Teambuilding
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Teambuilding

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Teambuilding Teambuilding Presentation Transcript

  • Why Team Building? Team Building
  • Team Building
  • The goal is to raise productivity while keeping production costs as low as possible. It takes a lot of time to send cooperative memos of every change in procedure. It takes even more time to implement those changes. With teamwork you eliminate a lot of the formalities. Team Building
  • Why Team? Benefits to Organization Increased productivity Increased quality Better morale Better problem solving Increased creativity Better decisions Team Building
    • Work is less stressful
    • Responsibility is shared
    • Rewards and recognition shared
    • Members can influence each other
    • All experience a sense of accomplishment
    Why Team? Team Building
  • Definition
    • Teams – A small number of people with complementary skills who are committed to a common purpose, performance goals and approach for which they hold themselves mutually accountable.
    • Usually 7-25 members
    Team Building
  • Stages & Leadership Styles Norming Storming Forming Performing Adjourning Team Building
    • Feel moderately eager with high positive expectations about what the tem will accomplish
    • Feel concerned about how they will fit in and what will be expected of them
    • Feel anxious about other team members
    • Are dependent on authority to provide direction
    Forming Team Building
    • Interpersonal Issues:
    • Inclusion & trust
    • Willingness to include others in decision making
    • Extent to which team members feel they can trust the leader
    Forming
    • Task Accomplishment
    • Low to moderate
    • Focus on defining goals, tasks and strategies
    • Leader Action Strategies
    • Establish realistic goals
    • Set standard for tem interaction
    • Clarify team tasks and team member roles & relationship
    • Make decisions and provide directions
    • Monitor and give feedback on team performance
    • Demonstrate and teach skills
    Team Building
  • Storming Experience some discrepancy between initial hopes and the reality Become dissatisfied with dependence on authority Experience frustrations about goals and tasks and may react negatively toward formal leader and other team members May compete for power and attention Team Building
    • Interpersonal Issues
    • Control, power and conflict
    • Extent to which team members want to follow the directions set by others
    • Who influences the team’s direction
    Storming
    • Task Accomplishment
    • Disrupted by negative feelings
    • Slowly increases as conflicts are addressed
    • Leader Action Strategies
    • Redefine goals, expectation, roles and relationship
    • Encourage and support interdependence
    • Provide skill development
    • Recognize and accept different opinions
    • Manage conflicts
    • Praise constructive behavior
    Team Building
    • Become less dissatisfied as ways of working together become clear
    • Resolve discrepancies between expectation and reality
    • Begin to respect each other’s differences and develop feelings of respect, harmony, and trust
    • Feel pleasure and increase self esteem
    Norming Team Building
    • Interpersonal Issues
    • affection
    • willingness to express friendly feelings
    • shift focus of control from leader to team
    • avoidance of “group think”
    Norming Task Accomplishment Increases positive feelings Facilitates team results Leader Action Strategies Involve team in decision making and problem solving Support team in setting goals and standards Encourage and acknowledge team progress Team Building
    • Feel excited and eager about participating in team activities
    • Are autonomous (not dependent on a designated leader)
    • Work collaboratively with whole team
    • Feel highly confident about team results
    • Communicate open and freely without fear of rejection or conflict
    Performing Team Building
    • Interpersonal Issues
    • No major issues
    Performing Task Accomplishment Optimal task accomplishment is characterized by team cohesion and pride in team’s results members derive satisfaction are skills, knowledge, and confidence increase Leader Action Strategies Serve as source for the team Monitor goals and performance in terms of review process Interface between team and the larger organization Team Building
    • Become concerned about impending dissolution
    • Feel loss or sadness about ending the project and separating from the team
    • May deny feelings by joking or expressing dissatisfaction
    • may have strong positive feelings about what the teams has accomplished
    Adjourning Team Building
  • Adjourning Interpersonal Issues Loss and separation Feelings of sadness, loss or anger about impending dissolution of the team Tendency to become less productive Task Accomplishment Generally decreases Sometimes work activity increases (deadlines, overcome sense of loss) Leader Action Strategies Accept own feelings of loss Acknowledge the feelings of others Increase directive and supportive behavior as appropriate Team Building
  • Interpersonal Issues Conflicts Testing boundaries Confusion Affection Cooperation Trust Productivity Separation Uncertainty Forming Storming Norming Performing Adjouring Team Building
  • Stages of Growth Development Forming Storming Norming Performing Adjourning Awareness & orientation Tasks needs to be clarified Competition & conflict Leader needs conflict resolution skills Cooperation Team willing to work together and establish procedures Trust & performance Team focused on results & performance Separation & moving on Team focus shifts to “ what will I do next?” DIRECTING COACHING SUPPORTING DELEGATING Team Building
    • Credibility of the project leader
    • Unclear project objectives
    • Changing goals & priorities
    • Lack of team definition & structure
    • Confusion about roles and responsibilities
    • Performance appraisals that fail to re recognize teamwork
    • Excessive team size
    Barriers to Team Building Team Building
    • Inputs
    Team Development Tools & Techniques Outputs Project staff Project plan Staffing management plan Performance reports Team-building activities Management skills Rewards Collocation Training Performance improvement Performance appraisals Team Building
    • Task oriented behavior
    • - Focus on what a team needs to do to get the job done
    • - Facilitate and coordinate decision –making tasks
    Role Behavior Team Building
    • Task oriented behavior
    • - Focus on what a team needs to do to get the job done
    • - Facilitate and coordinate decision –making tasks
    Role Behavior Team Building
    • Relationship – Oriented Behavior
    • - Focus on the social needs of the team
    • - Deal with team tasks, sentiments and viewpoints
    Role Behavior Team Building
    • Self-oriented behavior
    • - focus only on the needs of individual team members sometimes at the cost of the team
    Role Behavior Team Building
  • What is the purpose or function of behavior in a group ? Team Building
    • Initiating
    • - making suggestions
    • - proposing group actions
    • Coordinating
    • - Coordinating idea, suggestions, or activities
    • Summarizing
    • - Combining ideas into cohesive statement & drawing conclusions
    • Evaluating
    • - Assess and question how the team is functioning
    • Information seeking
    • - Asking for facts or clarification
    • Information giving
    • - Offering valid and useful information
    Task - Oriented Behavior Team Building
    • Gate-keeping
    • - Facilitating the participation of other
    • - Inviting less active members to contribute
    • Encouraging
    • - Being open and responsive to others
    • - Recognizing and supporting contributions
    • - Inviting comments
    • Setting standards
    • - Helping the group establish norms and standards related to maintaining relationship
    • Harmonizing
    • - Relieving tension
    • - Helping others explore their disagreements
    • - Seeking appropriate compromise solutions
    Relationship - Oriented Behavior Team Building
    • Dominating
    • - Asserting authority status of superiority
    • - Excessive talking, interrupting or overriding others’ comment
    • Recognition Seeking
    • - Trying to get attention and monopolizing discussion
    • Withdrawal
    • - Refusing to participate in group discussions
    • - Giving off non verbal signs of disapproval
    • Blocking
    • - Arguing too much on a point
    • - Rejecting ideas without considering them
    Self - Oriented Behavior Team Building
    • Say thanks I’ve got it
    • Avoid eye contact when asking for a response
    • Hold up hand as a stop sign
    • have a frank talk
    • Don’t compete with the team
    Dealing with Dominators Team Building
    • Apply spectrum policy
      • Ask members to find something positive in another’s idea
    • In case of disagreements, accept both points of views as potentially useful
    • Give us your background on that opinion
    Dealing with Blockers Team Building
    • Keep the energy level high
    • - keep past pace
    • - Ask difficult questions
    • - Be intense
    • - use humor
    • Keep eye contact when asking questions
    • Avoid pinning down an individual
    Dealing with Withdrawers in Meetings Team Building
  • Dealing with Recognition Seekers Could we hear more? Give us specific information, please Could you look into that and give us more information at the next meeting Keep meeting at fast pace Team Building
  • Team Building Processes Team Building Initiation Planning Executing Controlling Closing Integration Project planning Execution Integration change control Scope Initiation Scope Planning /Definition Scope Change control Time Sequencing Scheduling Cost Resource planning Cost estimating Cost budgeting
  • Team Building Processes Team Building Initiation Planning Executing Controlling Closing HR Staffing Team Development Scope Initiation Scope Planning /Definition Committees Sequencing Scheduling Risk Identification Analysis Response Planning
  • Teamwork is essential for competing in today's global arena, where individual perfection is not as desirable as a high level of collective performance. In our organization today teams are the norm rather than the exception. Team Building
  • Teamwork helps organizations in many ways: It gives the employees cooperative spirit . When people work together for a common goal it gives them a sense of belonging . It is important for people to feel like they are a part of something. When they feel this pride, they will want to put their best foot forward. They will have enthusiasm in the workplace and connect with other employees. Team Building
  • Teamwork brings more efficiency to the workplace. This is really the most important thing. Team Building
  • When people work together in close proximity every day, it makes changes a lot easier. Fellow employees will have the chance to teach and practice the new methods with others in the cooperative. This will save the coop’s money in training and other implementation costs. Team Building
  • Teams should strive to achieve consensus. Unlike the terms unanimous and majority, there is no vote with consensus Team Building
    • A Team Leader should try to get the best out of every player. So, he studies each member, to discover his talents, and to develop them. He also studies each member, to discover their weaknesses, and to strengthen them
    Team Building
    • Then he trains these members to play as a team. He teaches each one to sacrifice his own personal glory for the common good
    Team Building
    • Team play multiplies the power of each individual member
    Team Building
    • The total impact of the team is greater than the sum of their individual talents
    Team Building
    • The team performance goals will be much larger numbers than an individual's numbers, and at first it may seem very difficult to reach.
    • That is why management must break the monthly goals into daily achievable activity; then individual and target numbers seem more attainable
    Team Building
    • Management must not only give praise to the individual doing the exceptional work, but must also focus on the team results and praise, correct, or redirect accordingly.
    • During the team building period (the first 6 months) meeting and discussions with the group should spotlight the positive aspects.
    Team Building
  • If there is an individual who is not meeting their goals, bring them in for counseling via a one-on-one meeting. Team Building
    • Individual rewards
      • foster independent behavior
      • may lead to creative thinking and novel solutions
      • encourage competitive striving within a work team
    • Team rewards
      • emphasize cooperation and joint efforts
      • emphasize sharing information, knowledge, and expertise
    Team Building
  • Individual-Organizational Exchange Relationship Individual Organization Demands Contribution
    • Organizational goals
    • Departmental objectives
    • Job tasks
    • Physiological needs
    • Security needs
    • Physical needs
    • Organizational status
    • Benefits
    • Income
    • Developmental potential
    • Employee knowledge
    • Employee skills and abilities
    Team Building
  • A good workplace with happy, productive employees is beneficial for the entire cooperative and its members. Making an environment that allows staff to feel good about their work and how they contribute has its challenges. Promoting a Good Workplace Team Building
  • Management has many responsibilities, including evaluating people based on their work and contributions, and how they interact with others. When an employee demonstrates mutual effort to achieve a common goal, your employees have moved from a single purpose to Teamwork. This allows the members to reach higher goals than they would individually. Team Building
  • Provide incentives for the group when the goals are reached. Daily feedback of results is needed to keep the assembled team focusing on the new goal. This review should move the focus for training and advice from management to the team. Let them share their ideas and experiences. Team Building
    • Appreciation of work well done
    • Feeling of being “in on things”
    • Help on personal problems
    • Job security
    • Good wages
    • Interesting work
    • Promotion & Growth
    • Personal loyalty to employees
    • Good working condition
    • Tactful disciplining
    Score as 10 highest and 1 lowest Team Building
  • Be a team player .   The most valuable single factor that contributes towards high levels of excellence and quality in a team, stem from an individual team member's ability to work with others, i.e. his or her levels of cooperation and communication.  These "social intelligence" skills include the ability to persuade, negotiate, compromise and make others feel important Build A Winning Organization Team Building
  • The most valuable single factor that contributes towards high levels of excellence and quality in a team, stem from an individual team member's ability to work with others, i.e. his or her levels of cooperation and communication.  These "social intelligence" skills include the ability to persuade, negotiate, compromise and make others feel important Be A Team Player Team Building
  • Like any journey, many different routes can be taken Winning organization or Losing Organization Team Building
  • Provide an inspiring vision Define shared values Set stretch goals Develop team leaders Synergize complementary skills Celebrate diversity Encourage team activities Empower teams Provide coaching Reward collective achievements A Winning Organization Team Building
  • Reference: Dr. Peter Muller Swiss Federal Institute of Technology Zurich April, 2005 Team Building
  • End of Presentation Team Building