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Team DevelopmentHow	  to	  build	  stronger	  higher	  performing	  teams	                  PC	  ©	  	  MANGEMENT	  CONSUL...
Team Development	      Tish	  Brown,	  Philip	  Corsano,	  Robynn	  KiIoe,	      PC © MANAGEMENTearle	  	                 ...
Forming Stage	  •  What	  happened:	     –  Debated	  project	  assignment—did	  the	  project	  have	        to	  be	  re...
Forming Stage•  What	  we	  would	  have	  done	  differently:	  	      –  Not	  much—forming	  is	  an	  ‘organic’	  proce...
Storming Stage•  What	  happened:	     – Project	  is	  “agile”	  we	  didn’t	  know	  that!	        • Sponsor	  was	  ope...
Storming Stage•  What	  happened:	     – Four	  diverging	  perspecYves	  of	  the	  project	         •  Would	  this	  in...
Storming Stage       What	  happened?	                 Fireworks!	  	  	         Voices	  were	  raised!	  	  	          F...
Storming Stage•  What	  we	  would	  have	  done	  differently:	      –  Not	  much	  –	  we	  didn’t	  have	  the	  tool	 ...
Norming                                 Balancing Individual & Group Needs                                        Individu...
Norming	  Helps	  Build	  Trust	                                                       PrimiYve	                          ...
Norming•  Exercises	  we	  undertook	  consciously:	          •  RotaYng	  responsibiliYes.	  	  PM	  every	  3	  weeks;	 ...
Performing Stage•  What	  happened?	     –  Greater	  awareness	     –  Improved	  communicaYon	  /	  acYve	  listening	  ...
Performing Stage•  What	  we	  would	  have	  done	  differently:	     –  Greater	  focus	  on	  listening	  and	  learning...
Team Development	                               Comments?	                                 QuesYons?	        PC	  Manageme...
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Team development presentation

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Team development presentation

  1. 1. Team DevelopmentHow  to  build  stronger  higher  performing  teams   PC  ©    MANGEMENT  CONSULTING   1  
  2. 2. Team Development   Tish  Brown,  Philip  Corsano,  Robynn  KiIoe,   PC © MANAGEMENTearle     2   Diana  S CONSULTING
  3. 3. Forming Stage  •  What  happened:   –  Debated  project  assignment—did  the  project  have   to  be  real?     –  Defined  common  terms  (i.e.,  what  did  we  mean  by   the  word  ‘  pilot  program’?)   –  Learned  each  others  individual  communicaYon   styles   –  Formed  a  communicaYon  plan  and  feedback  plan   –  Struggled  with  project  vision   Tish  Brown,  Philip  Corsano,  Robynn  KiIoe,   3   Diana  Searle    
  4. 4. Forming Stage•  What  we  would  have  done  differently:     –  Not  much—forming  is  an  ‘organic’  process     •  Each  team  member  is  unique   •  Everyone  had  to  get  to  the  point  of  being  comfortable   and  understanding  one  another   –   Could  have  used  acYviYes  such  as  “My  vision,  our   vision”  to  help  clarify  project  vision  
  5. 5. Storming Stage•  What  happened:   – Project  is  “agile”  we  didn’t  know  that!   • Sponsor  was  open  minded  to  scope  of  art   • Budget  was  not  an  issue  -­‐  that  created   challenges  of  it’s  own   • Time  line  was  not  hard  and  fast..”it  takes   the  Yme  that  it  takes”  
  6. 6. Storming Stage•  What  happened:   – Four  diverging  perspecYves  of  the  project   •  Would  this  include  a  digital  presentaYon?   •  Who  was  going  to  benefit  from  the  project?   •  How  could  the  benefit  be  measured?     •  EducaYonal  components?  What  are  they     •  AssumpYons  challenged  every  team  member
  7. 7. Storming Stage What  happened?   Fireworks!       Voices  were  raised!       Fists  hit  the  table!    OMG!  Can  we  work  together?    
  8. 8. Storming Stage•  What  we  would  have  done  differently:   –  Not  much  –  we  didn’t  have  the  tool  kit!    •  With  the  tool  kit  we  could:   –  Listen  more     –  Drop  the  need  to  be  right   –  Revert  to  the  communicaYon  plan   –  Consider    team  members  style   –  Accept  that  differences  can  enhance  a  team  
  9. 9. Norming Balancing Individual & Group Needs Individual   Group   Rules   RecogniYon   Roles   MoYvaYon   Performance  Groups pull individuals in opposing directions. By the process of setting rules,more individual freedom for team members than they may perceive Copyright,  ©  Philip  Corsano  25  Apr  2010  
  10. 10. Norming  Helps  Build  Trust   PrimiYve   Dino  Brain   SYmulus   Fast   Unreasonable   Response   Long  Term   Damage  to  thinking   relaYonship  Separate Thoughts and FeelingsCfrom Robynn  KiIoe,   Tish  Brown,  Philip   orsano,  actions, critical for survival 10   Diana  Searle    
  11. 11. Norming•  Exercises  we  undertook  consciously:   •  RotaYng  responsibiliYes.    PM  every  3  weeks;   •  PM  to  set  agenda  and  make  sure  work  was  divided  up   so  producYvity  was  maintained;  •  Exercises  we  did  without  real  plan:   •  How  are  we  doing?   •  Gripes  and  congratulaYons  aired;   •  What  do  we  know  we  could  do  beIer?   Tish  Brown,  Philip  Corsano,  Robynn  KiIoe,   11   Diana  Searle    
  12. 12. Performing Stage•  What  happened?   –  Greater  awareness   –  Improved  communicaYon  /  acYve  listening   –  Greater  openness  
  13. 13. Performing Stage•  What  we  would  have  done  differently:   –  Greater  focus  on  listening  and  learning   –  Created  opportuniYes  to  assess  team  cohesion   •  Success  sharing   •  “I  wish”  discussions   –  More  “AIa  Boys”  
  14. 14. Team Development   Comments?   QuesYons?   PC  Management  ConsulYng   14  

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