Effective teams need goals to give motivation and accountability towards their task (LinkedIn Learning, 2014). This aligns with a managers function of planning, setting goals and establishing strategies to achieve those goals (Robbins 2018, p.12). "If you know better what is expected of you, the course of action you should take to accomplish the objective becomes clearer and the chances that you will reach the goal increase" (Hoek, M, Groeneveld, S tti Kuipers, B 2018, p.475). To make sure the goals we set are applicable and useful, we'll use the SMART goal technique, our goals need to be specific, measurable, attainable, relevant and timely (Elias 2014). This means we'll have guides to follow, so we know what steps to take next in completing the task. There are two types of leadership, Big L leadership at the top of organisations and little L leadership when you're working together to get something done (LinkedIn Learning, 2014). People of all organizational levels are important for business success. This is part of the managers function of organising, identifying member resources at every level to achieve the teams objectives (Robbins 2018, p.12). Kozlowski tti Ilgen noted a major factor in team performance is the ability of team members to recognise and allocate their personal resources (2006). This is engaging all members to approach the tasks with the best resources to effectively accomplish their objectives. This can be accomplished by making a list of tasks and discussing who is most confident in completing each, we can work around any potential knowledge or skill gaps and provide additional aid early on in the project. In order to create a space where all members feel safe to contribute and ultimately offer their full potential we need psychological safety (LinkedIn Learning, 2014). "Team psychological safety ( ... ) describes a team climate characterized by interpersonal trust and mutual respect in which people are comfortable being themselves" (Edmondson, A , 1999). This aligns with a managers function of Leading, when a manager deals "in any way with employee behaviour issues" (Robbins 2018, p.12). By having a weekly meeting where we can answer the questions, what tasks are we going to accomplish this week and what tasks do we need help with, we can encourage all team members to contribute to the discussion and offer feedback and help to others. We will benefit from the honestly between team members as no one will be concerned about bringing up any issues they have, which could prevent task progress. Failures is "sometimes bad, sometimes good and often inevitable" (LinkedIn Learning, 2014). Learning from the inevitable failure within a team doesn't need to be at the end of a task to benefit from it. Managers must monitor and evaluate performance (Robbins 2018, p.12), this aligns with a managers function of controlling. We can monitor and learn from our failures through feedback. "The main purpose of feedback is to reduce discrepancies between current understandings and performance and a goal" (Hattie, J tti Timperley, H 2007).