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Team building

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Team Building

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Team building

  1. 1. Great Teams…The Way to Meet the Challenge Dr. S. Prabakar Assistant Professor, VIT University
  2. 2. Why Teams?Completing an project is time consumingand intellectually challenging. Whenseveral people use their skills andknowledge together, the result should bebetterPeople working together can sustain theenthusiasm and lend support needed tocomplete the project.
  3. 3. How do Teams Work Best?Teams succeed when members have: commitment to common objectives; defined roles and responsibilities; effective decision systems, communication and work procedures; and, good personal relationships.
  4. 4. Stages in Team Building Forming Storming Norming Performing
  5. 5. Stage 1: FORMINGTeam Building Task Define team  Define problem Determine and strategy individual roles  Identify Develop trust information and needed communication Develop norms
  6. 6. Team Roles - Leader• Encourage and maintain open communication.• Help the team develop and follow team norms.• Help the team focus on the task.• Deal constructively with conflict.
  7. 7. Team Roles - Recorder Keep a record of team meetings. Maintain a record of team assignments Maintain a record of the teams work.
  8. 8. Team Roles – PR Person Contact resource people outside of the team. Correspond with the teams mentor. Work to maintain good communication among team members.
  9. 9. Team Norms How do we support each other? What do we do when we have problems? What are my responsibilities to the team?
  10. 10. From Individuals A GroupHelp members understand each other: Myers-Briggs Type Indicator (MBTI)  Extraverts ------------------ Introverts  Sensors --------------------- iNtuitive  Thinker --------------------- Feelers  Judger ---------------------- PerceiverBy selecting one from each category, we define our personality type, ESTJ, ENTJ…INFP
  11. 11. Relevance to Teams (E/I)Extraverts Introverts Need to think  Need time to aloud process Great explainers  Great May overwhelm concentration others  May not be heard
  12. 12. Relevance to Teams (N/S)iNtuitive Sensor Great at big  Great executors picture  May miss big See connections picture, relative May make importance mistakes in carrying out plans
  13. 13. Relevance to Teams (T/F)Thinker Feeler Skillful at  Knows why understanding something how anything matters works
  14. 14. Relevance to Teams (J/P)Judger Perceiver Good at  Always curious, schedules, plans, wants more completion knowledge Makes decisions  May not get easily (quickly) May overlook around to acting vital issues
  15. 15. Stage 2: STORMINGDuring the Storming stage team members:  realizethat the task is more difficult than they imagined;  have fluctuations in attitude about chances of success;  may be resistant to the task; and,  have poor collaboration.
  16. 16. Storming DiagnosisDo we have common goals and objectives?Do we agree on roles and responsibilities?Do our task, communication, and decisionsystems work?Do we have adequate interpersonal skills?
  17. 17. Negotiating ConflictSeparate problem issues from people issues.Be soft on people, hard on problem.Look for underlying needs, goals of eachparty rather than specific solutions.
  18. 18. Addressing the ProblemState your views in clear non-judgmentallanguage.Clarify the core issues.Listen carefully to each person’s point ofview.Check understanding by restating the coreissues.
  19. 19. Stage 3: NormingDuring this stage members accept: their team; team rules and procedures; their roles in the team; and, the individuality of fellow members.Team members realize that they are notgoing to crash-and-burn and start helpingeach other.
  20. 20. Behaviors Competitive relationships become more cooperative. There is a willingness to confront issuesand solve problems. Teams develop the ability to express criticism constructively. There is a sense of team spirit.
  21. 21. Giving Constructive FeedbackBe descriptive.Dont use labels.Don’t exaggerate.Don’t be judgmental.Speak for yourself.
  22. 22. Giving Constructive FeedbackUse “I” messages.Restrict your feedback to things you knowfor certain.Help people hear and accept yourcompliments when giving positivefeedback.
  23. 23. Receiving FeedbackListen carefully.Ask questions for clarity.Acknowledge the feedback.Acknowledge the valid points.Take time to sort out what you heard.
  24. 24. Stage 4: PERFORMINGTeam members have:  gained insight into personal and team processes;  a better understanding of each other’s strengths and weaknesses;  gained the ability to prevent or work through group conflict and resolve differences; and,  developed a close attachment to the team.
  25. 25. Recipe for Successful TeamCommitment to shared goals andobjectivesClearly define roles andresponsibilities Use best skills of each Allows each to develop in all areas
  26. 26. Recipe for Successful TeamEffective systems and processes Clear communication Beneficial team behaviors; well-defined decision procedures and ground rules Balanced participation Awareness of the group process Good personal relationships
  27. 27. Thank you

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