How would you respond to this post?

A group is defined as two or more people that are gathered together to for a common purpose (Warrick, 2016). Groups can then be broken into either formal groups or informal groups. Formal groups are created so that the individuals work together to achieve a specific outcome (Warrick, 2016). Formal groups are usually present with members of a department or a committee that oversees an operation (Warrick, 2016). While informal groups are individuals that come together because of common interests (Warrick, 2016). Typically, people with shared sentiments like sports teams or people grouped together by location fall under informal groups (Warrick, 2016).

Teams on the other hand are two or more people that have interdependent role, complementary skills and a common purpose (Warrick, 2016). Teams usually have shared leadership responsibilities among members, evaluate success based on the teams outcomes instead of the individuals outcomes, and overall have a collective problem-solving style (Warrick, 2016). The interesting part is that all teams can be considered groups, but not all groups can be considered teams (Warrick, 2016). This is why managers and leaders would use different strategies to influence performance between groups and teams. Specially with teams, a leader will need to take steps to understand the type of team that they are leading. Whether the team is a self-managed team, a problem-solving team, a cross functional team or a virtual team (Warrick, 2016). All have different needs and will respond to different leadership styles. The leader will then want to assess the background factors such as the teams goals, culture, team member characteristics and overall purpose (Warrick, 2016). Where as with a group, a manager most likely will have a more relaxed leadership style. Because groups are less formal and encompass a wide range of actives, leaders will most likely be less formal and cover a wide range of styles.