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Team Building Abha Suri

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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>

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Stages in Team Building Forming Storming Norming Performing

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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>

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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

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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

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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

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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

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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

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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

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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>

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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

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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

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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

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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>

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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

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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

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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

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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

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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

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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>

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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>

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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>