This Presentation was prepared by me as part of a Training Session to increase sensitivity among team members (from cross functions) to come together and build one effective organization wide team.

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Rahul Jain
Lighting / XYZ
5th December 2013
Building Effective Team

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Individuality and Mobiles
can be turned Off !!

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Presentation Coverage
• Definition of Team
• Team v/s Work Groups
• Types of Team and Advantage
• Different Stages of Team
• Building Effective Team
…. All about teams ….

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Definition of Team
“A small number of people with complementary skills who are
committed to a common purpose, common performance goals, and
an approach for which they hold themselves mutually accountable”.
-G. Moorhead and R.W. Griffin
TEAM
T TOGETHER
E EVERYONE
A ACHIEVE
M MORE
Concept comes from the World of Sports

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• There is no “ I “ in “TEAMWORK”
• Simply Stated, it is less “ME” and more “WE”
• Teamwork divides the “TASK” and doubles the “SUCCESS”
• Coming together is beginning, keeping together is progress, working together is
success. ~ Henry Ford
• Talent wins games, but teamwork wins championships. ~ Michael Jordan
• Do you want a collection of brilliant minds or a brilliant collection of minds?
~ R. Meredith
Famous Quotes

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Teams v/s Work Groups

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Types of Teams
Problem-Solving Teams
Groups of 5 to 12 employees from the same department
who meet for a few hours each week to discuss ways of
improving quality, efficiency or the the work environment.
Self-Managed Work Teams
Groups of 10 to 15 people who take on the responsibilities
of their former supervisors.

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Cross-Functional Teams
Employees from about the same hierarchical
level, but from different work areas, who come
together to accomplish a task.
•Task forces
•Committees
Types of Teams
Virtual Teams
Teams that use computer technology
to tie together physically dispersed
members in order to achieve a
common goal.

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Different Stages of Team

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Team Performance and Time linesTeamPerformance
Time
Forming
Storming
Norming
Performing
De-Norming
De-Storming
De-Forming

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Advantages of Teams and Team work
• Outperform individuals
• Uses individual talents better
• Brings in flexibility and responsive to changes
• Facilitate employee involvement
• Effectively democratize an organization
• Increase motivation and participation
• Increase interpersonal connect
• Facilitate shared and consensus decision making

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When Teams Aren’t the Answer…
• Three tests to see if a team fits the situation :
– Is the work complex and is there a need for different
perspectives?
– Does the work create a common purpose or set of
goals for the group that is larger than the aggregate
of the goals for individuals?
– Are members of the group involved in
interdependent tasks?

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Think of the most effective team that you
have been a part of, list the characteristics on
stick pad that set it apart from other teams
Exercise – Duration 5 Min

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Context
• Adequate Resources
• Situational Leadership and Structure
• Climate of trust
• Performance Evaluation and Reward System
Composition
• Abilities of team members
• Personality
• Role allocation
• Diversity
• Size
• Flexibility
Processes
• Common Purpose
• Specific Goals
• Team efficacy
• Conflict levels
• Authority to make decisions
• Communication
Work Design
• Autonomy
• Skill variety
• Task Identity
• Task significance
Building Effective Team –
A team effectiveness model

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Characteristics of an Effective Team
• Long term focus on purpose
• Everybody solves problem
• Stop and fix the problem
• Everyone participates actively and positively
• Carefully listen and receive feedback
• Willing to take calculated risks
• Teammates trusts the judgment of others
• Plenty of communication
• Everyone takes initiative to get things done

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Characteristics of effective team members
• Trust, supports other team members
• Understands and committed to team objectives
• Involve others in decision making
• Influences others
• “OWNS” problems rather then Who’s to blame?
• Encourage and acknowledge others
• Do not let each other down

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Let’s make Cross Functional Team of 11 …
Who will be 11 Players?
Give One Name in slip of paper.
XYZ - Dream Team
Exercise – Duration 5 Min

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All About Teams…

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Turning Individuals Into Team Players
• The Challenges
– Overcoming individual resistance to team
membership
– Countering the influence of individualistic upbringing
– Introducing teams in an organization that has
historically valued individual achievement.
• To overcome – Plan for Team Players Selection, Training
and Rewards based on need of ROLES. Coach and
mentor team members.

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Roles of Team members
Make use of the ‘natural’ roles and strengths of people
Other possible roles terms and names are –
Planner, Advisor, Organizer, Promoter, Controller, Team Worker, Monitor

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How teams can coordinate better?
• Planning the work and keeping track of the state of
affairs, Periodic Reviews
• Collecting, creating, analyzing and presenting
information
• Combining or linking individual contributions into higher
level results
• Monitoring changes in the environment
• Communicating with peers, subordinates and
Supervisors

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What factors Influence Team Motivation?
• Purpose
• Challenge
• Loyalty
• Responsibility
• Leadership
• Growth
• Reward

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What can be barriers To Team Success?
• Inadequate Planning
• Leaders without Situational leadership skills
• Poor attitude
• Training that didn’t work
• Communications breakdowns
• Team members don’t get along
• Rewards and recognition programs that don’t motivate

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What if My teammates don’t pull loads?

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What if team members are afraid to take decisions?
• Some employees conditioned to take
orders and direction are
uncomfortable in decision-making.
• Some feel that supervisors and
managers are paid more to take
decisions.
• Identify symptoms and coach / guide
employees by allowing them to make
little mistake and correct them.

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How to design a New Team?
• Step 1: Assess why and what kind of team is needed?
• Step 2: Develop realistic priority levels for team work, structure
• Step 3: Share expectations with members
• Step 3: Clarify goals and Performance Criteria
– Team Productivity Measures
– Team Satisfaction
– Organizational Gains
– Individual Development and Learning
• Step 4: Formulate operating guidelines
• Step 5 : Review success indicators

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What are the major tasks facing a new team?
• Addressing Task, People and Relationship issues
• Establishing a positive climate , Structure for team
members
• Working out methods for setting goals, solving
problems, making decisions, ensuring follow-
through, communication, collaboration and
review

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What are Task issues of new team?
• What kind of work needs to be done?
• How much authority does the team members
have?
• What is the degree of interdependence in the
team?
• Is there a “right” answer to the task or is it more
subjective?
• Are team members’ interests aligned or
competitive?

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What are People issues of new team?
• How many people should be on
the team?
• Is the team size right?
• Who is ideally suited to do the
work?
• What technical, task-management,
and interpersonal skills are
needed?
• What types of diversity are needed
for the team?

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What are relationship issues of new team?
• How do we set the correct expectations for
team members (i.e., socialization)?
• What roles and norms are important for
successful team work?
• Is cohesion important?
• How do we deal with conflict among
members?
• How is trust developed, threatened and re-
built among team members?

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Symptoms of Unproductive Teams….

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Symptoms of Unproductive Teams
• Cautious or guarded communication
• Lack of disagreement
• Failure to share information
• Over-reliance on criticism
• Lack of individual feedback
• Performance evaluation is based on personal opinions not data
• Unhealthy Competition among team members
• Low confidence and trust in other members
• Unclear and Unrealistic goals
• Low commitment to the team by members
• Poorly run meetings
• Conflict within team
• Failure to utilize member talents
• Decision-making dominated by one person
• Too much conformity
• Tension and anxiety within the team
• Misunderstanding of jobs and roles

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Team Satisfaction
• Team members enjoy working together
• Feelings of resentment are minimal
• Trust levels are high
• Communication is open and direct
• Team members learn from each other
• Team members are well prepared for change
• Team members are motivated to take up
more challenging tasks
Individual Learning & Development
• Team members learn new skills and
competencies from working in the team
• Development needs of each member are
understood and worked on during the course
of team work
• Career success is enhanced by team work
Organizational Gains
• Team goals are consistent with
Organizational goals
• Team interacts well with other teams and
departments in the organization
• Bottom line results: timeliness, quality,
efficiency, customer satisfaction are met
Team Productivity
• Clear goals that are understood by all
• Objective performance measures are set
• Customer standards are met
• Decision making process is clear to all
• Roles are understood and agreed upon by all
• Ability to change goals and process if
necessary
• Results of team performance is known by all
Indicators of Success

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What makes an Effective GB Team?
• Link GB Team’s project objectives to XYZ’s objectives
• Understand what XYZ expects from you / your team
• Develop and Make team’s vision clear to other teams and XYZ
• Build Collaboration by establishing, communicating and reinforcing shared values
and norms.
• Look for synergies between your and other teams.
• Discourage “Us v/s Them” thinking [Everyone like us is “WE”]
• Facilitate development of team through various stages of growth and maturity
• Provide clear direction and define priorities
• Clarify roles and responsibilities
• Appropriately involve stakeholders in decision making
• Invite ideas and build upon others inputs
• Acknowledge the contribution of all team members
• Celebrate Success !!

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