This document discusses building effective teams. It begins by distinguishing between a group and a team, noting that teams have complementary talents and interrelated tasks. It then outlines the key phases of team experiences: planning, ongoing work, and completion. Planning involves defining goals, strategies, and team rules. Ongoing work consists of tracking progress, managing conflicts, providing feedback, and replanning when needed. Upon completion, teams should analyze results, identify lessons learned, and prepare for future challenges. The document emphasizes team leadership, facilitating conversations, delegating tasks, managing conflicts, tracking progress, building relationships, and sharing resources to support the team ongoing work. It concludes by posing reflective questions for teams to evaluate their experiences.

1. Team
Plan
Job Description
Training
Tracking e Coaching
Evaluation
Reflection
Flow

2. TEAM

3. Team
WHAT’S THE DIFFERENCE ?
Group of
People
Team

4. Team
 GROUP: People with a common goal;
 TEAM: Group engaged in the same purpose, complementary
talents and interrelated tasks.
Group of
People
Team

5. Team
 TEAM XP:
Planning
• Define Goals;
• Design focus and
strategies;
• Team rules.
On going the
XP
• Tracking;
• Conflict
Management;
• Feedback;
• Re-planning.
Completing
the XP
• Analyze results;
• Recover learning
points;
• Prepare
transition;
• Take new
challenges.

6. Team
Team Planning:
 Drivers of your team’s success;
 Identify the strengths in your members;
 Envision your team in action.
Team Formation:
 Getting to know each other;
 Set a common vision;
 Set team principles and standards.
TEAM BUILDING

7. Team
Ongoing Team Leardership and Managament:
 Facilitate Conversations;
 Conflict Management;
 Task Delegation;
 Track Progress;
 Make Stronger Relationships;
 Share Resources.

8. Team
Ongoing Team Leardership and Managament:
 Proper enviroment;
 Meeting styles;
 Setting agendas.
Facilitate Conversations:

9. Team
Ongoing Team Leardership and Managament:
 Always find compromise;
 Listen to all sides of the story;
 Analyze the facts;
 Take decisions
(maybe you should talk with the person outside the team).
Conflict Management:

10. Team
Ongoing Team Leardership and Managament:
Conflict Management:

11. Team
Ongoing Team Leardership and Managament:
Conflict Management:

12. Team
Ongoing Team Leardership and Managament:
 Setting DDLs;
 SMART Goals:
 Specific
 Mesuarable
 Attainable
 Realistic
 Timely
Task Delegation:

13. Team
Ongoing Team Leardership and Managament:
 Use TM Track Tools;
 Make your own trackers;
 Break down goals into tasks
and action steps;
 Praise publicly, criticize privately.
Track Progress:

14. Team
Ongoing Team Leardership and Managament:
 Have Team Days;
 Practice effective communication;
 Ensure healthy relationships
between team members.
Make Stronger Relationships:

15. Team
Ongoing Team Leardership and Managament:
 MY @ (myaiesec.net);
 LC Intranet
(https://sites.google.com/a/aiesec.net/aiesecfl/)
Share Resources:

16. Team
 Team Closure:
What were the things we really succeeded at? What
caused this success?
What were the things we failed at? What could we have
done differently?
What impact did we really make?
What were some of our high and low points as a team?
Create a shared story about the experience:

17. Team
Dynamic for Diagnostic
Sharing your XP

18. Team
QUESTIONS FOR REFLECTION:
 What’s your view about this minimum? (Agree or not, accept or not,
understand its impact,...)
 How do your members see this minimum?
 What’s the relation between this minimum and the Quality of @XP?
 How will this minimum impact on quality and growth of results in your area?
 What are the gaps between the ideal situation
and the actual practice?
 What can be done to ensure this minimum?

19. Team
Strategy to Impact
What can YOU do, as a Leader?
What can WE do, as the Quality of @XP Team?

20. Diego Lima
Gabriela Santos
Pedro Santos
Quality of @XP Team
Talent Management
AIESEC in Florianópolis - Brazil