2. INTERVENTION
To intervene is to enter
into an ongoing system of
relationships, to come
between or among
persons, groups, or
objects for the purpose of
helping them.
4. Distinction between Groups and Teams
• A work group is - a number of persons - usually
reporting to a common superior - having some
face-to-face interaction - persons have some
degree of interdependence in carrying out tasks
for the purpose of achieving organizational goals
• A team is - a form of group - has some
characteristics in greater degree than ordinary
groups - and a higher degree of interdependency
and interaction
5. Different Types of Teams
• Cross-Functional Teams: comprised of individuals
with functional home base- eg.
Manufacturing, design, eng etc.- but they meet
regularly to solve ongoing challenges requiring
input from a number of functional areas
• Effective Teams: are relaxed, comfortable and
informal
• High-Performance Teams: have strong personal
commitment to each other- commitment to
other’s growth and success
6. Team Intervention
• The purpose of this team is to help Employees
/ Members of the team who are struggling in
some way.
• This usually refers to performance but can
include emotional/behavioral/social concerns.
7. Effectiveness of team intervention
This Intervention can be used effectively to:
• Engage and align individuals, or cross-teams,
to collaborate effectively
• Bring in high energy and charge up the team
to achieve stretched goals
• Set up a high performance climate in the
organization
9. The formal group diagnostic meeting
• Its purpose is to conduct a general critique of
the performance of the group and to uncover
and identify problems on which they will work
on.
10. STEPS INVOVLED
• Leader and Consultant discussion
• Idea put to group for discussion
• Structuring of questions by the leader
• Meeting is conducted
11. WAYS OF COLLECTING DATA
• Total Group discussion
• Sub grouping
• Pairing of two individuals
12.
13. Formal Group Team Building
Meeting
• It has the goal of improving the
team Effectiveness through better management
of Task Demand , Relationship Demand and Group
Processes.
• Inward Look by the team of its own performance
, culture etc
(Eliminating – Dysfunctional behavior
Strengthening – functional ones)
Group critiques helps in improving its operation
14. • Purpose of meetings involves 2 criteria
1.) General meeting (How can we do the job
better)
2.) Special agenda meeting (developing group
performance for fore coming year )
• Team Building Session
in consultation with
• Initiated by manager Third party
• Tested for reaction within the group
• Length of meeting ( 1 – 3 days)
• Session should to held away from the work place
15. • Team Building Session
• Desirable for consultant to interview the entire
group using an open ended approach such as ,
“What things do you see getting in the way of
this group being a better one ? ”
Assessment : Commitment to team building Session
Consultant Interview – Each group member with leader prior to meeting
Data converted to themes
Presentation - Group Analysis
Action Plan by group
Follow up meeting for check
16. • Information consider Information Considered
-ed confidential public
1) Interviews may be 1) Helps to set a climate
More candid and open of openness , trust and
Constructive problem
solving.
2) Consultant is careful
To report the findings in
a general way that does
Not reveal the source of
Information.
17. • Presentation of data as themes
Themes should be
Easily understandable by group
Ranked by group as per importance
Most important forms the agenda of the
meeting
• Group thus work as two set of item
The agenda item
Item that emerge from the interaction of
participants
18. Purpose of team building
Richard Beckhard list inorder of importance
1) To set Goals and priorities
2) To analyze or allocate the way work is
performed
3) To examine the way a group is working
its processes
1) To examine relationships among the people
doing the work
Major problem: Lack of generation on primary
goals
(Leaders goals for session must be taken rather
than consultant goals)
19. • Bell and Rosenzweig relied heavily upon the team building
workshops in OD program in a municipal government
organization and came with the following assessment :
Get Right people together for
A large block of uninterrupted time
to work on high priority problems or opportunities that
They have identified and that are worked on
In ways that are structured to enhance the likelihood of
Realistic solutions and action plan that are
Implemented enthusiastically
Follow up to assess actual vs expected results
20. Process Consultation Intervention
• Schein View , PC model
PC represents an approach or a method for intervening in an
ongoing system . This approach is that a skilled third party
(Consultant) works with the individuals and groups to help them
learn about human and social processes and learn to solve
problems that stem for processes events
1) Agenda
setting
2) Feedback of
observation
or other data
3) Counseling
and coaching
4) Structural
suggestions
21. Gestalt Therapy
• Focus on Individual than Group
• Psychotherapy – Fedrick S “ FRITZ” perls called
GESTALT Therapy
• Positive
• negative
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22. • Robert and Harman lists goals of Gestalt
therapy as
Awareness
Integration
Maturation
Authenticity
Self regulation
Behavior Change
