Teamwork and leadership
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Teamwork and leadership were the main topics discussed. The document provided an agenda that covered the importance of teamwork, how to construct effective teams, and characteristics of good team players and leaders. It discussed the differences between a leader and manager, qualities of good leaders, and strategies for dealing with different difficult personality types on a team, such as whiners, shy people, and "tanks." The overall message was about the value of teamwork and effective leadership in achieving goals and building successful teams.
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Teamwork and leadership
- 1. Teamwork & SCCI’13 Soft skills team Leadership
- 2. Agenda • Importance • Team construction • Good team players • Leader versus Manager • Who is a good leader? • Difficult people to deal with Teamwork Leadership
- 3. Fast Learning Workload Distribution Building Bonds Healthy Competition Exploring Creativity Job SatisfactionIncrease Speed of Work 1 2 3 4 7 5 6
- 5. GoodTeam Players “Nothing GREAT was ever achieved without ENTHUSIASM”
- 9. Leadership
- 10. Are leaders born or made
- 11. Leader versus Manager By his organizational hierarchy By his personal skills
- 12. Leader versus Manager Have formal rights Have NO formal rights
- 14. Leader versus Manager People follow according to job description People follow on voluntary basis
- 15. Good leaders Long term vision Show Appreciation Respect Opinions
- 16. Good leaders Creates spirit Create another leaders Dealing with difficult people
- 17. Difficult people to deal with
- 18. They think
- 19. Whiners
- 20. Shy • Break the ice • Ask open ended questions • Show interest • Respect their opinions • Lighten it up
- 21. • Make it safe to be honest • Help the person learn to plan • Ensure commitments
- 22. TheTank • Sit aside with them • Show them the consequences of their actions • Interrupt the attack
- 23. Summary
- 24. ThankYou e
Editor's Notes
- During the Forming stage, members of the project team meet each other and learn about the tasks they will need to perform. Team members will try to see how they fit in with each other and understand what is expected of them.Clearly defining the project's objectivesThe Storming stage is characterized by interpersonal issues such as conflict and polarization. During this stage it is common for team members to challenge each other, including the project manager!Norming During this stage, you will want to focus on keeping everyone moving in the right direction.In the Performing stage, team members are comfortable with each other and group norms have been accepted. Interpersonal and structural issues have been settled and support task performance.Now that the team is performing at a high level, you will be able to focus more of your energy on leadership activities and less on supervisory activities.
- Ask them why it is important to keep secrets of the team
- Share knowledge and mention ethics
- 3ashan howa el wa7eed el mas2ool 3an we ba3d kda 2a2leb el slidemention Disneyintegrity openness creativity determinity
- Spirit bey increase el enthusiaismellyheya 2olnaha felGood team playeryour are temporary and your vision takes time
- Nobody likes a Whiner. Laugh the world laughs with you; whine and you whine alone. Whiners feel helpless and overwhelmed by an unfair world. Their standard is perfection, and no one and nothing measures up to it. But misery loves company,the Whiner look at the problem, feels helpless, and then generalizes that the problem is worse than it actually isYour GoalForm a problem-solving allianceand if that doesn't work, then your goal is to get them to go away!Don't:Don't agree with Whiners, as it just encourages them to keep cmplaining.Don't disagree with them, as they will feel compelled to repeat their problems.Don't try to solve their problems for them -- you can't.Never ask them why they are complaining to you about their problems. They hear this as an invitation to start all over again from the beginning.Do:Do have patience with their impossible standards and seemingly endless negativity.Do have compassion for the poor complainers whose lives are beyond their control.Do have commitment to the lengthy process of getting them to focus on solutions.Listen for the main points.Interrupt and get specificShift the focus to solutions.Show the Whiner the futureDraw the line.
- A Nothing Person doesn't contribute to the conversation. No verbal feedback, no nonverbal feedback, Nothing. What else could you expect from ... the Nothing PersonLighten it upShow the futuremention sabek we jimmy
- Be careful of your own wishful thinkingRemember that they mean well
- Command respect