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November 01, 2013 _Sector Confidential1
Rahul Jain
Lighting / XYZ
5th December 2013
Building Effective Team
November 01, 2013 _Sector Confidential2
Individuality and Mobiles
can be turned Off !!
November 01, 2013 _Sector Confidential3
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 ….
November 01, 2013 _Sector Confidential4
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
November 01, 2013 _Sector Confidential5
• 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
November 01, 2013 _Sector Confidential6
Teams v/s Work Groups
November 01, 2013 _Sector Confidential7
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.
November 01, 2013 _Sector Confidential8
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.
November 01, 2013 _Sector Confidential9
Different Stages of Team
November 01, 2013 _Sector Confidential10
Team Performance and Time linesTeamPerformance
Time
Forming
Storming
Norming
Performing
De-Norming
De-Storming
De-Forming
November 01, 2013 _Sector Confidential11
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
November 01, 2013 _Sector Confidential12
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?
November 01, 2013 _Sector Confidential13
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
November 01, 2013 _Sector Confidential14
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
November 01, 2013 _Sector Confidential15
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
November 01, 2013 _Sector Confidential16
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
November 01, 2013 _Sector Confidential17
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
November 01, 2013 _Sector Confidential18
All About Teams…
November 01, 2013 _Sector Confidential19
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.
November 01, 2013 _Sector Confidential20
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
November 01, 2013 _Sector Confidential21
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
November 01, 2013 _Sector Confidential22
What factors Influence Team Motivation?
• Purpose
• Challenge
• Loyalty
• Responsibility
• Leadership
• Growth
• Reward
November 01, 2013 _Sector Confidential23
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
November 01, 2013 _Sector Confidential24
What if My teammates don’t pull loads?
November 01, 2013 _Sector Confidential25
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.
November 01, 2013 _Sector Confidential26
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
November 01, 2013 _Sector Confidential27
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
November 01, 2013 _Sector Confidential28
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?
November 01, 2013 _Sector Confidential29
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?
November 01, 2013 _Sector Confidential30
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?
November 01, 2013 _Sector Confidential31
Symptoms of Unproductive Teams….
November 01, 2013 _Sector Confidential32
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
November 01, 2013 _Sector Confidential33
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
November 01, 2013 _Sector Confidential34
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 !!
November 01, 2013 _Sector Confidential35
Mobile / Whatsapp +91 786 910 9747
Twitter @BeingHR
Skype : followrahul
Mobile App : http://BeingHR.mobapp.at
Email findrahuljain@yahoo.com
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LinkedIn : http://in.linkedin.com/in/rahuljain77
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Building Effective Team 5th december 2013

  • 1. November 01, 2013 _Sector Confidential1 Rahul Jain Lighting / XYZ 5th December 2013 Building Effective Team
  • 2. November 01, 2013 _Sector Confidential2 Individuality and Mobiles can be turned Off !!
  • 3. November 01, 2013 _Sector Confidential3 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 ….
  • 4. November 01, 2013 _Sector Confidential4 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
  • 5. November 01, 2013 _Sector Confidential5 • 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
  • 6. November 01, 2013 _Sector Confidential6 Teams v/s Work Groups
  • 7. November 01, 2013 _Sector Confidential7 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.
  • 8. November 01, 2013 _Sector Confidential8 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.
  • 9. November 01, 2013 _Sector Confidential9 Different Stages of Team
  • 10. November 01, 2013 _Sector Confidential10 Team Performance and Time linesTeamPerformance Time Forming Storming Norming Performing De-Norming De-Storming De-Forming
  • 11. November 01, 2013 _Sector Confidential11 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
  • 12. November 01, 2013 _Sector Confidential12 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?
  • 13. November 01, 2013 _Sector Confidential13 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
  • 14. November 01, 2013 _Sector Confidential14 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
  • 15. November 01, 2013 _Sector Confidential15 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
  • 16. November 01, 2013 _Sector Confidential16 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
  • 17. November 01, 2013 _Sector Confidential17 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
  • 18. November 01, 2013 _Sector Confidential18 All About Teams…
  • 19. November 01, 2013 _Sector Confidential19 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.
  • 20. November 01, 2013 _Sector Confidential20 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
  • 21. November 01, 2013 _Sector Confidential21 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
  • 22. November 01, 2013 _Sector Confidential22 What factors Influence Team Motivation? • Purpose • Challenge • Loyalty • Responsibility • Leadership • Growth • Reward
  • 23. November 01, 2013 _Sector Confidential23 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
  • 24. November 01, 2013 _Sector Confidential24 What if My teammates don’t pull loads?
  • 25. November 01, 2013 _Sector Confidential25 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.
  • 26. November 01, 2013 _Sector Confidential26 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
  • 27. November 01, 2013 _Sector Confidential27 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
  • 28. November 01, 2013 _Sector Confidential28 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?
  • 29. November 01, 2013 _Sector Confidential29 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?
  • 30. November 01, 2013 _Sector Confidential30 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?
  • 31. November 01, 2013 _Sector Confidential31 Symptoms of Unproductive Teams….
  • 32. November 01, 2013 _Sector Confidential32 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
  • 33. November 01, 2013 _Sector Confidential33 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
  • 34. November 01, 2013 _Sector Confidential34 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 !!
  • 35. November 01, 2013 _Sector Confidential35 Mobile / Whatsapp +91 786 910 9747 Twitter @BeingHR Skype : followrahul Mobile App : http://BeingHR.mobapp.at Email findrahuljain@yahoo.com Blog : http://followrahul.tumblr.com/ Instagram : http://instagram.com/findrahuljain LinkedIn : http://in.linkedin.com/in/rahuljain77 Foursquare : https://foursquare.com/findrahuljain Pinterest : http://www.pinterest.com/findrahuljain Facebook : http://www.facebook.com/findrahuljain Let’s Stay Connected.