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Team Building

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There is a story about four people named Everybody, Somebody, Anybody,
and Nobody.

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Team Building

  1. 1. CAN’T WE ALL JUST GET ALONG ??? TEAM BUILDING Presented by: Ravi Kumar
  2. 2. TEAMWORK Table of Content: • Team Building Exercise • What is a Team • Team Development Life Cycle • Effective Teams • Dealing with Difficult Behavior • Analogy of Geese • Conclusion
  3. 3. NOBODY DID IT There is a story about four people named Everybody, Somebody, Anybody, and Nobody. There was an important job to be done and Everybody was asked to do. Anybody could have done it. Nobody did it. Somebody got angry about that because it was Everybody’s job. Everybody thought Anybody could do it but Nobody realized that Everybody wouldn’t do it. Consequently, it wound up that Nobody told Anybody, so Everybody blamed Somebody. But still NOBODY DID IT !!!
  4. 4. <ul><li>WHAT IS A TEAM? </li></ul><ul><li>A team is defined as a group of people, who bring to the table a set of complementary and appropriate skills, and who hold themselves mutually accountable for achieving a clear and identifiable set of goals. </li></ul><ul><li>Simply stated: A team is a group of people working together towards a common goal. </li></ul><ul><li>It takes more than ONE person to make a team </li></ul><ul><li>There must be collaborative work toward common </li></ul>
  5. 5. <ul><li>TEAM DEVELOPMENT LIFE CYCLE - 5 Stages STAGE 1 FORMING STAGE 2 STORMING STAGE 3 NORMING STAGE 4 PERFORMING STAGE 5 ADJOURNING </li></ul>
  6. 6. <ul><li>FORMING Team Development has been categorized into 5 Stages STAGE 1 • High dependence on leader for guidance and direction. • Little agreement on team. • Individual roles and responsibilities are unclear. • Leader must be prepared to answer lots of questions about the team's purpose, objectives and external relationships. • Members test tolerance of system . Leader Directs </li></ul>
  7. 7. STORMING STAGE 2 • Decisions don't come easily within group. • Team members vie for position • Clarity of purpose increases but plenty of uncertainties persist • Compromises may be required to enable progress LEADERS COACH
  8. 8. NORMING STAGE 3 • Agreement and consensus forms among team • Roles and responsibilities are clear and accepted • Big decisions are made by group agreement • Commitment and unity is strong • The team discusses and develops its processes and working style • There is general respect for the leader and some of leadership is shared LEADER FACILITATES AND ENABLES
  9. 9. PERFORMING STAGE 4 • The team clearly knows why it is doing what it is doing • The team has a shared vision • There is a focus on over-achieving goals • Disagreements occur but now they are resolved within the team positively • The team is able to work towards achieving the goal • Team members look after each other • The team does not need to be instructed or assisted LEADER DELEGATES AND OVERSEES
  10. 10. ADJOURNING STAGE 5 • Adjourning, is the break-up of the group, hopefully when their task is completed successfully, their purpose fulfilled; everyone can move on to new things, feeling good about what's been achieved. • From an organizational perspective, recognition of and sensitivity to people's vulnerabilities during this fifth stage is helpful • Feelings of insecurity would be natural LEADER REASSURE, COMMUNICATE
  11. 11. EFFECTIVE TEAMS There are several key characteristics that are prevalent in EFFECTIVE teams. • CLEAR AND ACHIEVABLE GOALSEFFECTIVETEAMS • COMMITMENT TO THE GOALS • CLEARLY DEFINED ROLES/ RESPONSIBILITIES • REGARD FOR TEAM MEMBERSS • SUCCESSFULLY DEALS WITH CONFLICT
  12. 12. CLEAR GOALS characteristics found in effective teams • CLEAR AND ACHIEVABLE GOALS
  13. 13. COMMITMENT TO GOALS characteristics found in effective teams • COMMITMENT TO GOALS
  14. 14. RESPECT FOR OTHERS characteristics found in effective teams • REGARD/ RESPECT FOR TEAM MEMBERS
  15. 15. <ul><li>Analytical </li></ul><ul><li>Thinking. Facts, Figures, Data, </li></ul><ul><li>Not Opinions </li></ul><ul><li>‘ Paralysis of Analysis ’ </li></ul><ul><li>Driver </li></ul><ul><li>Action oriented. Likes to delegate, </li></ul><ul><li>very focused, needs low supervision </li></ul><ul><li>‘ Tends to leave body bags behind’ </li></ul><ul><li>Amiable </li></ul><ul><li>Friendly, Fuzzy, Relationship </li></ul><ul><li>Oriented. Good at Coordinating </li></ul><ul><li>‘ Appears Wishy Washy ’ </li></ul><ul><li>Expressive </li></ul><ul><li>Highly enthusiastic, Loves Fun, </li></ul><ul><li>Party People. No Details please. </li></ul><ul><li>‘ Hard to complete task in present’ </li></ul>RESPECT FOR OTHERS Personality Types
  16. 16. DEFINE ROLES characteristics found in effective teams • CLEARLY DEFINED ROLES/RESPONSIBILITIES
  17. 17. CONFLICT RESOLUTION characteristics found in effective teams • SUCCESSFULLY DEALS WITH CONFLICT CONFLICT IS INEVITABLE !!!
  18. 18. DIFFICULT BEHAVIOR HOSTILE AGGRESSIVES People who try hard to bully and overwhelm by bombarding others with cutting remarks. Stand up for yourself Give them time to run down Look directly at them and wait .
  19. 19. DIFFICULT BEHAVIOR COMPLAINERS People who gripe without ceasing, but never try to do anything about what they complain about . Listen attentively to them, but don’t let them dwell on complaints Acknowledge by paraphrasing their concerns Keep things optimistic Ask, “What are you willing to do to remedy the situation?”
  20. 20. DIFFICULT BEHAVIOR SILENT UNRESPONSIVES People who answer, when they answer at all, with grunts or a yes/no response Don’t interrupt silence; give them some time to open up Ask open-ended questions Listen attentively if they open up, but do not gush
  21. 21. DIFFICULT BEHAVIOR SUPER AGREEABLES Very personable, funny people who never act the way they say they will or how you thought they would Let them know you value them as a person Ask them to be honest with you Carefully point out the inconsistencies in their behavior
  22. 22. DIFFICULT BEHAVIOR KNOW-IT-ALL EXPERTS Condescending, pompous people who claim to know all about everyone and everything Never Ignore them Know what you are talking about when you converse with them Question firmly about inaccurate facts or inconsistencies, but do not confront them in a group situation
  23. 23. ANALOGY As each goose flaps its wings, it creates an &quot;uplift&quot; for the birds that follow. By flying in a &quot; V &quot; formation, the whole flock adds 71% greater flying range than if each bird flew alone.
  24. 24. YES!!! CAN’T WE ALL JUST GET ALONG ??? The Answer is YES!!!

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