2.      Learning how to work autonomously
3.      Time management
4.      Team accountability
5.      Teams learn to work through struggles, difference, and barriers they face.
6.      Leadership can focus on other tasks

On the other hand, there are a few drawbacks which include:

1.      Overcoming differences without leadership micromanaging.
2.      The team is accountable for their work and cannot rely on others to push them/ learning independence.
3.      The learning curve to effectively communicate with one another.
4.      Patience, accountability, and self-awareness all have to be learned through trial and error of a self-managed team.

I would work with any type of team if all members are on the same page and willing to work with one another. I have a high standard of work ethic and I believe in giving 100% to everything I do and I have a hard time working with individuals who give 50% and expect everyone to carry the weight for them. However, learning to be part of different teams and growing as a leader, I cannot expect everyone to be like I am and give 100%, therefore; I must be patient and carry my own weight when working with a team.

I currently supervise a group of individuals who are a self-managed team and each day I learn a little bit more. They are a small group of people who work within their team to accomplish the work and I am the external supervisor, with this; I have had to learn to trust my teaching abilities, knowledge, and skills that I have taught them to allow them to do their job. I also have had to learn to back away when they are working to complete the tasks. I try very hard to not be a micromanager, this means I allow them to make mistakes but guide them back on track when needed but I provide help when asked. I must continue to develop my skills and I have a lot to learn as the team grows but I will only learn how to be a better external manager through trial and error each day.


Markova, G., & Perry, J.,T. (2014). Cohesion and individual well-being of members in self-managed teams. Leadership & Organization Development Journal, 35(5), 429-441. Retrieved from http://search.proquest.com.ezproxy.libproxy.db.erau.edu/docview/1651358687?accountid=27203

Tesluk, P. (2008, August 22). Self-managing teams: debunking the leadership paradox [Video file].Retrieved from https://www.youtube.com/watch?v=GBnR00qgGgM


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