Team building and_development (hpl)
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Team building and_development (hpl)

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    Team building and_development (hpl) Team building and_development (hpl) Presentation Transcript

    • HIGH
      PERFORMANCE
      LEADERSHIP
      Team Building &
      Team Development
      AbhishekNair
      Kuldeep Desai
      Rajendra Kesarwani
      Swapnil Pungle
      Girish Tejwani
      Vilas Kuttan
      Atharva Institute of Management Studies
    • INTRODUCTION
      TEAM
      “Small number of people with complimentary skills who are committed to a common cause”
      • JON KAZENBACH
      Concept of Team Development
    • STAGES IN TEAM BUILDINGFOUR STAGES
      Forming
      Storming
      Norming
      Performing
    • FORMING
      Social behaviors as members get to know each other
      Team members try to establish their role on the team
      Uncertainty regarding purpose or direction, and possibly anxiety
      Enthusiasm shown by some or all group members
    • STORMING
      Conflict and competition emerge in the group
      Some group members show resistance to the structure of the group; "camps" may emerge
      Some members may become overzealous
      Frustration may occur
    • NORMING
      Group starts to develop a common purpose and spirit
      Teamwork and a supportive atmosphere grows
      The group begins establishing and achieving goals
      Respect and trust grows among team members
    • PERFORMING
      Roles are clear, and group members begin "job sharing" when needed
      Group members see group potential better than self potential
      Group feels strong and confidence grows
      Satisfaction emerges as group achieves high performance
    • SIX SINS OF TEAM BUILDING
    • LACK OF MODEL
      Focus on Single Aspect of Team Building
      Reduced Team Effectiveness
      May Increase frustration
      Destroy the Credibility of the process
      LACK OF DIAGNOSIS
      • Distinct Strengths and Weaknesses
      • Lack of Awareness on the part of the leader
      • Risk of using an irrelevant process
      • Insist on a thorough team assessment by a consultant
    • SHORT TERM INTERVENTION
      No long term strategy
      Manager arranges for a retreat or team building day
      Brief Motivational Surge
      Long Term Planning , at least for a full year needed
      NO EVALUATION OF PROGRESS
      • Need to evaluate success of team building process
      • Lack of proper team building evaluation mechanism
      • Necessity of Identifying glitches
      • Regular Evaluation of the team needs to be planned
    • LEADERSHIP DETACHMENT
      Detached Management in team building process
      Manager is the Most influential person in most teams
      Need for Managers to look a their contributions
      Feedback from Employees
      DOING IT INTERNALLY
      • Conflicts need to be brought out in open and dealt with
      • blame, defensiveness, and a lack of ability to deal with conflict
      • Lack the ability to improve
      • Hiring an outside Consultant to look into problems within the team
    • THANK YOU