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Stages of tb

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Stages of tb

  1. 1. Team BuildingSharon Doner-FeldmanTraining for You
  2. 2. What is Teamwork & Team BuildingTeamwork Concept of people working together as a teamTeam player A team player is someone who is able to get along with theircolleagues and work together in a cohesive groupTeam Building Process of establishing and developing a greater sense ofcollaboration and trust between members
  3. 3. Teamwork“Create A Story”
  4. 4. Why Should We Be a Team? When staff use their skills and knowledge together,the result is a stronger agency that can fulfill itsmission“To provide accurate information that would assistindividuals in achieving a better quality of life.” People working together can sustain the enthusiasmand lend support needed to complete the work ofeach program.
  5. 5. How does a Team Work Best?A Teams succeeds when its membershave: a commitment to common objectives defined roles and responsibilities effective decision systems, communicationand work procedures good personal relationships
  6. 6. Team Morale Depends OnSupportResourcesCommunicationPersonalities
  7. 7. Teamwork Skills Listen Question Persuade Respect Help Share Participate
  8. 8. Stages in Team BuildingFormingFormingStormingStormingNormingNormingPerformingPerforming
  9. 9. Stage 1: FORMINGThe Team defines the problem agrees on goals and formulates strategies fortackling the tasks determines the challenges and identifiesinformation needed Individuals take on certain roles develops trust and communication
  10. 10. Team Roles - LeaderEncourages and maintains open communicationLeads by setting a good exampleMotivates and inspires team membersHelps the team focus on the taskFacilitates problem solving and collaborationMaintains healthy group dynamicsEncourages creativity and risk-takingRecognizes and celebrates team membercontributions
  11. 11. Other Team Roles – Members Can Formallyor Informally Take on These RolesInitiator - Someone who suggests new ideas. One or more people can have this role at atime.Recorder - This person records whatever ideas a team member may have. It is importantthat this person quote a team member accurately and not "edit" or evaluate them.Devils Advocate/Skeptic - This is someone whose responsibility is to look for potentialflaws in an idea.Optimist - This is someone who tries to maintain a positive frame of mind and facilitatesthe search for solutions.Timekeeper - Someone who tracks time spent on each portion of the meeting.Gate Keeper - This person works to ensure that each member gives input on an issue. Onestrategy to do this is to ask everyone to voice their opinion one at a time. Another isto cast votes.Summarizer - Someone who summarizes a list of options.
  12. 12. From Individuals A Group FormsHelp members understand each otherMyers-Briggs Type Indicator (MBTI)Extraverts ------------------ IntrovertsSensors --------------------- iNtuitiveThinker ---------------------- FeelersJudger ----------------------- PerceiverBy selecting one from each category, we define ourpersonality type, ESTJ, ENTJ…INFP
  13. 13. Relevance to Teams (E/I)Extraverts– Need to thinkaloud– Great explainers– May overwhelmothersIntroverts– Need time toprocess– Greatconcentration– May not be heard
  14. 14. Relevance to Teams (N/S)iNtuitive– Great at bigpicture– See connections– May makemistakes incarrying outplansSensor– Great executors– May miss bigpicture, relativeimportance
  15. 15. Relevance to Teams (T/F)Thinker– Skillful atunderstandinghow anythingworksFeeler– Knows whysomethingmatters
  16. 16. Relevance to Teams (J/P)Judger– Good atschedules, plans,completion– Makes decisionseasily (quickly)– May overlookvital issuesPerceiver– Always curious,wants moreknowledge– May not getaround to acting
  17. 17. What Type are You?Online Personality Tests Jung types http://www.humanmetrics.com/cgi-win/JTypes1.htm Keirsey typeshttp://www.keirsey.com/cgi-in/keirsey/newkts.cgi
  18. 18. Stage 2: STORMINGStage 2: STORMINGDuring the Storming stage team members:realize that the task is more difficult thanthey imaginedhave fluctuations in attitude aboutchances of successmay be resistant to the taskhave poor collaboration
  19. 19. Storming Diagnosis Do we have common goals and objectives? Do we agree on roles and responsibilities? Do our task, communication, and decisionsystems work? Do we have adequate interpersonal skills?
  20. 20. Negotiating Conflict Separate problem issues from people issues. Be soft on people, hard on problem. Look for underlying needs, goals of eachparty rather than specific solutions.
  21. 21. Addressing the Problem State your views in clear non-judgmentallanguage. Clarify the core issues. Listen carefully to each person’s point ofview. Check understanding by restating the coreissues.
  22. 22. Stage 3: NORMINGStage 3: NORMINGDuring this stage members accept:– their team– team rules and procedures– their roles in the team– the individuality of fellow members Team members realize that they are notgoing to crash-and-burn and start helpingeach other.
  23. 23. Behaviors Competitive relationships become morecooperative. There is a willingness to confront issuesand solve problems. Teams develop the ability to expresscriticism constructively. There is a sense of team spirit.
  24. 24. Giving Constructive Feedback Be descriptive Dont use labels Don’t exaggerate Don’t be judgmental Speak for yourself
  25. 25. Giving Constructive Feedback Use “I” messages. Restrict your feedback to things you know forcertain. Help people hear and accept yourcompliments when giving positive feedback.
  26. 26. Receiving Feedback Listen carefully. Ask questions for clarity. Acknowledge the feedback. Acknowledge the valid points. Take time to sort out what you heard.
  27. 27. Stage 4: PERFORMINGStage 4: PERFORMINGTeam members have: gained insight into personal and teamprocesses a better understanding of each other’sstrengths and weaknesses gained the ability to prevent or workthrough group conflict and resolvedifferences developed a close attachment to the team
  28. 28. Recipe for Successful TeamCommitment to shared goals andobjectivesClearly define roles and responsibilities Use best skills of each Allows each to develop in all areas
  29. 29. Recipe for Successful TeamEffective systems and processes– Clear communication– Beneficial team behaviors; well-defineddecision procedures and ground rules– Balanced participation– Awareness of the group process– Good personal relationships
  30. 30. Adjourning Teams cannot exist indefinitely if there is overarching goal to achieve. If theteam has met its objective, it is usually disbanded. Tuckman added theadjourning stage as a final stage to his four (now five) stage process. Highperforming teams typically have positive team experiences. Therefore, thisstage is sometimes referred to as the mourning stage by teams that must breakup.
  31. 31. The Results of Team Work
  32. 32. Every Team Member Can Help!
  33. 33. Everyone Has to Hang in There!
  34. 34. Enjoy your Game!
  35. 35. Resource Credit Bob Mendonsa and Associates http://www.trainingplus.com http://www/unitar.org www.challenge.nm.org/resources/Team_Building.ppt

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