Team Management - Forming <ul><li>High dependence on the leader for direction & guidance </li></ul><ul><li>Little agreemen...
Team Management - Forming <ul><li>High dependence on the leader for direction & guidance </li></ul><ul><li>Little agreemen...
Team Management - Storming <ul><li>Team members vie(compete) for position within team </li></ul><ul><li>May be power strug...
Team Management - Norming <ul><li>Agreement & harmony within the team </li></ul><ul><li>Roles & responsibilities are agree...
Team Management - Performing <ul><li>Team clearly knows what it is doing & why </li></ul><ul><li>Team has shared vision & ...
Building Your Team <ul><li>Give and receive feedback from peers or other team members in order to perform the task.  </li>...
Managing conflicts <ul><li>What sort of conflicts could occur in a team? </li></ul><ul><li>Personality clashes </li></ul><...
Managing conflicts <ul><li>How can we as Managers deal with them? </li></ul><ul><li>Let them sort it out themselves </li><...
 
 
Negotiation - 5 Outcomes <ul><li>Lose Win </li></ul><ul><li>Win Lose  </li></ul><ul><li>Lose Lose  </li></ul><ul><li>Walk ...
Twelve Cs Team Building <ul><li>Clear Expectations:   Has executive leadership clearly  communicated its expectations  for...
Twelve Cs Team Building <ul><li>Competence:   Does the team feel that it has the appropriate people participating?   </li>...
Twelve Cs Team Building <ul><li>Collaboration:   Does the team understand team and group process? Do members understand th...
Twelve Cs Team Building <ul><li>Consequences:   Do team members feel responsible and accountable for team achievements? Ar...
What are the consequences of poor relationships  and the lack of trust? Stress Poor health Lack of communication Distrust ...
Developing your people - Skill/Will Skill Will
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Effective Teams Part 3

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Effective Team Building Workshop Part 3

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Effective Teams Part 3

  1. 1. Team Management - Forming <ul><li>High dependence on the leader for direction & guidance </li></ul><ul><li>Little agreement on team aims </li></ul><ul><li>Leader will get lots of questions about purpose & objectives of the team </li></ul><ul><li>Team will test the tolerance of the System & the Manager </li></ul><ul><li>TELLING STYLE APPROPRIATE. </li></ul>
  2. 2. Team Management - Forming <ul><li>High dependence on the leader for direction & guidance </li></ul><ul><li>Little agreement on team aims </li></ul><ul><li>Leader will get lots of questions about purpose & objectives of the team </li></ul><ul><li>Team will test the tolerance of the System & the Manager </li></ul><ul><li>TELLING STYLE APPROPRIATE. </li></ul>
  3. 3. Team Management - Storming <ul><li>Team members vie(compete) for position within team </li></ul><ul><li>May be power struggles </li></ul><ul><li>Clarity of purpose improves but still uncertainty </li></ul><ul><li>Team needs focus to avoid distractions </li></ul><ul><li>SELLING STYLE APPROPRIATE. </li></ul>
  4. 4. Team Management - Norming <ul><li>Agreement & harmony within the team </li></ul><ul><li>Roles & responsibilities are agreed & accepted </li></ul><ul><li>Commitment & unity is strong </li></ul><ul><li>Team discusses & develops processes & working style </li></ul><ul><li>PARTICIPATING STYLE APPROPRIATE. </li></ul>
  5. 5. Team Management - Performing <ul><li>Team clearly knows what it is doing & why </li></ul><ul><li>Team has shared vision & able to work on their own </li></ul><ul><li>High degree of autonomy( freedom) , team look after each other </li></ul><ul><li>Disagreements are resolved positively within the team </li></ul><ul><li>DELEGATING STYLE APPROPRIATE. </li></ul>
  6. 6. Building Your Team <ul><li>Give and receive feedback from peers or other team members in order to perform the task. </li></ul><ul><li>Share credit(honor) for good ideas with others. </li></ul><ul><li>Acknowledge others' skill, experience, creativity, and contributions. </li></ul><ul><li>Listen to and acknowledge the feelings, concerns, opinions, and ideas of others. </li></ul><ul><li>Expand on the ideas of a peer or team member. </li></ul><ul><li>State personal opinions and areas of disagreement tactfully. </li></ul><ul><li>Listen patiently to others in conflict situations. </li></ul><ul><li>Define problems in a non-threatening manner. </li></ul><ul><li>Support group decisions even if not in total agreement. </li></ul>
  7. 7. Managing conflicts <ul><li>What sort of conflicts could occur in a team? </li></ul><ul><li>Personality clashes </li></ul><ul><li>Religious issues </li></ul><ul><li>Cleanliness </li></ul>
  8. 8. Managing conflicts <ul><li>How can we as Managers deal with them? </li></ul><ul><li>Let them sort it out themselves </li></ul><ul><li>Empathise ( to be able to understand how someone else feels ) </li></ul><ul><li>Listen </li></ul><ul><li>Suggest approaches </li></ul>
  9. 11. Negotiation - 5 Outcomes <ul><li>Lose Win </li></ul><ul><li>Win Lose </li></ul><ul><li>Lose Lose </li></ul><ul><li>Walk Away </li></ul><ul><li>Win Win </li></ul>
  10. 12. Twelve Cs Team Building <ul><li>Clear Expectations: Has executive leadership clearly communicated its expectations for the team’s performance and expected outcomes? </li></ul><ul><li>Context: Do team members understand why they are participating on the team ? Do they understand how the strategy of using teams will help the organization attain( achieve ) its communicated business goals </li></ul><ul><li>Commitment: Do team members want to participate on the team? Do team members feel the team mission is important ? </li></ul>
  11. 13. Twelve Cs Team Building <ul><li>Competence: Does the team feel that it has the appropriate people participating? </li></ul><ul><li>Charter: Has the team taken its assigned area of responsibility and designed its own mission, vision and strategies to accomplish the mission. </li></ul><ul><li>Control: Does the team have enough freedom and empowerment to feel the ownership necessary to accomplish its charter? </li></ul>
  12. 14. Twelve Cs Team Building <ul><li>Collaboration: Does the team understand team and group process? Do members understand the stages of group development? </li></ul><ul><li>Communication: Are team members clear about the priority of their tasks? Is there an established method for the teams to give feedback and receive honest performance feedback ? </li></ul><ul><li>Creative Innovation: Is the organization really interested in change? Does it value creative thinking, unique solutions, and new ideas ? </li></ul>
  13. 15. Twelve Cs Team Building <ul><li>Consequences: Do team members feel responsible and accountable for team achievements? Are rewards and recognition supplied when teams are successful? </li></ul><ul><li>Coordination: Are teams coordinated by a central leadership team that assists the groups to obtain what they need for success? </li></ul><ul><li>Cultural Change: Does the organization recognize that the team-based, collaborative, empowering, enabling organizational culture of the future is different than the traditional, hierarchical( a system in which people or things are arranged according to their importance ) organization it may currently be? </li></ul>
  14. 16. What are the consequences of poor relationships and the lack of trust? Stress Poor health Lack of communication Distrust annoyance Anger Close-mindedness Prejudice No team spirit Breakdown of morale Lack of credibility Uncooperative behavior Poor self-esteem Conflict Suspicion Frustration Loss of productivity Unhappiness
  15. 17. Developing your people - Skill/Will Skill Will

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