Team Building

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  • This presentation is a brief introduction to team building , its power and potential pitfalls. AiS is a excellent example of the power of teamwork. Over the years, the coordinators have been able to use their experiences and skill-sets to design, develop and implement AiS. Over the years we have had to revisit the team building stages mentioned in these slides as new members have joined our group. We have learned to listen with each other as well as learned from each other.
  • Team Building

    1. 1. Team Building Abha Suri
    2. 2. How do Teams Work Best? <ul><li>Team’s succeed when members have: </li></ul><ul><li>1. Commitment to common objectives </li></ul><ul><ul><li>More likely when they set them; recognize interdependence </li></ul></ul><ul><li>2. Defined, appropriate roles and responsibilities </li></ul><ul><ul><li>Good use of individual talent </li></ul></ul><ul><ul><li>Opportunity for each to grow, learn all skills </li></ul></ul><ul><li>3. Effective decision systems, communication and work procedures </li></ul><ul><ul><li>Open, honest communication </li></ul></ul><ul><ul><li>Accepts conflict, manages it, resolves it well </li></ul></ul><ul><li>4. Good personal relationships </li></ul><ul><ul><li>Mutual trust </li></ul></ul>
    3. 3. Stages in Team Building Forming Storming Norming Performing
    4. 4. Stage 1: FORMING <ul><li>Team Building </li></ul><ul><ul><li>Define team (5-7) </li></ul></ul><ul><ul><li>Determine individual roles </li></ul></ul><ul><ul><li>Develop trust and communication </li></ul></ul><ul><li>Task </li></ul><ul><ul><li>Define problem and strategy </li></ul></ul><ul><ul><li>Identify information needed </li></ul></ul>
    5. 5. From Individuals A Group <ul><li>Help members understand each other: </li></ul><ul><ul><li>Myers-Briggs Type Indicator (MBTI) </li></ul></ul><ul><ul><ul><li>Extraverts ------------------ Introverts </li></ul></ul></ul><ul><ul><ul><li>Sensors --------------------- iNtuitive </li></ul></ul></ul><ul><ul><ul><li>Thinker --------------------- Feelers </li></ul></ul></ul><ul><ul><ul><li>Judger ---------------------- Perceiver </li></ul></ul></ul><ul><ul><li>By selecting one from each category, we define our personality type, ESTJ, ENTJ…INFP </li></ul></ul>Forming
    6. 6. Relevance to Teams (E/I) <ul><li>Extraverts </li></ul><ul><ul><li>Need to think aloud </li></ul></ul><ul><ul><li>Great explainers! </li></ul></ul><ul><ul><li>May overwhelm others </li></ul></ul><ul><li>Introverts </li></ul><ul><ul><li>Need time to process </li></ul></ul><ul><ul><li>Great concentration </li></ul></ul><ul><ul><li>May not be heard </li></ul></ul>Forming
    7. 7. Relevance to Teams (N/S) <ul><li>iNtuitive </li></ul><ul><ul><li>Great at big picture </li></ul></ul><ul><ul><li>See connections </li></ul></ul><ul><ul><li>May make mistakes in carrying out plans </li></ul></ul><ul><li>Sensor </li></ul><ul><ul><li>Great executors </li></ul></ul><ul><ul><li>May miss big picture, relative importance </li></ul></ul>Forming
    8. 8. Relevance to Teams (T/F) <ul><li>Thinker </li></ul><ul><ul><li>Skillful at understanding how anything works </li></ul></ul><ul><li>Feeler </li></ul><ul><ul><li>Know why something matters </li></ul></ul>Forming
    9. 9. Relevance to Teams (J/P) <ul><li>Judger </li></ul><ul><ul><li>Good at schedules, plans, completion </li></ul></ul><ul><ul><li>Make decisions easily (quickly) </li></ul></ul><ul><ul><li>May decide too quickly and overlook vital issues </li></ul></ul><ul><li>Perceiver </li></ul><ul><ul><li>Always curious, want more knowledge </li></ul></ul><ul><ul><li>May not get around to acting </li></ul></ul><ul><ul><li>Slow judger’s enough to make great teams </li></ul></ul>Forming
    10. 10. What Type are You? <ul><li>Online Personality Tests </li></ul><ul><li>Jung types http://www.allhealth.com/onlinepsych/personality/olpgen/0,6103,7119_127651,00.html </li></ul><ul><li>Keirsey types http://www.keirsey.com/cgi-bin/keirsey/newkts.cgi </li></ul>Forming
    11. 11. Stage 2: STORMING <ul><li>During the Storming stage: </li></ul><ul><ul><li>Team members realize that the task is more difficult than they imagined </li></ul></ul><ul><ul><li>Members may be resistant to the task and fall back into their comfort zones </li></ul></ul><ul><ul><li>Communication is poor with little listening </li></ul></ul><ul><ul><li>Fluctuations in attitude about their chances of success </li></ul></ul><ul><ul><li>Among the team members there is disunity and conflict </li></ul></ul><ul><ul><li>Collaboration between members is minimal and cliques start to appear </li></ul></ul>
    12. 12. Storming Diagnosis (in order) <ul><li>Do we have common goals and objectives? </li></ul><ul><li>Do we agree on roles and responsibilities? </li></ul><ul><ul><li>Use a table to share division of labor </li></ul></ul><ul><li>Do our task, communication, and decision systems work? </li></ul><ul><li>Do we have adequate interpersonal skills? </li></ul>Storming
    13. 13. Negotiating Conflict <ul><li>Separate problem issues from people issues </li></ul><ul><li>Be soft on people, hard on problem </li></ul><ul><li>Look for underlying needs, goals of each party rather than specific solutions </li></ul><ul><ul><li>Find a creative solution that’s good for both </li></ul></ul>Storming
    14. 14. Addressing the Problem <ul><li>Problem Solving </li></ul><ul><ul><li>State your views in clear non-judgmental language </li></ul></ul><ul><ul><li>Clarify the core issues </li></ul></ul><ul><ul><li>Listen carefully to each person’s point of view </li></ul></ul><ul><ul><li>Check understanding of the disagreement by restating the core issues </li></ul></ul><ul><ul><li>Use techniques such as circling the group for comments and having some silent thinking time when emotions run high </li></ul></ul>Storming
    15. 15. Stage 3: Norming <ul><li>During this stage members accept </li></ul><ul><ul><li>their team </li></ul></ul><ul><ul><li>team ground rules </li></ul></ul><ul><ul><li>their roles in the team </li></ul></ul><ul><ul><li>the individuality of fellow members </li></ul></ul><ul><li>Team members realize that they are not going to drown and start helping each other </li></ul>
    16. 16. Behaviors <ul><li>Competitive relationships become more cooperative </li></ul><ul><li>Willingness to confront issues and solve problems </li></ul><ul><li>Ability to express criticism constructively </li></ul><ul><li>More sharing and a sense of team spirit </li></ul>Norming
    17. 17. Guide for Giving Constructive Feedback <ul><li>When you …. describe behavior </li></ul><ul><li>I feel ….. how behavior affects you </li></ul><ul><li>Because I … why behavior affects you </li></ul><ul><li>(Pause for discussion) …. let other person(s) respond </li></ul><ul><li>I would like …. what change would you like </li></ul><ul><li>Because …. why change will alleviate problem </li></ul><ul><li>What do you think …. Listen to other person’s response and discuss options </li></ul>Norming
    18. 18. Giving Constructive Feedback <ul><li>Be descriptive </li></ul><ul><li>Don't use labels </li></ul><ul><li>Don’t exaggerate </li></ul><ul><li>Don’t be judgmental </li></ul><ul><li>Speak for yourself </li></ul>Norming
    19. 19. Giving Constructive Feedback (cont.) <ul><li>Talk first about yourself, not about the other person </li></ul><ul><li>Phrase the issue as a statement, not a question </li></ul><ul><li>Restrict your feedback to things you know for certain </li></ul><ul><li>Help people hear and accept your compliments when giving positive feedback </li></ul>Norming
    20. 20. Receiving Feedback <ul><li>Breathe </li></ul><ul><li>Listen carefully </li></ul><ul><li>Ask questions for clarity </li></ul><ul><li>Acknowledge the feedback </li></ul><ul><li>Acknowledge the valid points </li></ul><ul><li>Take time to sort out what you heard </li></ul>Norming
    21. 21. Stage 4: PERFORMING <ul><li>Team members have </li></ul><ul><ul><li>Gained insight into personal and team processes </li></ul></ul><ul><ul><li>A better understanding of each other’s strengths and weaknesses </li></ul></ul><ul><ul><li>Gained the ability to prevent or work through group conflict and resolve differences </li></ul></ul><ul><ul><li>Developed a close attachment to the team </li></ul></ul>
    22. 22. Recipe for Successful Team <ul><li>Commitment to shared goals and objectives </li></ul><ul><li>Clearly define roles and responsibilities </li></ul><ul><ul><li>Use best skills of each </li></ul></ul><ul><ul><li>Allows each to develop in all areas </li></ul></ul>
    23. 23. Recipe for Successful Team <ul><li>Effective systems and processes </li></ul><ul><ul><li>Clear communication </li></ul></ul><ul><ul><li>Beneficial team behaviors </li></ul></ul><ul><ul><li>Well-defined decision procedures </li></ul></ul><ul><ul><li>Use of scientific approach </li></ul></ul><ul><ul><li>Balanced participation </li></ul></ul><ul><ul><li>Established ground rules </li></ul></ul><ul><ul><li>Awareness of the group process </li></ul></ul>

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