An effective team has certain key characteristics: it shares leadership roles and accountability; develops a clear purpose and concrete goals; and works interdependently. Team interventions aim to help struggling members by diagnosing issues, accomplishing tasks, strengthening relationships, and improving processes. Common interventions include clarifying goals and roles, building trust, managing conflict, and relating to external stakeholders. A multi-step team intervention process begins by identifying at-risk members and brainstorming interventions to improve team effectiveness.

1. Team Intervention

2. Intervention
To intervene is to enter into an ongoing system of
relationships, to come between or among persons,
groups, or objects for the purpose of helping them.

3. Distinction between
Groups and Teams
• A work group is
- a number of persons
- usually reporting to a common superior
- having some face-to-face interaction
- persons have some degree of interdependence in carrying
out tasks for the purpose of achieving organizational goals
• A team is
- a form of group
- has some characteristics in greater degree than ordinary
groups
- and a higher degree of interdependency and interaction

4. Different Types of Teams
• Cross-Functional Teams: comprised of individuals
with functional home base- eg. Manufacturing,
design, eng etc.- but they meet regularly to solve
ongoing challenges requiring input from a number of
functional areas
• Effective Teams: are relaxed, comfortable and
informal
• High-Performance Teams: have strong personal
commitment to each other- commitment to other’s
growth and success

5. Effective Team
An effective team has certain characteristics that allow the
team members to function more efficiently and productively.
An effective team develops ways to share leadership roles
and ways to share accountability for their work products,
shifting the emphasis from the individual to several individuals
within the team. A team also develops a specific team purpose
and concrete work products that the members produce
together.

6. Components of effective team
There are four essential components to an effective team:
1. Positive Corporate Culture
2. Give Recognition
A. Outstanding performance
B. Continued performance
C. Improved performance
3. Positive Feedback
4. Provide New Opportunities

7. Team Intervention
The purpose of this team is to help Employees /
Members of the team that are struggling in
some way. This usually refers to performance
but can include emotional/behavioral/social
concerns.

8. In a study of 569 managers, they reported that they limited their efforts or input
in over 56% of the teams in which they participated. The major causes
for giving up were cited as:
• Presence of someone with expertise (73%)--I wasn't needed
• Presentation of compelling argument (62%)--I didn't have other information for
an argument
• Lack of confidence in ability to contribute (61%)--I wasn't prepared or there
were other "high power" people.
• Unimportant or meaningless decision (52%)--why waste my time?
• Pressures to conform to team decision (46%) --groupthink at its best!
• Dysfunctional decision making climate (39%)--you want me to risk what?!
When Team Members Give Up

9. This Intervention can be used effectively to:
 Engage and align individuals, or cross-teams, to collaborate effectively
 Bring in high energy and charge up the team to achieve stretched goals
 Set up a high performance climate in the organisation

10. Team-Building Interventions
The four main areas:
Diagnosis
Task Accomplishments
Team relationships
Team and organization processes

11. THE FORMAL GROUP DIAGNOSTIC MEETING
Its purpose is to conduct a general critique of
the performance of the group and to uncover
and identify problems on which they will work
on

12. THE FORMAL GROUP TEAM-BUILDING MEETING
It has the goal of improving the team’s
effectiveness through better management of
task demands, relationship demands and
group processes.

13. PROCESS CONSULTATION INTERVENTIONS
• Process consultation model is similar to team-
based interventions
• It places greater emphasis on diagnosing and
understanding process events

14. Steps in Team Intervention
 Step 1 - Identify At-Risk Population
 Step 2 - Initial Intervention Team Meeting
 Step 3 - Interventions Begin
 Step 4 - Second Intervention Team Meeting
 Step 5 - Request for Further Testing

15. Step 1 - Identify At-Risk Population:
• It must be determined which members are “at-risk”. The lowest
10% in each level will be the target group.
• Identify them by considering Previous year’s review or with various
assessment technique.
Step 2 - Initial Intervention Team Meeting:
- Review data with all personnel in attendance
- Brainstorm interventions (interventions must be research-
validated). Other interventions may have been agreed upon during
the initial Intervention Team meeting.

16. Airtel Enterprise
Team interventions usually focus on the following:
• Clarify Direction: often facilitate teams, to clarify their visions and
goals, and their understanding of the business environment, market
and competitor forces within their operation.
• Inspiring Performance: This involves clarifying individual and team
roles, their interdependencies and communication between them.
• Building Relationships and Trust: use techniques such as sharing
information, giving and receiving feedback, as well as practical
behavior frameworks such as MBTI, Enneagram, DISC Transactional
Analysis and Learning Styles, to help colleagues understand each other
better.

17. • Conflict Management: help clarify the rules of engagement and, if
necessary, use conflict management techniques to help protagonists
stand back and take a fresh look at how they are behaving and working
together, and explore options for change.
• Relating to the External World: identify the key external stakeholders of
the team, how communication occurs between them and individual team
members, and facilitate changes which simplify and enhance
effectiveness.