Team building

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Team building

  1. 1. Great Teams…The Way to Meet Challenges #1
  2. 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. 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. 4. Stages in Team Building Forming Storming Norming Adjourning Performing #4
  5. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 17. Giving Constructive Feedback • Be descriptive. • Don't use labels. • Don’t exaggerate. • Don’t be judgmental. • Speak for yourself. #17
  18. 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. 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. 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. 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. 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. #23
  24. 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. 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. #26
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