The document discusses team building training and the stages of team development. It describes forming as establishing roles and trust, storming as conflicts emerging, norming as establishing procedures, and performing as high functioning cooperation. Key aspects of effective teams are clear communication, decision-making processes, balanced participation, and interpersonal relationships. The training emphasizes defining objectives, roles and responsibilities, and providing constructive feedback throughout the stages to build an effective team.

3. Team Building
Training

4. Our Objective
i. Teams
ii. Stages of Team Building
iii.Recipe for Team Building
iv. Meaning of the Team
v. Exercise

5. When several people use their skills and
knowledge together, the result should be
positive. People working together can
sustain the enthusiasm and lend support
needed to complete the task.
Why have teams?
What is a team?
A team is a group of people who are
mutually dependent on one another to
achieve a common goal.

6. How doTeamsWork Best
Teams succeed when members
have:
• commitment to common
objectives;
• defined roles and
responsibilities;
• effective decision systems,
communication and work
procedures,
• managing timelines; and,
• Good personal relationship

7. Stages ofTeam
Building

8. • Trust• Process
• Direction• Results
Performing Forming
StormingNorming
Stages

9. Stage 1
FORMING

10. Forming
Team
i. DefineTeam
ii. Determine
individual roles
iii.Build trust and
communication
iv.Develop Norms
Task
i. Define problem and its solution
ii. Planning and Strategy
iii. Identify information needed

11. i. Encourage and maintain open communication.
ii. Help the team develop and fellow team norms.
iii.Help the team focus on the task.
iv.Deal constructively with conflict.
Role –Team Leader

12. Team Norms
i. How can we support each other?
ii. What can we do when others have problems?
iii.What are my responsibilities to the team?

13. Stage 2
STORMING

14. Storming
After a relatively polite forming stage, members grow in
confidence and an amount of power struggle is likely. The
“Team Leader” has to deal with:
i. realize that the task is more difficult than they
imagined;
ii. have fluctuations in attitude about chances of success;
iii. may be resistant to the task;
iv. have poor collaboration.

15. Storming Diagnosis
Ever member of the team needs to go through a self
diagnosis:
i. Do we have common goal and objectives?
ii. Do we agree on roles and responsibilities?
iii.Do our task, communication and decision
system work?
iv.Do we have adequate interpersonal skills?

16. Negotiating Conflict
After the Diagnosis,Team Leader needs to resolve
conflicts(if any) within the team.
i. Separate problem issues from people issues.
ii. Be soft on people and hard on the problem.
iii.Look for underlying needs, goals of each party
rather than specific solutions.

17. Addressing the Problem
i. State your views in clear non-judgmental
language.
ii. Clarify the core issues.
iii.Listen carefully to each person’s point of view.
iv.Check understanding by restating the core
issues.

18. Stage 3
NORMING

19. Norming
Now the group moves on to establish norms in the forms of
system and procedures, i.e. how it should work and a basis for
decision making. During this stage members accept:
i. their teams
ii. teams rules and procedures
iii. their roles in the team;
iv. The individuality of fellow members.
Team members realize that they are not going to
“crash and burn” and start helping each other.

20. Behavior
i. Competitive relationships become more cooperative.
ii. There is a willingness to confront issues and solve problems.
iii. Team develop the ability to express criticism constructively.
iv. There is a sense of team sprit.

21. Giving Constructive Feedback
i. Be descriptive
ii. Do not use labels.
iii. Do not exaggerate
iv. Do not be judgmental
v. Speak for yourself
vi. Use “I” messages
vii.Restrict your feedback to things you are sure off.
viii.Help people hear and accept your compliments when giving
positive feedback.

22. Receiving Constructive Feedback
i. Listen carefully
ii. Ask questions for clarity.
iii. Acknowledge the feedback.
iv. Acknowledge the valid points.
v. Take time to sort out what you heard.

23. Stage 4
PERFORMING

24. Performing
Finally, the group becomes far more of a cohesive unit and starts
to perform as a team.TheTeam members have:
i. gained insight into personal and team processes;
ii. a better understanding of each other’s strengths and
weakness;
iii. gained the ability to prevent or work through group conflict
and resolve differences;
iv. developed a close attachment to the team.
Leaders delegate and oversees!

25. Recipe for SuccessfulTeam
Effective system and processes
i. Clear communication
ii. Beneficial team behaviors; well defined decision procedures
and ground rules
iii. Balanced participation
iv. Awareness of the group process.
v. Good personal relationship.

26. Trustworthy
Excellence
Multiply
Attitude

27. Lets do a small test to see if we
have learnt something from this
training…

28. Now look at the picture and answer the following questions:
1. Which step was not properly executed during team building?
2. Give reasons why this happened?
3. How would you have done this if you were the “Team
Leader”?

30. “The way a team plays as a whole
determines its success.You may
have the greatest bunch of
individual stars in the world, but if
they do not play together, the
Team wont be worth a dime”

31. The Human Resource Department would like to thank you
for being a part of the learning culture….
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