building effective teams

Building Effective Teams

Presented by:Jay Turner, Director of CE and TrainingNGAL Meeting, January 11, 2012

Together everyone achieves more, right?

When the sum of the parts is less than the whole

ApolloSyndrome

Why do teams of talented individuals fail?

Too many personal agendas

Poor definition of roles and responsibilities

Crappy communication

Diffusion of focus

Your team’s success depends on how well people get along with each other and the team’s leadership.

TWO FOCUSES TODAYGetting Along and Leadership

GETTING ALONG

Forming

Storming

Norming

Performing

Stages of Team Work

What are the key tasks that need to be addressed during the Forming stage?

Forming

• Defining problem and strategy

• Determining individual roles

• Developing norms

Team Roles

Doers

Implementers

Shapers

Finishers

Thinkers

Plants

Evaluators

Specialists

Feelers

Coordinators

Team workers

Investigators

Inventory of Team Member Traits

http://changingminds.org/explanations/preferences/belbin.htm

Implementers

Shaper

Finishers

Plant Evaluator

Specialists

Coordinator

Team workers Investigators

Balanced Team

or

or

Emotional Intelligence

Group emotional intelligence

Trust, identity, efficacy

Participation, cooperation, collaboration

Better decisions, more creative solutions, higher productivity

Building the Emotional Intelligence of Groups. Druskat and Wolff (2001), Harvard Business Review

Graham’s 4 levels of emotion

Individuals’ Emotions

Group Emotions

Emotions Outside the Group

Three Levels of Emotional Interaction

Norms

To be effective, your team needs to create emotionally intelligent norms that support trust, identity, and efficacy.

Individuals’ Emotions

Individual Emotional Norms

Interpersonal understandingAwareness of Emotions

Perspective taking

Regulating Emotions

ConfrontingCaring

Group Emotions

Group Emotional Norms

Team self-evaluationAwareness of Emotions

Seeking feedback

Regulating Emotions

Creating resources for working with emotionCreating an affirmative environmentSolving problems proactively

Emotions Outside the Group

Cross-Boundary Emotional Norms

Organizational understandingAwareness of Emotions

Regulating Emotions

Building external relationships

LEADERSHIP

Get it Done

Nurturer

VisionaryAnalyst

Leadership Compass. http://encorps.nationalserviceresources.org/resources/leadership/leadership_compass.php

Three Key Leadership Behaviors

Motivation

• Tell me what you expect

• Give me a chance to perform

• Give me feedback

• Give me help if I need it

• Reward me when I succeed

Expectations

Leaders must define expectations in measurable terms and behavioral terms.

Delegate

Leaders should delegate authority and/or objectives, not unwanted tasks.

Guidance

Offering too much assistance can be perceived as mistrust; not offering enough can be disastrous.

Rewards

Reward team members with performance incentives or praise when they are successful.

What are three concepts you learned or had reinforced today that you’ll use immediately with your team?

Thank you!

Jay Turner

jturner@georgialibraries.org

Twitter: lawlesslbrarian