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Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
Team building
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Team building

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  • 1. Great Teams…The Way to Meet Challenges #1
  • 2. Why Teams? • When several people use their skills and knowledge together, the result should be a better project. • People working together can sustain the enthusiasm and lend support needed to complete the project. #2
  • 3. How do Teams Work Best? Teams succeed when members have: • commitment to common objectives; • defined roles and responsibilities; • effective decision systems, communication and work procedures; and, • good personal relationships. #3
  • 4. Stages in Team Building Forming Storming Norming Adjourning Performing #4
  • 5. Stage 1: FORMING Team – Define team – Determine individual roles – Develop trust and communication – Develop norms Task – Define problem and strategy – Identify information needed #5
  • 6. Team Roles - Leader – Encourage and maintain open communication. – Help the team develop and follow team norms. – Help the team focus on the task. – Deal constructively with conflict. #6
  • 7. Team Roles - Recorder – Keep a record of team meetings. – Maintain a record of team assignments – Maintain a record of the team's work. #7
  • 8. Team Roles – PR Person – Contact resource people outside of the team. – Correspond with the team's mentor. – Work to maintain good communication among team members. #8
  • 9. Team Norms – How do we support each other? – What do we do when we have problems? – What are my responsibilities to the team? #9
  • 10. From Individuals A Group • Help members understand each other: – Myers-Briggs Type Indicator (MBTI) • • • • Extraverts ------------------ Introverts Sensors --------------------- iNtuitive Thinker --------------------- Feelers Judger ---------------------- Perceiver By selecting one from each category, we define our personality type, ESTJ, ENTJ…INFP #10
  • 11. Stage 2: STORMING During the Storming stage team members: – realize that the task is more difficult than they imagined; – have fluctuations in attitude about chances of success; – may be resistant to the task; and, – have poor collaboration. #11
  • 12. Storming Diagnosis • Do we have common goals and objectives? • Do we agree on roles and responsibilities? • Do our task, communication, and decision systems work? • Do we have adequate interpersonal skills? #12
  • 13. Negotiating Conflict • Separate problem issues from people issues. • Be soft on people, hard on problem. • Look for underlying needs, goals of each party rather than specific solutions. #13
  • 14. Addressing the Problem • State your views in clear non-judgmental language. • Clarify the core issues. • Listen carefully to each person’s point of view. • Check understanding by restating the core issues. #14
  • 15. Stage 3: Norming • During this stage members accept: – their team; – team rules and procedures; – their roles in the team; and, – the individuality of fellow members. • Team members realize that they are not going to crash-and-burn and start helping each other. #15
  • 16. Behaviors • Competitive relationships become more cooperative. • There is a willingness to confront issues and solve problems. • Teams develop the ability to express criticism constructively. • There is a sense of team spirit. #16
  • 17. Giving Constructive Feedback • Be descriptive. • Don't use labels. • Don’t exaggerate. • Don’t be judgmental. • Speak for yourself. #17
  • 18. Giving Constructive Feedback • Use “I” messages. • Restrict your feedback to things you know for certain. • Help people hear and accept your compliments when giving positive feedback. #18
  • 19. Receiving Feedback • • • • • Listen carefully. Ask questions for clarity. Acknowledge the feedback. Acknowledge the valid points. Take time to sort out what you heard. #19
  • 20. Stage 4: PERFORMING Team members have: – gained insight into personal and team processes; – a better understanding of each other’s strengths and weaknesses; – gained the ability to prevent or work through group conflict and resolve differences; and, – developed a close attachment to the team. #20
  • 21. Stage 5: ADJOURNING • After more than a decade of presenting the stages of team formation, Tuckman revised his work and introduced a fifth phase in the formation of a team, which is called the Adjourning or Transforming stage. • It is the final stage wherein a team achieves its goals and completes tasks. • During this time, team effort is recognized along with the contribution of each member to the success of the team. #21
  • 22. Stage 5: ADJOURNING • After which, the team is then dissolved from its formation • This is about completion and disengagement, both from the tasks and the group members. • Individuals will be proud of having achieved much and glad to have been part of such an enjoyable group. • They need to recognise what they've done, and consciously move on. #22
  • 23. #23
  • 24. Recipe for Successful Team • Commitment to shared goals and objectives • Clearly define roles and responsibilities – Use best skills of each – Allows each to develop in all areas #24
  • 25. Recipe for Successful Team • Effective systems and processes – Clear communication – Beneficial team behaviors; well-defined decision procedures and ground rules – Balanced participation – Awareness of the group process – Good personal relationships #25
  • 26. #26

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