Downloaded 18 times
![ResourcesDesign: A team approach [Video file]. (2010). In Films On Demand. Retrieved June 10, 2015,
from http://digital.films.com/PortalPlaylists.aspx?aid=7967&xtid=42222
Esquivel, M. A., & Kleiner, B. H. (1997). The importance of conflict in work team effectiveness.
Team Performance Management, 3(2), 89. Retrieved from
http://search.proquest.com/docview/217105723?accountid=35812
University of Phoenix. (2004). Learning Team Toolkit. Available on the University
of Phoenix student/faculty website: http://ecampus.phoenix.edu (June 13, 2015).
University of Phoenix. (2014). Team Based Learning. Retrieved from University of Phoenix, COM/516
Professional Communications website.
University of Phoenix. (2014). Why Learning Teams. Retrieved from University of Phoenix,
COM/516 Professional Communications website.
Wisinski, J. (1993). Resolving conflicts on the job. New York: American Management
Association, pp. 27-31.](https://image.slidesharecdn.com/successfulcollaborationandteamdynamics-150616005819-lva1-app6892/75/Successful-collaboration-and-team-dynamics-power-point-presentation-completed-10-2048.jpg)
More Related Content
Similar to Successful collaboration and team dynamics. power point presentation. completed
Successful collaboration and team dynamics. power point presentation. completed
- 1. Successful Collaboration and TeamDynamics COM/516 PROFESSIONAL COMMUNICATIONS CHANADA TURNER OSCAR VALENZUELA JAMES PHILLIPS
- 2. Teaming up ForSuccess The value of team collaboration for academic success: -Opportunity to learn -Places focus on strength of individual team members -Creates opportunity to work towards common goal -Provides stability within the team -Allows for the sharing of new ideas and ways to implement strategies -Creates an atmosphere of successful transitioning from the school to the work place
- 3. Strategies + ConflictResolution = Growth and Learning Strategies in using conflict resolution as opportunities for learning: -Listen to all member’s issue regarding the conflict -Ask questions or give feedback only pertaining to the conflict not member’s assumptions -Focus placed on peaceful agreement -Refrain finger pointing which can decrease morale and the spirit of the team -Refrain from being disrespectful towards others opinions -Utilize the A. E. I. O. U. method • A- Assume every team member means well • E- Express your feelings appropriately • I- Identify what you want to see happen • O- Outcome- express the outcome you want but be open to other options • U- Understand- All should understand the agreement and committed to the resolution (Wisinski, 1993)
- 4. A Team’s GreatestAlly: Communication The following communication skills are necessary for an effective learning team: -Know how to get in touch with your team members -Decide how communication will be done early on -Respond to members request in a timely manner (maximum time within 24 hours) -Don’t be afraid to provide feedback to team members -Be receptive to the feedback from others on the team -Express your feelings about an idea -Be open to ideas that are different from your own -Understand that you may not agree with every idea but be willing to experiment with new ideas
- 5. Working In ATeam Team Member’s Work Style: - The team member’s work style is defined by a member’s strengths, potential, and boundaries of comfort. Boundary of Comfort: - Our boundary of comfort is the flexible limit of the things we can do; we can go beyond this boundary when we are challenged by others to use our strengths, to achieve our potentials.
- 6. Motivational Strategies toIncrease Productivity Team Member’s Purpose: - Proper connection of a team member’s work style to member’s role and tasks, within the team, promotes good team cohesion. Team Motivation: - A set of well outlined goals, objectives and possible rewards adds to team’s efficiency and willingness to contribute to the team effort. Team Feedback: - A properly functioning team requires a continuous system of objective feedback. If the team is to be productive and motivated, each member must be open to give as well as receive constructive criticism.
- 7. Learning Team Charter ThePurpose of the Learning Team Charter: - To establish general expectations for team members - To establish guidelines for effective communication throughout the process - To establish contribution and workload amongst each team member - To ensure equal participation within the team - To ensure a clear understanding and approach to team conflict, time management, and communication
- 8. Learning Team Charter as Reinforcement Beingable to use the Learning Team Charter as a tool of reinforcement for team collaboration and contribution to team success is imperative because: - It holds each team member accountable for their contribution and effective communication - It gets the team to the “performing stage” quicker and ensures every members contribution - It is always present and assures each team member rights to give feedback if a team member is not holding up to the charter
- 9. Effective Components for Team Success Beingable to identify your team’s strengthens and weaknesses will be key to how successful your team is. Here are some components that can be used for team success: - Successfully complete the team charter and ensure each team member has contributed in the chartering process - Make sure each team member’s contact information is complete and correct, updating when necessary - Be available during the times that you stated in the charter - Keep all lines of communication open - Be receptive to constructive criticism and feedback - Complete given workload in a timely manner - Be respectful of each others ideas and opinions - Have fun and learn from each other
- 10. ResourcesDesign: A teamapproach [Video file]. (2010). In Films On Demand. Retrieved June 10, 2015, from http://digital.films.com/PortalPlaylists.aspx?aid=7967&xtid=42222 Esquivel, M. A., & Kleiner, B. H. (1997). The importance of conflict in work team effectiveness. Team Performance Management, 3(2), 89. Retrieved from http://search.proquest.com/docview/217105723?accountid=35812 University of Phoenix. (2004). Learning Team Toolkit. Available on the University of Phoenix student/faculty website: http://ecampus.phoenix.edu (June 13, 2015). University of Phoenix. (2014). Team Based Learning. Retrieved from University of Phoenix, COM/516 Professional Communications website. University of Phoenix. (2014). Why Learning Teams. Retrieved from University of Phoenix, COM/516 Professional Communications website. Wisinski, J. (1993). Resolving conflicts on the job. New York: American Management Association, pp. 27-31.
Editor's Notes
- #3 The idea of collaborating with a group of people in an academic setting provides each individual with the opportunity to learn something new, to bring together different ideas that, when combined have the capability to produce remarkable outcomes. Collaboration is the backbone to any team project whether it be work, school or for an extracurricular activity. It creates an atmosphere of stability due to its focus on each person’s strengths, it opens the door for creation, visualization and structuring in effort to classify ideas, bringing the team to one common goal in making progress and achieving (“Design: A team approach,” 2010). Team collaboration at its core provides each team member the opportunity to transition from learning to work on a team at the college level to working with a team in the workplace with greater ease and increases their ability to become effective team members, a preference for employers (University of Phoenix, 2014).
- #4 Although the word itself simply refers to a disagreement, many people hear the word conflict and instantly create a negative attitude about a situation (Esquivel, & Kleiner, 1997). Conflict resolution however, is the ability to resolve a situation (conflict) by facilitating a conversation with the intent to come to an agreement peacefully. It is the peaceful aspect of resolving issues that brings about growth within the team. Several strategies can be utilized when dealing with a conflict resolution as well as assist in the learning and growth of the team overall. Being able to look at the conflict and not the person takes away from the blame game by refraining from pointing fingers at individual team members which the morale of the team down. Due to only looking at the conflict, it becomes easier to seek resolution then trying to figure out what every team member’s issue is. Every team member has an opinion, being respectful of those opinions allows for others to feel part of the team as well as making them feel that their voice matters.
- #5 Everyone on the team must be willing to share contact information. In being able to provide information in a timely manner the team has to know through what means to contact each other. Whether through conference calls, emails, text messages verbally contacting team members, skype or other video sources it is essential that every team member knows how to get in touch with each other. Knowing how ideas are communicated are important to the flow of the work process as well as maintaining the cohesiveness of the group (“Design: A team approach,” 2010). Along with knowing how to contact, how the communicating of ideas will be done the element of feedback builds on the opportunity for growth, provide it appropriately accept it without arguing, it will allow the team to develop a sense of respect for each other and further develop the cohesiveness of the team. It is always better to express your feelings rather than hold them in as an individual, the same effort should be made when on a team. When team members communicate their feelings about an idea it establishes, diversity within the team as well as the feeling of being heard. A team does not make progress if every member is a “yes man.” Members must also be open to ideas that are completely different from their own while also being understanding that they don’t have to always agree with a particular idea for the team to be successful, but be willing to try out new suggestions as they may benefit the team and its growth whether or not the idea works.
- #6 Every member of a team is a potential leader and possesses some special talent that can shine through with hard work and a little motivation. A leader by definition is someone that not only can lead by example to initiate work, but can motivate others to get things completed in a timely manner. However, in order to get other members of the team excited, every member must critically understand their roles, their strengths and weaknesses as well as their purpose in the team.
- #7 How are roles and purpose for individual members of a group defined? If approached from a strength based aspect roles and purpose will focus on what a team member feels they are good at pertaining to the project as well as how they can best serve on the team. Feedback involves communication at different stages of team projects and communication. Having feedback allows the team to find its optimal efficiency both in work output as well as in quality of work. In addition to quality/quantity of work feedback allows each team member to find his/her work style. Work style involves the individual talents, level of work ethic as well as one’s own internal capacity for change. Work Style, as well as roles, can change when a team member receives constructive feedback and that feedback motivates change. In short, a team is a symbiotic entity, it is organic, all parts are interconnected. All members are affecting each other, resulting in each member to cause each other to change, grow and evolve simultaneously together (AvilaGroup1, Avila University Ed- Tech, 2014).
- #8 After Learning Teams are assigned, assessing the Team Charter is essential and vital to the success and productivity of the team. Using tools like the Learning Team Toolkit will aide in creating an effective charter. By accessing this tool you will gain a greater understanding for what the purpose of the team is, the roles of each team member as well as how the team should manage itself and deal with conflicts (University of Phoenix, 2014). The workload should be shared equally amongst the team members to ensure fairness and equality. Once the charter is complete, there should be a clearer understanding as to what is needed and the time commitment that each team member will contribute. Being able to clearly identify how conflict, time management, and communication amongst the team will be handled will aide in the success of the team.
- #9 Being able to use the learning team charter as a tool of reinforcement aides in the collaboration process. By using the ideas and knowledge in the Learning Team Toolkit, you will be able to effectively use the charter as reinforcement to uphold the standards that were set in the beginning of the process. The charter is always present and available for team members to look at if there might be confusion or a misunderstanding as to workload, conflict resolution, and or contact information. Holding each member accountable for their actions and responses in the lines of commination and the teamwork process will give each member a better understanding of effective communication to take with them for their next team assignment.
- #10 To be an effective team, there are things that need to be identified early on in the process to be able to maintain balance. The first thing that needs to be done is completion of the team charter. This first step is key to the success of the team and will aide the ground rules that are needed. Availability, respect, completion of given workload are other components that will aide in the team’s success. Making sure all lines of communication are always open and responding to team members in a timely manner are all tools that can be used not only when working in a team but for life and professional skills as well. Talk over other components with your team members that can be used to ensure team success.