This document discusses how to build effective teams. It explains that teams are effective when members have commitment to common goals, defined roles and responsibilities, and good communication and decision-making processes. It outlines five stages of team development: forming, storming, norming, performing, and adjourning. Each stage involves changes in team dynamics as the team comes together, encounters conflicts, establishes norms, performs well, and concludes its work. The document provides tips for team roles, developing norms, addressing conflicts, giving feedback, and the characteristics of high-performing teams.

1. Great Teams…The Way to Meet
Challenges
#1

2. Why Teams?
• When several people
use their skills and
knowledge together,
the result should be a
better project.
• People working
together can sustain
the enthusiasm and
lend support needed
to complete the
project.
#2

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.
#3

4. Stages in Team Building
Forming
Storming
Norming
Adjourning
Performing
#4

5. Stage 1: FORMING
Team
– Define team
– Determine
individual roles
– Develop trust and
communication
– Develop norms
Task
– Define problem
and strategy
– Identify
information
needed
#5

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.
#6

7. Team Roles - Recorder
– Keep a record of team meetings.
– Maintain a record of team
assignments
– Maintain a record of the team's work.
#7

8. Team Roles – PR Person
– Contact resource people outside of
the team.
– Correspond with the team's mentor.
– Work to maintain good
communication among team
members.
#8

9. Team Norms
– How do we support
each other?
– What do we do
when we have
problems?
– What are my
responsibilities to
the team?
#9

10. From Individuals
A Group
• Help members understand each other:
– Myers-Briggs Type Indicator (MBTI)
•
•
•
•
Extraverts ------------------ Introverts
Sensors --------------------- iNtuitive
Thinker --------------------- Feelers
Judger ---------------------- Perceiver
By selecting one from each category, we define our
personality type, ESTJ, ENTJ…INFP
#10

11. Stage 2: STORMING
During the Storming stage team members:
– realize that 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.
#11

12. Storming Diagnosis
• Do we have common goals and objectives?
• Do we agree on roles and responsibilities?
• Do our task, communication, and decision
systems work?
• Do we have adequate interpersonal skills?
#12

13. Negotiating Conflict
• Separate problem issues from people issues.
• Be soft on people, hard on problem.
• Look for underlying needs, goals of each party
rather than specific solutions.
#13

14. Addressing the Problem
• State your views in clear non-judgmental
language.
• Clarify the core issues.
• Listen carefully to each person’s point of view.
• Check understanding by restating the core
issues.
#14

15. Stage 3: Norming
• During 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 not going
to crash-and-burn and start helping each
other.
#15

16. Behaviors
• Competitive relationships become more
cooperative.
• There is a willingness to confront issues
and solve problems.
• Teams develop the ability to express criticism
constructively.
• There is a sense of team spirit.
#16

17. Giving Constructive Feedback
• Be descriptive.
• Don't use labels.
• Don’t exaggerate.
• Don’t be judgmental.
• Speak for yourself.
#17

18. Giving Constructive Feedback
• Use “I” messages.
• Restrict your feedback to things you know for
certain.
• Help people hear and accept your
compliments when giving positive feedback.
#18

19. Receiving Feedback
•
•
•
•
•
Listen carefully.
Ask questions for clarity.
Acknowledge the feedback.
Acknowledge the valid points.
Take time to sort out what you heard.
#19

20. Stage 4: PERFORMING
Team 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.
#20

21. Stage 5: ADJOURNING
• After more than a decade of presenting the
stages of team formation, Tuckman revised his
work and introduced a fifth phase in the
formation of a team, which is called the
Adjourning or Transforming stage.
• It is the final stage wherein a team achieves its
goals and completes tasks.
• During this time, team effort is recognized along
with the contribution of each member to the
success of the team.
#21

22. Stage 5: ADJOURNING
• After which, the team is then dissolved from
its formation
• This is about completion and disengagement,
both from the tasks and the group members.
• Individuals will be proud of having achieved
much and glad to have been part of such an
enjoyable group.
• They need to recognise what they've done,
and consciously move on.
#22

23. #23

24. Recipe for Successful Team
• Commitment to shared goals and
objectives
• Clearly define roles and responsibilities
– Use best skills of each
– Allows each to develop in all areas
#24

25. Recipe for Successful Team
• Effective 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
#25

26. #26