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Team building
 

Team building

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    Team building Team building Presentation Transcript

    • GROUP MEMBERS
    • T : TRAINING E : ENCOURAGEMENT A : AIM M : MOTIVATION
    • WHAT IS TEAM ? A team comprises a group of people linked in a common purpose. Teams are especially appropriate for conducting tasks that are high in complexity and have many interdependent subtasks.
    • WHAT IS TEAM BUILDING ? Team building is an ongoing process that helps a work group evolve into a cohesive unit. The team members not only share expectations for accomplishing group tasks, but trust and support one another and respect one another's individual differences.
    • Why there is a need of Team Building ? • Decreased productivity · Conflicts or hostility among staff members · Confusion about assignments, missed signals, and unclear relationships · Decisions misunderstood or not carried through properly · Lack of involvement · Lack of initiation, imagination, innovation; routine actions taken for solving complex problems · Complaints of discrimination or favoritism · Ineffective staff meetings, low participation, minimally effective decisions · Negative reactions to the manager · Complaints about quality of service
    • Objective of Team Building The main objective of Team Building is to improve coordinative efforts of members which will result in increasing the team’s performance..
    • Nine Key Attributes of Effective Teams The structure of any effective team rest on a foundation of trust and commitment •Trust comes from the confidence the member have in each other. •Commitment is each individuals willingness to belong to the team
    • Trust-building 1. Competence 2. Integrity 3. Concern for others 4. Communication
    • Commitment-building 5. Motivation to participate 6. perception of value of team’s purpose 7. Rewards and recognition aligned with required energy 8. Opportunity to learn and grow 9. Positive environment.
    • GUIDING PRINCIPLES          Good communications with participants as team members and individuals Increased department productivity and creativity Team members motivated to achieve goals A climate of cooperation and collaborative problem-solving Higher levels of job satisfaction and commitment Higher levels of trust and support Diverse co-workers working well together Clear work objectives Better operating policies and procedures
    • GOALS OF TEAM BUILDING       Increased flexibility in skills and abilities More productive than work groups with individual mindset More beneficial in times of organizational change Encourage both individual and team development and improvement Focuses on group goals to accomplish more beneficial tasks Improved range of team building objectives such as collaboration, communication and increased creative or flexible thinking.
    • 6 WAYS SUCCESSFUL TEAMS ARE BUILT TO LAST       Be Aware of How You Work Get to Know the Rest of the Team Clearly Define Roles & Responsibilities Be Proactive with Feedback Acknowledge and Reward Always Celebrate Success
    • TEAM BUILDING ADVANTAGES   Help teams diagnose their current status  Understanding of team members communication patterns  Involvement in decision-making  Observation of group conflict in a safe environment  Experience elements of cooperation in problem solving  Surface latent or hidden issues  Demonstrate specific techniques to improve team work quality
    • TWELVE CS FOR TEAM BUILDING  Clear Expectations  Context  Commitment  Competence  Charter  Control
    • cont ….  Collaboration  Communication  Creative Innovation  Consequences  Coordination  Cultural Change
    • Risk of Team Building The major risk of team building is that a team member may become cynical of the organization. This could happen as a result of the organization holding team building events outside of the normal context in which the organization usually functions under. For example, if an organization hosts team building events when individual goals and
    • Phases Of Team Building Adjourning Joining
    • FORMING The individual's behavior is driven by a desire to be accepted by the others, and avoid controversy or conflict. Serious issues and feelings are avoided, and people focus on being busy with routines, such as team organization, who does what, when to meet, etc. Individuals are also gathering information and impressions – about each other, and about the scope of the task and how to approach it.
    • STORMING In this stage different ideas compete for consideration. The team addresses issues such as what problems they are really supposed to solve, how they will function independently and together and what leadership model they will accept. Team members open up to each other and confront each other's ideas and perspectives.
    • NORMING The team manages to have one goal and come to a mutual plan for the team at this stage. Some may have to give up their own ideas and agree with others to make the team function. In this stage, all team members take the responsibility and have the ambition to work for the success of the team's goals. The danger here is that members may be so focused on preventing conflict that they are reluctant to share controversial ideas.
    • PERFORMING It is possible for some teams to reach the performing stage. These high-performing teams can function as a unit as they find ways to get the job done smoothly and effectively without inappropriate conflict or the need for external supervision. By this time, they are motivated and knowledgeable. The team members are now competent, autonomous and able to handle the decision-making process without supervision.
    • ADJOURNING Adjourning, involves the termination of task behaviors and disengagement from relationships. A planned conclusion usually includes recognition for participation and achievement and an opportunity for members to say personal goodbyes. Concluding a group can create some apprehension - in effect, a minor crisis. The termination of the group is a regressive movement from giving up control to giving up inclusion in the group.
    • REFRENCES  www.forbes.com/.../6_ways_successful_tem_are_built_last  humanresourceabout.com/involvementteams..twelve_tips  www.mtt_events.com>corporateevents>teambuilding.  Msl_201_l09_teambuilding.pdf  Teambuilding>organisation dynamics part five> organisation change and stress management >Organisational Behaviour by Stephen P Robbins; Timothy A. Judge; Seema Sanghi.  teambuilding_wikipediathefreeencyclopedia.htm